职业经理对民营企业信任关系的实证分析

Empirical Research on Professional Managers' Trust in Private-owned Enterprises

民营企业的信任关系正从情感和关系型信任向制度和程序型信任演化,组织因素显著影响职业经理对企业的信任,而后者又显著影响企业对职业经理的吸引力。这些因素依影响程度的大小分别为:雇主诚信、组织公平、匹配状况、职业发展管理和薪酬管理。其中:(1)雇主诚信的影响作用和范围最大,最受谋求长期发展的职业经理重视。雇主缺乏诚信是导致职业经理信任不足的首要因素。(2)组织公平性对基层、高学历和短工龄的职业经理信任的影响较大。(3)个人与组织匹配的不足将损害绝大多数职业经理的信任。(4)男性、基层、低学历和短工龄的职业经理在建立信任时较为重视职业发展管理。(5)薪酬管理的不完善将较大地削弱稳定性较高的职业经理的信任。

Professional managers＇ trust has been viewed as one major factor for strong organizational performance. However, its effects on employers＇ attractiveness are unclear, especially in Chinese privately-owned enterprises. This study focuses on the effects of professional managers＇ trust in privately-owned enterprises from an organizational perspective. We explore the factors that influence managers＇ trust, investigate their role, and assess their effects on employers＇ attractiveness. Propositions are tested with data from a sample of 913 managers by establishing econometrics models. The hypotheses receive strong support, and the results indicate that interpersonal trust is evolving into institutional trust in Chinese private enterprises. The organizational characteristics of private enterprises have a strong impact on professional managers＇ trust with their employers, and trust significantly influences employers＇ attractiveness to professional managers. The key determinants that exert influence on professional managers＇ trust with employers include, in order of importance, employer integrity, organizational justice, person-organization fit, career development management, and compensation and benefit management. These determinants are explained in the paper. Furthermore, we also find complex effects of these determinants on different professional managers： （1） in general, employers＇ trust exerts the most important influence on professional managers, particularly those who seek opportunities to look for long-term career growth. A lack of integrity by employers is the primary determinant of managers＇ low trust; （2） organizational justice exerts a more significant influence on the trust of front-line su- pervisors, well-educated managers and those with a short tenure; （3） a lack of the person-organization fit will damage most professional managers＇ trust; （4） career development management is primarily a concern of male, front-line, short-tenure service managers with a low education level; and （5） poor compensation and benefit management will have a negative impact on the trust of those managers who plan to remain with the enterprise in the long-term. The main implication of the results is that Chinese private-owned enterprises should pay more attention to professional managers＇ trust in human resources management.