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Alternative TitleEffects of Organizational Trust on Individual Attitudes, Turnover Intentions and Organizational Financial Performance of Chinese Companies
于海波; 方俐洛; 凌文辁; 郑晓明
Source Publication心理学报
Abstract为了探讨组织信任对个体和组织的作用,在全国不同地区43家企业进行了问卷调查,得到801份有效问卷。结果表明,在个体方面,多层线性模型(HLM:hierarchical linearmodeling)分析的结果显示组织信任对个体的工作满意度、情感承诺有显著的正向预测效果,对离职意向具有显著的负向预测效果; 组织信任对工作满意度、情感承诺与离职意向之间的关系都具有显著的调节(加强)作用。在组织方面,结构方程模型的分析结果显示组织信任通过组织学习和组织创新的完全中介作用于组织的主观财务绩效,即一方面分别通过组织学习和组织创新的完全中介作用于财务绩效,另一方面直接通过组织创新的完全中介作用于组织的财务绩效。
Other AbstractOrganizational trust has been viewed as one major factor for high organizational performance. But the effects of organizational trust on individual employees and organization are unclear, especially in Chinese companies. This study would fill the gap. Eight hundred and one employees from 43 companies of 9 different cities across China answered our questionnaire. The results of exploratory factor analysis (EFA) and the confirmatory factor analysis (CFA) showed that the questionnaire from Cummings and Bromile...
Keyword组织信任 离职意向 组织学习 组织创新 多层线性模型(Hlm)
Subject Area工业与组织心理学
Indexed ByCSCD
Funding Project北京师范大学社会科学基金项目(104952);; 中国科学院心理研究所知识创新项目;; 广东省社会科学基金项目(03/04B11)资助。
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Document Type期刊论文
Corresponding Author于海波
Recommended Citation
GB/T 7714
于海波,方俐洛,凌文辁,等. 组织信任对员工态度和离职意向、组织财务绩效的影响[J]. 心理学报,2007,39(2):311-320.
APA 于海波,方俐洛,凌文辁,&郑晓明.(2007).组织信任对员工态度和离职意向、组织财务绩效的影响.心理学报,39(2),311-320.
MLA 于海波,et al."组织信任对员工态度和离职意向、组织财务绩效的影响".心理学报 39.2(2007):311-320.
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