主管认知信任和情感信任对员工行为及绩效的影响

采用问卷调查法，检验主管认知信任与情感信任对员工行为及绩效影响的双路径模型。通过结构方程模型分析563份上下级配对数据，结果显示：主管认知信任通过注意聚焦的完全中介作用正向影响员工的任务绩效和组织公民行为。主管情感信任则通过情感承诺的部分中介作用正向影响员工的任务绩效和组织公民行为，即一方面直接影响员工的任务绩效和个体指向公民行为，另一方面通过情感承诺间接影响员工的任务绩效和组织公民行为。并且，主管情感信任对员工行为和绩效的影响作用要大于认知信任的作

Effects of cognition-and affect-base trust in supervisors on task performance and OCB

Trust in management has long been assumed to relate to performance in organization. However, the relationship is not clear yet. And the mechanism between trust in managers and performance has precipitated an interest among organizational researchers. Cognition-based trust and affect-based trust are two types of trust that may have different effect on work outcomes. The purpose of this study was to examine how these two kinds of trust in supervisors influenced employees’ task performance and OCB, and the mediating effects of ability-to-focus and affective commitment. Data was from a total of 563 matched supervisor-subordinate dyads. The confirmatory factor analysis showed that employee measurement and supervisor measurement had good reliability and validity. LISREL was used to test the hypotheses. The results indicated that ability to focus fully mediated the relation between cognition-based trust in supervisors and employee’s task performance and OCB. In contrast, affective commitment partially mediated the relationship between affect-based trust in supervisors and task performance and OCB. The findings revealed that affect-based trust in supervisors related positively to task performance and individual-directed OCB. In addition, they showed that the effects of affect-based trust in supervisors on employee’s performance and OCB was stronger than that of cognition-based trust. The present study contributes to our understanding of the relationship between trust in managers and employee’s performance by explaining in more detail the psychological mechanisms involved. The results of this research have managerial as well as research implications