The "Double-Edged Sword" Effect Of Supervisor Trust Perception On Employee Task Performance

Under the influence of anti-globalization and the global COVID-19 pandemic,many multinational enterprises are facing increased business risks.In order to survive in the uncertain external environment and gain development advantages,multinational enterprises need to continuously enhance the core competitiveness of human capital,attach importance to talent training and continuously improve the task performance of employees.In order to survive in the uncertain external environment and gain development advantages,multinational enterprises need to continuously enhance the core competitiveness of human capital,attach importance to talent training and continuously improve the task performance of employees.However,in the actual application process,many managers find that their trust in employees does not bring the expected effect,and employees seem indifferent to the trust of managers.Even employees who have the same perception of trust from their supervisors have different behavioral results.Some employees will respond positively to improve task performance,while others will treat negatively to reduce performance.In order to explain the reasons behind the above management dilemmas,this study focuses on exploring the influence of supervisor trust perception on employee task performance from the perspective of pressure based on the Cognitive Evaluation Theory of Stress.Statistical analysis software such as SPSS AMOS and PROCESS were used to process and analyze the data of 311 valid questionnaires collected,so as to test the validity of the theoretical model constructed in this research.Finally,the following conclusions are drawn:(1)supervisors’ trust perception has a positive impact on challenge stressor,and challenge stressor has a positive impact on employees’ task performance.Challenge stressor partially mediates the relationship between supervisors’ trust perception and employees’ task performance;(2)Perceived supervisor trust has a positive effect on hindrance pressure,and hindrance pressure has a negative effect on employee task performance.Hindrance pressure partially mediates the relationship between perceived supervisor trust and employee task performance.(3)Self-efficacy positively moderated the relationship between supervisor trust perception and challenge stressor,and also positively moderated the mediating effect of challenge stressor on the relationship between supervisor trust perception and task performance;(4)Self-efficacy negatively moderates the relationship between supervisor trust perception and hindrance stressor,and also negatively moderates the mediating effect of hindrance stressor on the relationship between supervisor trust perception and employee task performance.In a word,this paper incorporates supervisor trust perception,self-efficacy,challenge-blocking work pressure,and task performance into the research framework,and analyzes the influencing mechanism and action path of supervisor trust perception on employee task performance.The results suggest that managers of multinational enterprises should convey trust signals reasonably and give full play to the effectiveness of trust.Optimize organizational pressure management and enhance employees’ ability to withstand pressure;Value the employee’s sense of self-efficacy...