信任网络、富有同情心的帮助和员工绩效

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Personnel Review Pub Date : 2023-04-24 DOI:10.1108/pr-08-2021-0593

Jeeyoung Kim, Myung-Ho Chung

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引用次数: 0

摘要

尽管现有的信任研究主要集中在二元关系(委托人-受托人)上，但员工结果的有效性可能会因信任网络的特征而变化。本研究考察了员工在同事间两种信任网络(认知信任网络和情感信任网络)中的中心性与员工工作绩效的关系。进一步，本研究强调了同情帮助在情感信任网络对个体绩效的影响中的中介作用。设计/方法/方法调查数据收集自韩国的204名员工和39名团队负责人。数据分析采用结构方程模型。结果表明，认知信任中心性与员工工作绩效呈正相关，而情感信任中心性与员工工作绩效无显著正相关。然而，情感信任中心性通过同事的富有同情心的帮助间接地提高了个人的表现。原创性/价值本研究有助于更好地理解信任网络和同情帮助，并扩展了信任文献和HQR研究。

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Trust networks, compassionate helping and employee performance

PurposeAlthough extant research on trust focuses on the dyadic relationship (trustor-trustee), the effectiveness of an employee's outcome may vary depending on the features of trust networks. This study examined how an employee's centrality in two types of trust networks (cognitive and affective) among coworkers is associated with employee job performance. Further, this study highlighted the mediating role of compassionate help in the effect of affective trust networks on individual performance.Design/methodology/approachSurvey data were collected from 204 employees and 39 team leaders in South Korea. Data were analyzed using structural equation modeling.FindingsThe results indicated that cognitive trust centrality is positively associated with employee job performance, but affective trust centrality is not. However, an affective trust centrality indirectly increases individual performance via compassionate helping from coworkers.Originality/valueThis study contributes to a better understanding of trust networks and compassionate helping and expands both trust literature and HQR research.

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来源期刊

Personnel Review Multiple-

CiteScore

7.10

自引率

7.70%

发文量

133

期刊介绍： Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.