Hogan Nancy L, Lambert Eric G, Lanterman Jennifer L, Berthelot Emily
School of Criminal Justice, Ferris State University, Big Rapids, MI, USA.
Department of Criminal Justice, The University of Nevada, Reno, NV, USA.
Psychiatr Psychol Law. 2023 Jul 2;31(4):705-724. doi: 10.1080/13218719.2023.2206875. eCollection 2024.
Two major forms of organizational trust are supervisor trust and management trust. Guided by the job demand-resources model, this exploratory study examined how the job demand variables of role conflict, role ambiguity, role overload, and fear of being victimized at work and the job resource variables of instrumental communication, job autonomy, job variety, and quality training were linked to both forms of organizational trust among staff at a private U.S. prison. Results showed that workplace variables predicted both types of trust and were generally stronger predictors than personal attributes. Moreover, resources played a greater role than job demands in shaping both supervisor and management trust. Among the demands, only role conflict was a significant negative predictor of supervisor trust and management trust. Instrumental communication, job autonomy, and job variety were significant positive predictors of supervisor trust. Job autonomy and job variety both had significant positive associations with management trust.
组织信任的两种主要形式是对上级的信任和对管理层的信任。在工作需求-资源模型的指导下，这项探索性研究考察了角色冲突、角色模糊、角色过载和工作中受侵害恐惧等工作需求变量，以及工具性沟通、工作自主性、工作多样性和质量培训等工作资源变量，是如何与美国一所私立监狱工作人员的这两种组织信任形式相关联的。结果表明，工作场所变量能够预测这两种信任类型，并且通常比个人属性更能预测信任。此外，在塑造对上级的信任和对管理层的信任方面，资源比工作需求发挥的作用更大。在工作需求中，只有角色冲突是对上级信任和对管理层信任的显著负向预测因素。工具性沟通、工作自主性和工作多样性是对上级信任的显著正向预测因素。工作自主性和工作多样性都与对管理层的信任存在显著的正相关。
