Explaining the Justice-Performance Relationship: Trust as Exchange Deepener or Trust as Uncertainty Reducer?
Explaining the Justice-Performance Relationship: Trust as Exchange Deepener or Trust as Uncertainty Reducer?
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DOI：
10.1037/a0025208
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发表时间：
2012-01-01
影响因子：
9.9
通讯作者：
Rich, Bruce L.
中科院分区：
文献类型：
--
作者：
Colquitt, Jason A.;LePine, Jeffery A.;Rich, Bruce L.
以往的研究表明，组织公平维度与工作绩效之间存在显著的关系，而信任被认为是这些关系的中介变量之一。然而，信任在正义理论中以两种不同的方式定位，要么作为交换关系深度的指标，要么作为反映工作相关不确定性水平的变量。此外，信任学者区分了多种形式的信任，包括基于情感和认知的信任，但仍不清楚哪种形式与正义效果最相关。为了探索这些问题，我们建立并测试了一个更全面的信任调解模型，在这个模型中，程序、人际和分配正义预测了基于情感和认知的信任，这些信任形式预测了基于交换和不确定性的机制。在医院系统的实地研究结果表明，信任变量确实调解组织公正的维度和工作绩效之间的关系，与情感为基础的信任驱动基于交换的调解和认知为基础的信任驱动基于不确定性的调解。
Past research has revealed significant relationships between organizational justice dimensions and job performance, and trust is thought to be one mediator of those relationships. However, trust has been positioned in justice theorizing in 2 different ways, either as an indicator of the depth of an exchange relationship or as a variable that reflects levels of work-related uncertainty. Moreover, trust scholars distinguish between multiple forms of trust, including affect- and cognition-based trust, and it remains unclear which form is most relevant to justice effects. To explore these issues, we built and tested a more comprehensive model of trust mediation in which procedural, interpersonal, and distributive justice predicted affect- and cognition-based trust, with those trust forms predicting both exchange- and uncertainty-based mechanisms. The results of a field study in a hospital system revealed that the trust variables did indeed mediate the relationships between the organizational justice dimensions and job performance, with affect-based trust driving exchange-based mediation and cognition-based trust driving uncertainty-based mediation.