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E91013
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009
人際信任中的價值判斷
Valuation in Interpersonal Trust Relationships
1.王叢桂
1.Chung-kwei Wang
1.東吳大學心理學系
1.Department of Psychology, Soochow University
001,002,003,004
1.東吳大學心理學系
1.Department of Psychology, Soochow University
002
1.行政院國家科學委員會
1.National Science Council
A.14 計畫執行期間(起):2002-08-01
A.14 計畫執行期間(訖):2003-07-31
A.16 收到日期:2003-09-29
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台商及外商在大陸地區所設經營或製造機構的實際台籍幹部及其所轄之大陸籍幹部

1

台灣主管:46 大陸幹部:171


46
001,003
01
C.2 聯絡日期:2003-09-30
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1.東吳大學心理學系
1.Department of Psychology, Soochow University
1
C.7 資料公開日期:2005-08-01
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008
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1.信任
2.情感
3.價值
4.價值判斷
5.關係
1.Affect
2.Relationship
3.Trust
4.Valuation
5.Values
 國外研究指出人際間信任有助於員工合作與工作表現;組織間的信任則有助於產品品質提高與減低成本。根據社會認同理論與研究結果,學者推論互動者間價值愈 契合,信任感愈高。本土研究者亦指出華人企業主管在用人時的主要認知向度包含:屬下之忠誠度,也就是其可「信任」程度與能力。這些研究都顯示人際信任對組 織發展是重要的議題。 本研究以在大陸地區工作多年的台商主管及其下屬為對象進行訪問與問卷調查,企圖了解兩岸工作者工作價值的異同對建立互信的影響。量化研究結果顯示: (1).兩岸工作者在工作目的價值的排序上類似,但是在重視程度上有差異。此外在用人時考慮的價值方面,台商比大陸幹部重視安分守己、遵守紀律、忠誠與正 直等價值,大陸幹部則比較重視創新、勤奮。(2).大陸幹部在工作價值及管理類型偏好與直屬台籍主管的契合度愈高,愈覺得自己得到台籍主管的信任。質化訪 談則顯示(1).如何找到有專業能力又忠誠的大陸部屬是台資企業發展的關鍵。(2).兩岸工作者欠缺工作之外的生活交流,對彼此的負面刻板印象,以及大陸 的各級政府欠缺法制觀念是造成台籍與大陸工作者欠缺互信的原因。

North American organizational psychology research results indicated that interpersonal trust among organization members could moderate or facilitate the job performance and cooperation. Based on research and social identification theory, it is proposed that similarity of core values and attitudes served as a base of perceived trustworthiness of out-group members. Indigenous organizational psychologist also suggests that Taiwanese entrepreneur evaluate the trustworthiness of their employee base on three dimensions: relationship, trust and loyalty, and ability, which are highly compatible with components of trust. Based on interview and survey on Taiwanese managers and their Mainlander subordinates, the present study revealed several findings below. (1) Taiwanese managers and their Mainlander subordinates evaluated subordinate workers based on different work values. Taiwanese managers were more emphasized on values related to following the rule, loyalty and integrity. Mainlander workers were more emphasized on hardworking and creativity. (2) Mainlander workers whose work values and preference of management style were more consistent with their Taiwanese managers rated that they were more trusted by those Taiwanese. We also discovered from interview that stereotypes, isolation of residence and recreation life, lack of confidence of law enforcement were major factors hindered the development of interpersonal trust between Taiwanese managers and their Mainlander subordinates.

D.16 完成檢誤日期:2004-06-16
D.17 預定釋出日期:2005-08-01
D.18 初次釋出日期:2005-08-01
D.19_1 最新版釋出日期:2005-08-01
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10.6141/TW-SRDA-E91013-1
http://efenci.srda.sinica.edu.tw/webview/index.jsp?object=http://efenci.srda.sinica.edu.tw:80/obj/fStudy/E91013
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