摘要
基于行为动力特征视角,在梳理已有文献的基础上,提出管理者可信行为的概念。在89份开放式问卷、35名员工深度访谈、409名员工初测和464名员工正式施测基础上,编制和检验管理者可信行为问卷,使用编制的问卷对441名员工进行调查,以检验管理者可信行为对管理者认知信任和情感信任的差异性影响效应。使用SPSS11.5和LISREL8.30软件,采用探索性因素分析(N=409)、验证性因素分析(N=464)和结构方程建模(N=441)方法,对中国文化背景下管理者可信行为的结构模型及其影响效应进行检验。研究结果表明,管理者可信行为的结构包括正直行为、管理胜任行为、公正行为、指导行为和控制权分享5个维度,开发的管理者可信行为问卷具有良好的信度和效度;不同维度的管理者可信行为表现出差异性影响效应,公正行为对认知信任发展的作用最强,指导行为对情感信任的影响作用最大。
Based on the view of behavior dynamics characteristics and the previous literature,the concept of managerial trustworthy behavior was produced.The present study constructed and validated the structure model of managerial trustworthy behavior in Chinese culture context,based on 89 open questionnaires,35 individual deeply interviews,and two waves of survey with 409 and 464 employees respectively.In addition,441 employees entered into the surveys to explore the differential effects of managerial trustworthy behavior on cognition-and affect-based trust in managers.Exploratory factor analysis（EFA）（N=409）,confirmatory factor analysis（CFA）（N=464）,and the structural equation modeling（SEM）（N=441） were used to test the structure and the effects of managerial trustworthy behavior with SPSS11.5 and LISREL 8.30.The results show that the structure of managerial trustworthy behavior involves five dimensions,that is,integrity behavior,management competence behavior,equity behavior,coaching behavior and delegation sharing behavior.The new-developed scale of managerial trustworthy behavior shows high internal reliability and validity.Moreover,different dimensions of managerial trustworthy behavior has differential influence on cognition-and affect-based trust in managers.In specifically,equity behavior has the strongest effect on cognition-based trust,while coaching behavior shows the strongest influence on affect-based trust.
出处
《管理科学》
CSSCI
北大核心
2010年第6期23-32,共10页
Journal of Management Science
基金
国家自然科学基金(70871047)
教育部人文社会科学研究项目(10XJC630010)
广西大学科研基金(XBW090310)~~
关键词
管理者
可信行为
结构模型
差异效应
manager
trustworthy behavior
structure model
differential effect
