Heyns Marita, Rothmann Sebastiaan
North-West University, Vanderbijlpark, South Africa.
Psychol Rep. 2018 Feb;121(1):112-134. doi: 10.1177/0033294117718555. Epub 2017 Jul 5.
This study tested a structural model that identifies the nature of relationships between trust, autonomy satisfaction, and personal engagement at work. A cross-sectional survey design with a convenience sample ( n = 252) was used. The Behavioral Trust Inventory, Work-Related Basic Need Satisfaction Scale, and Work Engagement Scale were administered. While reliance-based trust did not have a significant influence on engagement, disclosure-based trust in a focal leader was found to predict satisfaction of autonomy needs and employee engagement. Mediation analyses revealed that satisfaction of the need for autonomy facilitates the influence of trust on work outcomes. More specifically, disclosure (a dimension of trust) impacted engagement via autonomy satisfaction. Overall, the model explained 44% of total variance in engagement, to which the variables proportionately contributed as follows: autonomy satisfaction = 79.58%, disclosure = 18.22%, and reliance = 2.20%. The findings provide possible directions for how leaders can leverage trust to facilitate autonomy support and higher levels of engagement.
本研究测试了一个结构模型，该模型确定了信任、自主满意度和工作中的个人投入之间关系的本质。采用了便利抽样的横断面调查设计（n = 252）。使用了行为信任量表、与工作相关的基本需求满意度量表和工作投入量表。虽然基于依赖的信任对工作投入没有显著影响，但发现对核心领导者基于披露的信任能够预测自主需求的满意度和员工工作投入。中介分析表明，自主需求的满意度促进了信任对工作成果的影响。更具体地说，披露（信任的一个维度）通过自主满意度影响工作投入。总体而言，该模型解释了工作投入总方差的44%，各变量的贡献比例如下：自主满意度 = 79.58%，披露 = 18.22%，依赖 = 2.20%。研究结果为领导者如何利用信任来促进自主支持和更高水平的工作投入提供了可能的方向。
