Why mutual trust leads to highest performance: the mediating role of psychological contract fulfillment

被引：24
|
作者：
Cheung, Millissa F. Y. [1 ]
Wong, Chi-Sum [2 ]
Yuan, Gong Yuan [3 ]
机构：
[1] Hong Kong Shue Yan Univ, Hong Kong, Hong Kong, Peoples R China
[2] Hong Kong Chinese Univ, Hong Kong, Hong Kong, Peoples R China
[3] Nanjing Univ, Nanjing, Jiangsu, Peoples R China
来源：
ASIA PACIFIC JOURNAL OF HUMAN RESOURCES | 2017年 / 55卷 / 04期
关键词：
mutual trust; psychological contract fulfillment; work performance; ORGANIZATIONAL CITIZENSHIP; JOB-SATISFACTION; EMPLOYEES; LEADERSHIP; JUSTICE; MODEL; EMPOWERMENT; SUPERVISOR; MANAGERS; IMPACT;
D O I：
10.1111/1744-7941.12117
中图分类号：
F24 [劳动经济];
学科分类号：
020106 ; 020207 ; 1202 ; 120202 ;
摘要：
In this study we extend the work of Brower, Lester, Korsgaard and Dineen (2009) on mutual trust by proposing and testing whether and how the interactive effects of trust in the supervisor and trust in the subordinate account for subordinates' task and contextual performance through the mediating role of psychological contract fulfillment. We tested our mediated moderation model on 182 supervisor-subordinate dyads of three service firms in Hong Kong. Results indicated that fulfillment of psychological contract fully mediated the effects of mutual trust between supervisors and subordinates on subordinates' task and contextual performance.
引用
收藏
页码：430 / 453
页数：24
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