本研究定位為探索性(exploratory)研究，所欲探討的問題為「組織中人際信任之形成」。其中包含組織中人際信任如何形成？組織中人際信任在何種系絡(context)下形成？以及組織中人際信任在其所處的系絡中形成之後，呈現出什麼風貌？研究目的在於理解人際信任形成之過程，組織系絡對於形成組織成員之間的信任之影響，以及有助於組織建立適當的人際信任。
本研究從個人與系絡的層次上探討組織中人際信任的形成，理論基礎為社會交換理論與交易成本理論。首先，由人際信任的形成開始探究，討論人際信任形成的過程，而後導出一個人際信任形成的概念架構；其次，將人際信任的形成置於組織成員的人際系絡下探討，藉由理論基礎以發掘出人際信任的型式，並透過探討組織中人際系絡的影響，以說明組織中人際信任所形成的各種型式；最後，於結論中提出本研究的發現：組織中人際信任的形成過程分為預設、預測、及評估三階段，組織中人際信任的形成受到權威系絡與關係系絡的影響，不同的行動值預測導致相異的信任程度，組織中人際信任具有移轉性，且據此提示管理者、一般組織成員、以及人力資源實務工作者，有關組織中人際信任形成所帶來的啟示。 / Designed as an exploratory study, this study attempted exploring the formation of interpersonal trust within organizations, including how and which context is interpersonal trust within organizations formed, and what is it after being formed. The purposes of the study were to realize the process of
forming interpersonal trust within organizations, the influence of forming trust within organizational members in organizational
contexts, and to wish to be useful to built appropriate interpersonal trust within organizations.
The study based on social exchange theory and transaction costs theory explored the formation of interpersonal trust within organizations at individual and contextual level. At first, the study discussed the formation of interpersonal trust
, which put emphasis on the process of forming interpersonal trust, and thereby evolve into a conceptual framework of forming
interpersonal trust. Moreover, the formation of interpersonal trust were discussed in interpersonal contexts within organizational members, found four types of interpersonal trust through literature review, and then examine types of interpersonal trust within organizations with discussing the influence of interpersonal contexts within organizations. In conclusion, the findings of the study were that (1) presumption
, prediction, and evaluation consist of the forming process of interpersonal trust within organizations, (2) guanxi and authority contexts affect the forming process of interpersonal trust within organizations, (3) different action predictions lead to different levels of trust, and (4) interpersonal trust within organizations can be transferred to another specific organizational member. Besides, it had implications for supervisors, usual organizational members, and HR workers.
| Identifer | oai:union.ndltd.org:CHENGCHI/G0902560021 |
| Creators | 陳玉軒, CHEN, YU-HSUAN |
| Publisher | 國立政治大學 |
| Source Sets | National Chengchi University Libraries |
| Language | 中文 |
| Detected Language | English |
| Type | text |
| Rights | Copyright © nccu library on behalf of the copyright holders |
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