信任之下,其效何如——来自Meta分析的证据
发布时间：2019-08-20 11:44
【摘要】：通过对包含586个效应值、110576个独立样本、总样本量达126819个的238个独立实证研究的梳理以及Met a分析,本研究回答了"信任之下,其效何如"、"在不同层次,信任与绩效的关系是否存在同一性"、"垂直距离对信任与绩效的关系有何影响"这三个在以往研究中并未得到解答的重要问题,并获得了阶段性定论:信任能显著地促进绩效。在组织内,信任对团队绩效的促进作用尤为突出,而在组织间,信任对组织绩效同样有较强的促进作用;二者关系存在同一性,即在个体、团队和组织不同层次,信任对关系类、创新类、任务类绩效的促进作用均依次变弱;信任双方的垂直距离越小,信任对绩效促进作用越强;此外,出版属性、测量工具以及同源偏差程度均能显著调节信任与绩效之间的关系,地区文化基本能调节,这四个变量的调节方向在不同层次高度一致。而且,测量工具的测量维度越多,信度越高,使用越广泛,信任与绩效之间的相关性越强。鉴于任务类结果变量在现阶段的管理实践中仍占据主导地位,而信任对管理者重点关切的任务类绩效的促进作用并不是非常有效,信任在管理实践中的效用因而需要引起警惕。
[Abstract]:Through combing and Met a analysis of 238 independent empirical studies containing 586 effect values, 110576 independent samples and a total sample size of 126819, this study answers three important questions, which have not been answered in previous studies, such as "how does trust work under trust", "whether there is identity in the relationship between trust and performance at different levels", and "how does vertical distance affect the relationship between trust and performance". And get the stage conclusion: trust can significantly promote performance. In the organization, trust plays a particularly important role in promoting team performance, while among organizations, trust also plays a strong role in promoting organizational performance. There is identity in the relationship between the two organizations, that is, in the individual, team and organization, trust in the relationship class, innovation class, task type performance promotion role is weakened in turn. The smaller the vertical distance between the two sides, the stronger the trust promotes performance. In addition, publishing attributes, measuring tools and the degree of homologous deviation can significantly regulate the relationship between trust and performance, and regional culture can basically adjust the adjustment direction of these four variables at different levels. Moreover, the more dimensions of measurement, the higher the reliability, the more widely used, the stronger the correlation between trust and performance. In view of the fact that task result variables still occupy a dominant position in the current management practice, and the role of trust in promoting task performance, which managers focus on, is not very effective, so the utility of trust in management practice needs to be vigilant.
【作者单位】： 华南理工大学工商管理学院;新加坡国立大学商学院;北京大学国家发展研究院;美国普渡大学Krannert管理学院;
【基金】：教育部人文社会科学研究规划基金项目(11YJA630004) 中央高校基金科研业务费项目(X2gs D2117810)资助
【分类号】：F272.92
本文编号：2528599
[Abstract]:Through combing and Met a analysis of 238 independent empirical studies containing 586 effect values, 110576 independent samples and a total sample size of 126819, this study answers three important questions, which have not been answered in previous studies, such as "how does trust work under trust", "whether there is identity in the relationship between trust and performance at different levels", and "how does vertical distance affect the relationship between trust and performance". And get the stage conclusion: trust can significantly promote performance. In the organization, trust plays a particularly important role in promoting team performance, while among organizations, trust also plays a strong role in promoting organizational performance. There is identity in the relationship between the two organizations, that is, in the individual, team and organization, trust in the relationship class, innovation class, task type performance promotion role is weakened in turn. The smaller the vertical distance between the two sides, the stronger the trust promotes performance. In addition, publishing attributes, measuring tools and the degree of homologous deviation can significantly regulate the relationship between trust and performance, and regional culture can basically adjust the adjustment direction of these four variables at different levels. Moreover, the more dimensions of measurement, the higher the reliability, the more widely used, the stronger the correlation between trust and performance. In view of the fact that task result variables still occupy a dominant position in the current management practice, and the role of trust in promoting task performance, which managers focus on, is not very effective, so the utility of trust in management practice needs to be vigilant.
【作者单位】： 华南理工大学工商管理学院;新加坡国立大学商学院;北京大学国家发展研究院;美国普渡大学Krannert管理学院;
【基金】：教育部人文社会科学研究规划基金项目(11YJA630004) 中央高校基金科研业务费项目(X2gs D2117810)资助
【分类号】：F272.92
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