Trust And Be Trusted In The Leader-employee Relationship

Trust is an indispensable part of the normal functioning of modern organizations,and it plays an important role for both organizations and employees.For a long time,trust within organizations,especially between leaders and subordinates,has received widespread attention from researchers in various fields.However,the subordinates' trust to leaders(trust)and the trust of leaders to subordinates(being trusted)are different,and the mechanisms by which they work are also different.From the perspective of employees,this study analyzes the impact of employees' subjective characteristics on trust and being trusted.For providing the basis for establishing a complete explanation framework of trust and being trusted theory,It also analyzes the mechanisms of trust and being trusted,and comprehensively considers the effectiveness of the main theories that can be used to explain the effects of the two concepts.It provides a theoretical basis for the system to distinguish between trust and being trusted,which can improve the employees' sense of trust and being trusted in a targeted manner,and coordinate the effects of the two on employees' work results.Questionnaires were conducted among 423 employees of a large state-owned enterprise in Tianjin.The scales and have good reliability and validity.Statistical analysis was performed on the obtained data using SPSS 18.0.The main conclusions are as follows:First,Employees' self-esteem and relational self-construal interactions affect the reliance dimension of trust,and have no significant effect on the disclosure dimension of trust and the sense of being trusted.Second,Employees' trust is significantly positively related to work engagement and significantly negatively related to turnover intention;employees' feeling of being trusted is significantly positively related to work engagement and not significantly related to turnover intention.Third,The satisfaction of psychological needs and sense of obligation can independently explain the impact of trust on work engagement.The impact of trust on work engagement can also be achieved through serial mediation of "the satisfaction of psychological needs?sense of obligation?work engagement" and "the satisfaction of psychological needs?uncertainty?sense of obligation?work engagement.Fourth,The satisfaction of psychological needs can independently explain the impact of trust on turnover intentions.And the two dimensions of trust,reliance and disclosure can have a significant impact through "psychological needs satisfaction?uncertainty?turnover intentions".The impact of the disclosure dimension of trust on turnover intentions can also be achieved through the serial mediation of "psychological needs satisfaction?sense of obligation?turnover intentions","psychological needs satisfaction?sense of uncertainty?sense of obligation?turnover intentions " and "sense of uncertainty?obligation?turnover intentions".Fifth,The sense of obligation can independently explain the impact of being trusted on work engagement,and the satisfaction of psychological needs can independently explain the impact of reliance dimension of being trusted on work engagement.The impact of reliance dimension of being trusted on work engagement can also be achieved through serial mediation of "psychological needs satisfaction?sense of obligation?work engagement" and "psychological needs satisfaction?sense of uncertainty?sense of obligation?work engagement".The impact of the disclosure dimension of being trusted on work engagement can be achieved through "sense of uncertainty?sense of obligation?work engagement".