A Dual Path Study Of Perceived Superior Trust On Employee's Proactive Behavior

In the context of reality,as a leader,he may not dare to give the task to the employee to complete independently,but always supervise the progress of the employee;as an employee,he only obeys the command of the leader and dare not put forward opinions different from that of the leader.Thus,distrust not only increases management costs,but also reduces overall work efficiency.Trusting relationship includes trusting and being trusted,but there is little research on the feeling trusted.Feeling trusted,also known as being trusted,refers to one party's subjective perception of the other party's willingness to take risks for their own weaknesses and behavioral uncertainty.Generally speaking,trust affects behavior only when it is perceived subjectively.Previous studies have suggested that feeling trusted is the cornerstone of improving organizational performance.Compared with trust,perceived trust can even have a greater impact on employee behavior and performance.As an important factor affecting employee performance and behavior,feeling trusted has not been paid enough attention in previous studies.In the past,most of the research on trust focused on the " trusting party" in trusting relationship,and there was little research on how the "trusted party" in the trusting relationship behaves after feeling trusted.Trust and feeling trusted are different concepts,involving different subjects in a trusting relationship.Most of the existing researches on "being trusted" believe that getting trust from the other party is the motivation for a person to work hard,while few believe that feeling trusted is not necessarily a motivator for employees,which will cause pressure on employees.Based on this background,in the context of Chinese enterprises,this study discussed the impact of employees' feeling trusted from superiors on their emotional responses and the boundary conditions,and discussed the mediating effect of different emotional responses.Reciprocity wariness is introduced based on the cognitive evaluation theory of emotion,also proposes the influence of the product term of feeling trusted and reciprocal wariness on the emotional response and behavior of employees,so as to provide reference for the future organization management of employees who feeling trusted by his superiors.Conclusions:(1)feeling trusted has a positive impact on employee's proactive behavior,self-worth and role over-load.(2)reciprocal wariness negatively moderates the relationship between feeling trusted and self-worth.(3)reciprocal wariness positively moderates the relationship between feeling trusted and role-overload.(4)reciprocal wariness weakens the mediating role of self-worth in the relationship between feeling trusted and proactive behavior.(5)reciprocal prudence enhances the mediating role of role-overload in the relationship between feeling trusted and proactive behavior.