What happens when you trust your supervisor? Mediators of individual performance in trust relationships
Bibliographic Data
| ID | 12167365 |
|---|---|
| Authors | Alex Ning Li (0000-0001-6821-6332, School of Business Administration University of Maryland College Park Maryland U.S.A.), Hwee Hoon Tan (0000-0002-9841-6447, Lee Kong Chian School of Business Singapore Management University Singapore, corresponding author) |
| Year | 2012 |
| Volume | 34 |
| Issue | 3 |
| Pages | 407-425 |
| Publication date | 2012-06-25 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Organizational Behavior (JOURNAL) |
| Journal identifiers | ISSN: 0894-3796 • E-ISSN: 1099-1379 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1002/job.1812 |
| OpenAlex | W1495415095 |
| Language | EN |
| Citations received | 25 |
| References cited | 83 |
To understand how trust in supervisor translates into individual job performance, we hypothesize that trust in supervisor facilitates positive psychological conditions of meaningfulness, safety, and availability, which in turn predict individual job performance. We assert that each of the three mediating paths in our model represents a distinct mechanism by which trust in supervisor contributes to individual job performance. We test our hypotheses with 206 supervisor–subordinate dyads and find that trust in supervisor contributes to job performance through psychological availability and psychological safety but not psychological meaningfulness. By examining three different psychological mechanisms within the same frame, we provide a test that compares and contrasts the uniqueness of the three pathways. Our findings suggest practical ways for managers to build trust with subordinates and guidance for the design of productive work conditions. Copyright © 2012 John Wiley & Sons, Ltd
Job performance · Job satisfaction · Management · Mechanism (biology · Supervisor · Test (biology · Applied Psychology · Job Satisfaction and Organizational Behavior · Management and Organizational Studies · Psychology · Social Psychology · Workplace Spirituality and Leadership
Psychological safety
Put down your phone and listen to me
Psychological Safety
Improving the agility of employees through enterprise social media
A study on organizational trust content in Chinese business organizations
The mediating effect of team trust on shared leadership and team performance
From compliance to commitment
Effects of enterprise social media use on employee improvisation ability through psychological conditions
Leader-Expressed Humility Predicting Team Psychological Safety
Racial/Ethnic Differences in Employee Perceived Organizational Performance, Job Satisfaction, and Diversity Management Among the U.S. Federal Public Health Agencies
Revisiting the trustworthiness–trust relationship
Emociones emergentes ante eventos significativos de confianza con jefaturas de enfermería
Focusing the mediating role of institutional trust
Near‐wins and perceived work meaningfulness after entrepreneurial failure
Psychological Safety Comes of Age
How Superiors Support Employees to Manage Emotional Demands
When the gig isn’t up
Effects of Influential Strategies on Closeness, Relationship Quality, and Cooperation
Relaxing into differences and energizing into differences
Well, That Was a Rude Exchange! A Multi‐Study Examination of Trust as a Mediator Between Cyberbullying or Cyber Incivility Victimization and Relational Outcomes at Work
Transformational leadership and teacher work performance
Joint effects of shared and transformational leadership on performance in street‐level bureaucracies
Trust in Social Relations
When Humble Leaders Enhance Employee Job Crafting
Repairing Police Psychological Safety
Families and Family Therapy
Trust in leadership
Resampling and Distribution of the Product Methods for Testing Indirect Effects in Complex Models
Alternative Approaches to the Employee-Organization Relationship
Managers as Initiators of Trust
The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work
Cognition-based and affect-based trust as mediators of leader behavior influences on team performance.
The effect of the performance appraisal system on trust for management
A Routine Flame-Photometric Determination of Organic Chloride
Hierarchically Nested Covariance Structure Models for Multitrait-Multimethod Data
The Role of Trust in Organizational Settings
The effects of interpersonal trust on work group performance.
Citizenship Behavior and Social Exchange.
Trust in Management and Performance
On the meaning of work
A new look at psychological climate and its relationship to job involvement, effort, and performance.
Meta-Analytic review of leader–member exchange theory
Crafting a Job
Trust, trustworthiness, and trust propensity
The role of proactive personality in job satisfaction and organizational citizenship behavior
Process Analysis
Leadership Behavior and Employee Voice
Methods for integrating moderation and mediation
Cutoff criteria for fit indexes in covariance structure analysis
Affect- And Cognition-Based Trust as Foundations for Interpersonal Cooperation in Organizations.
Common method biases in behavioral research
Not So Different After All
Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models
A comparison of methods to test mediation and other intervening variable effects.
Testing Mediational Models With Longitudinal Data
An Integrative Model of Organizational Trust
Psychological Conditions of Personal Engagement and Disengagement at Work.
Integrating the Individual and the Organization
Confidence Limits for the Indirect Effect
Trust as a Social Reality
Measuring trust in organisational research
Self‐determination theory and work motivation
Beyond pleasure and pain
The moderator–mediator variable distinction in social psychological research
Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models
The moderator-mediator variable distinction in social psychological research
Trust and Distrust in Organizations
Who is this "We"? Levels of collective identity and self representations
The need to belong
Back-Translation for Cross-Cultural Research
| Unique citing works | 25 |
|---|---|
| Citations per year | 2.08 |
| Citation span | 2014 - 2026 (13) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 25 |