High-performance work systems and work engagement: The role of feeling trusted by supervisor

Corporate Governance and Organizational Behavior Review Pub Date : 1900-01-01 DOI:10.22495/cgobrv7i3sip3

Asri Santosa, S. Suharnomo, M. S. Perdhana

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Abstract

This study examines the role of feeling trusted within the linkage between high-performance work systems and work engagement. Feeling trusted by a supervisor is believed to be an indicator that employees are valued by an organization (Pfeffer, 1998), but that research has not been completed yet (Baer et al., 2015). Data were collected from 107 employees who work at financial services companies in Jakarta, Indonesia. Structural equation modeling (SEM) was used to explore the linkages between high-performance work systems to work engagement. Later, the Sobel test was used to examine the mediation role from feeling trusted. This research found that high-performance work systems have a positive relationship between feeling trusted and work engagement. Surprisingly, feeling trusted has a negative impact on work engagement. Last, this research revealed that feeling trusted cannot lead high-performance work systems to improve work engagement. Despite this research, being conducted in a multicultural country, it has a paucity of cultural aspects analysis. Accordingly, future research should consider the cultural aspects to advance this form of research further. The theoretical and practical contributions will be discussed later.

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高绩效工作系统和工作投入:感觉被主管信任的角色

本研究考察了在高绩效工作系统和工作投入之间的联系中，信任感的作用。受到上级的信任被认为是员工受到组织重视的一个指标(Pfeffer, 1998)，但该研究尚未完成(Baer et al.， 2015)。数据收集自印度尼西亚雅加达金融服务公司的107名员工。采用结构方程模型(SEM)研究了高效能工作系统与工作投入之间的关系。随后，采用Sobel检验从被信任的感觉来检验中介作用。这项研究发现，高绩效的工作系统在信任感和工作投入之间存在正相关关系。令人惊讶的是，感觉被信任会对工作投入产生负面影响。最后，这项研究揭示了信任的感觉不能导致高效的工作系统提高工作投入。尽管这项研究是在一个多元文化的国家进行的，但它缺乏文化方面的分析。因此，未来的研究应该考虑文化方面，以进一步推进这种研究形式。理论和实践的贡献将在后面讨论。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Corporate Governance and Organizational Behavior Review

CiteScore

1.20

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0.00%

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