Worker Trust in Management and Delegation in Organizations

IF 1.3 3区 社会学 Q3 ECONOMICS
Kieron J. Meagher, A. Wait
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引用次数: 5

Abstract

Using a unique employee–establishment survey, we find a causal relationship between an individual employee’s trust of management and their decision-making rights (delegation). We utilize both fixed effects (FE) and instrumental variables to control for unobserved factors: establishment-level FE control for management quality, practices, culture, and other characteristics; our instruments of inherited trust in management, and trust of equivalent workers in a different but similar country address the possible endogeneity of employee trust. Across all specifications, we find that delegation to a worker is more likely if that employee trusts management. In our preferred model, which includes establishment FE and accounts for endogeneity, we find a 1 standard deviation (SD) increase in employee trust increases delegation by approximately 0.6 of 1 SD. Our results are robust to the inclusion of worker preferences for individualism (which favors delegation), incentives/bonuses, and alternative measures of decision authority. (JEL D23, L22, L23).
员工对管理层的信任与组织中的授权
通过一项独特的员工建立调查,我们发现个体员工对管理层的信任与他们的决策权(授权)之间存在因果关系。我们利用固定效应(FE)和工具变量来控制未观察到的因素:建立水平的FE控制管理质量,实践,文化和其他特征;我们的工具继承了对管理的信任,以及对不同但相似国家的同等工人的信任,解决了员工信任的可能内生性。在所有规范中,我们发现,如果员工信任管理层,则更有可能将委托给员工。在我们的首选模型中,包括建立FE和内生性,我们发现员工信任每增加1个标准差(SD),授权就会增加约0.6个标准差。我们的结果是稳健的,包括工人对个人主义的偏好(倾向于授权),激励/奖金,以及决策权的替代措施。(jel d23, 22, 23)。
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
CiteScore
2.20
自引率
0.00%
发文量
25
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