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配偶信任的向内涓滴效应：员工对同事的信任、家庭-工作增益的中介作用*
The Trickle-in Effect of the Trust in the Spouse: The Mediating Roles of Employees' Trust in Their Colleagues and Family-Work Enrichment
根据工作-家庭资源模型，配偶信任可能提升员工对同事的信任，进而影响同事的工作绩效。研究1通过对两家公司的172名员工和其配偶以及12名负责主管开展问卷调查，探索了配偶信任传递过程和向内涓滴效应，即配偶信任通过影响员工对同事的信任，间接影响同事的工作绩效。研究2在两个时间点采用整群抽样问卷调查的方式，以某公司的245名已婚员工和其配偶以及21名负责主管为研究对象，再次验证了信任的向内涓滴效应，并揭示了家庭-工作增益的中介作用。在理论层面，研究证实了配偶信任的向内涓滴效应，检验了其中介机制，丰富并拓展了工作-家庭资源模型。在实践层面，研究启示可以通过提升家庭领域中的信任，增进组织效能。
Trust is an individual's positive expectation of others, which has an important impact on individuals, teams, and society. Previous studies have mostly explored the generation process of trust based on the attributes of the trustor and the trustee. Besides, trust can also be generated through transfer. Based on the work-home resources model, this study focused on two specific trust: trust in the spouse (where the employee is the trustee and the employee’s spouse is the trustor in this study) from the family domain and the colleague trust (where the employee is the trustor and the employee’s colleague is the trustee) from the work domain, and explored whether trust in the spouse has a transfer effect on the colleague trust. After exploring the transfer effect of trust in the spouse, this study also examined the trickle-in effect of trust in the spouse. That is, trust in the spouse indirectly affected the job performance of employees’ colleagues by influencing employees’ trust in colleagues. Moreover, this study examined the mediating role of family-work enrichment in the transfer effect and the trickle-in effect of trust in the spouse.
In Study 1, 172 employees (including 109 female employees) and their spouses, as well as 12 supervisors of these employees from two service companies in Jiangsu Province and Shanghai were investigated by questionnaires. This study confirmed the transfer effect of trust in the spouse, and explored the trickle-in effect of trust in the spouse, namely, trust in the spouse indirectly influenced the job performance of employees’ colleagues by influencing employees’ trust in colleagues.
In Study 2, 245 married employees and their spouses, as well as 21 supervisors of these employees from an automobile parts manufacturing company in Jiangsu Province were investigated using the cluster sampling method at two different times with a two-month interval. This study reexamined the relationship between trust in the spouse and work subsystem and examined the mediating role of family-work enrichment. The results showed that family-work enrichment mediated the relationship between trust in the spouse and employees’ trust in colleagues. Moreover, the results indicated that family-work enrichment and employees’ trust in colleagues played a chain mediating role between trust in the spouse and colleagues’ job performance.
From the theoretical perspective, first, this study confirmed the transfer effect of trust in the spouse through two sub-studies in different companies, indicating that the result is reliable and stable. This finding enriched the existing literature on trust transfer, echoed and enriched the work-home resources model, indicating that trust is one kind of important resources in the family domain. This study also provided new empirical evidence for the establishment and dissemination of trust in social life. Second, this study tested the trickle-in effect of trust in the spouse, which not only enriched the research about the trickle-in effect but also revealed a cross-domain indirect social impact, that is, the employee’s spouse could indirectly influence the employee’s colleagues in the organization through the employee. Third, based on the transfer effect and the trickle-in effect of trust in the spouse, this study examined the mediating role of family-work enrichment. This reveals how trust, as an important resource in the family domain, leads to the promotion of personal resources, and finally influences the work domain. This result not only explained the mediating mechanism of the transfer effect and the trickle-in effect of trust in the spouse, but also expanded the empirical research on family-work enrichment, and broadened the work-home resources model. From the practical perspective, this study suggests that improving trust in the spouse could promote the positive behavior of employees, improve the trust level of the work team, and enhance organizational effectiveness.
信任传递 / 涓滴效应 / 家庭-工作增益 / 工作-家庭资源模型
trust transfer / trickle effect / family-work enrichment / work-home resources model
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在中国的市场化进程中, 我们正在面对一个确定的事实：人际信任逐年衰落。虽然已有研究一致证明信任可以促进经济发展, 然而, 很少有文献阐明市场经济发展对信任的影响。整合近年来各种新获得的宏观和微观证据可以发现, 市场化对信任存在抑制作用。具体来说, 我国的市场化进程中, 市场的动力属性充分彰显, 鼓励人们逐利和竞争, 激活了人们的创富热情, 但也造成经济人信念的流行, 破坏了信任者对人性的乐观预期; 然而, 相应的市场规则和社会规则发育不足, 无法充分保护信任者。最终, 市场化在消蚀经济赖以发展的基础——信任, 致使信任下滑。因此, 建立基于规则的、诚信的市场经济是阻遏信任衰落乃至重建信任的必要路径。
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本文关注配偶情绪智力对员工工作投入的跨领域的人际间影响。基于努力-恢复模型视角和情绪智力文献, 本文提出高情绪智力的配偶能够通过提升员工生活幸福感, 从而促进员工工作投入。此外, 通过整合社会性别角色理论, 本文进一步讨论了员工性别的调节作用。通过两个子研究, 本文发现：配偶情绪智力与员工生活幸福感之间呈现正相关关系; 员工生活幸福感与员工工作投入之间呈现正相关关系; 员工生活幸福感中介了配偶情绪智力对员工工作投入的影响; 并且, 员工性别调节了配偶情绪智力和员工生活幸福感之间的关系, 即当员工为男性时, 配偶情绪智力对该员工生活幸福感的正向影响更强; 此外, 员工性别还调节了员工生活幸福感在配偶情绪智力和员工工作投入之间起到的中介作用。本研究首次提出和检验了配偶情绪智力对员工工作投入的跨领域的人际间积极影响, 具有理论和实践上的重要意义。
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We study when and why perceptions of trustworthiness trickle down the organizational hierarchy to influence the performance of subordinates. Building on social learning theory, we argue that when supervisors perceive their managers as trustworthy, subordinates are more likely to also perceive their supervisor as trustworthy, which in turn enhances subordinate performance. We further argue that this trickle-down effect of trustworthiness perceptions emerges especially when the manager invites the supervisor to participate in decision-making. Finally, we propose that social learning processes that lead to supervisors exhibiting more trusting behavior toward their subordinates mediate this trickle-down effect. We find support for our predictions across one multisource field study (Study 1) and two experiments (Studies 2 and 3) that both use a yoked design. This research represents the first attempt to examine trickle-down effects related to trustworthiness, its impact on performance, and the mediating mechanisms by which those effects emerge. This research also provides the first empirical evidence about the role that social learning processes play in explaining trickle-down processes. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
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Cumulating evidence from 112 independent studies (N = 7,763 teams), we meta-analytically examine the fundamental questions of whether intrateam trust is positively related to team performance, and the conditions under which it is particularly important. We address these questions by analyzing the overall trust-performance relationship, assessing the robustness of this relationship by controlling for other relevant predictors and covariates, and examining how the strength of this relationship varies as a function of several moderating factors. Our findings confirm that intrateam trust is positively related to team performance, and has an above-average impact (ρ =.30). The covariate analyses show that this relationship holds after controlling for team trust in leader and past team performance, and across dimensions of trust (i.e., cognitive and affective). The moderator analyses indicate that the trust-performance relationship is contingent upon the level of task interdependence, authority differentiation, and skill differentiation in teams. Finally, we conducted preliminary analyses on several emerging issues in the literature regarding the conceptualization and measurement of trust and team performance (i.e., referent of intrateam trust, dimension of performance, performance objectivity). Together, our findings contribute to the literature by helping to (a) integrate the field of intrateam trust research, (b) resolve mixed findings regarding the trust-performance relationship, (c) overcome scholarly skepticism regarding the main effect of trust on team performance, and (d) identify the conditions under which trust is most important for team performance. (PsycINFO Database Record (c) 2016 APA, all rights reserved).
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Low levels of employee trust in top leaders pose challenges to organizations with respect to retention, performance, and profits. This research examines how trust in top leaders can be fostered through the relationships individuals have with their direct leaders. We propose a trickle-up model whereby trust in direct leaders exerts an upward influence on trust in top leaders. Drawing on the group value model, we predict that direct leaders' procedural justice serves as the key mechanism in facilitating the trickle-up process. Further, this process should be particularly strong for employees high on vertical collectivism, and the trickled-up trust in top leaders should exert a stronger impact on employees' overall performance in the organization than trust in direct leaders. Multiphase and multisource data from 336 individuals support these hypotheses. The findings advance our understanding of trust and leadership by highlighting that trust in leaders at different levels does not form independently and that trust in leaders trickles up across hierarchical levels. (PsycINFO Database Record(c) 2017 APA, all rights reserved).
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To achieve high safety levels, mere compliance with safety regulations is not sufficient; employees must be proactive and demonstrate safety citizenship behaviors. Trust is considered as a mechanism for facilitating the effects of a leader on employee citizenship behaviors. Increasingly research has focused on the role of trust in a safety context; however, the role of coworker trust has been overlooked.The mediating role of coworker trust in the relationship between the leader-member exchange and safety citizenship behavior is the focus of this field study.Front-line employees from an air traffic control center and an airline maintenance department completed surveys measuring leader-member exchange, co-worker trust, and safety citizenship behavior.Structural Equation Modeling revealed affective and cognitive trust in coworkers is influenced by leader-member exchange. A trust-based mediation model where cognitive trust and affective trust mediate the relationship between the leader-member exchange and safety citizenship behavior emerged.Results of this study add to our understanding of the relationship between leader-member exchange and safety behavior. The effect of co-worker trust and the extent to which employees participate in workplace safety practice were identified as critical factors. The findings show that managers need to focus on developing cognitive and affective coworker trust to improve safety citizenship behaviors.
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The objective of this article is to provide a theoretical framework explaining positive and negative work-home processes integrally. Using insights from conservation of resources theory, we explain how personal resources (e.g., time, energy, and mood) link demanding and resourceful aspects of one domain to outcomes in the other domain. The resulting work-home resources (W-HR) model describes work-home conflict as a process whereby demands in one domain deplete personal resources and impede accomplishments in the other domain. Enrichment is described as a process of resource accumulation: Work and home resources increase personal resources. Those personal resources, in turn, can be utilized to improve home and work outcomes. Moreover, our resource approach to the work-home interface allows us to address two other issues that have thus far lacked a solid theoretical foundation. The W-HR model also explains how conditional factors such as personality and culture may influence the occurrence of work-home conflict and enrichment. Furthermore, the model allows us to examine how work-home conflict and enrichment develop over time. Finally, the model provides useful insights for other psychology subdisciplines, such as gender studies and developmental psychology.
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