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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。
The trust relationships of private enterprises are evolving from emotional and relational trusts to institutional and procedural trusts. Organizational factors significantly affect professional managers’ trust in companies, which in turn significantly affects the attractiveness of companies to professional managers. These factors depend on the degree of impact: employer integrity, organizational fairness, match status, career development management, and compensation management. Among them: (1) Employers’ integrity has the greatest impact and scope and is most valued by professional managers seeking long-term development. The lack of honesty of employers is the primary factor leading to insufficient trust of professional managers. (2) Organizational fairness has a greater influence on the trust of professional managers at the grass-roots level, highly educated, and short-working years. (3) Insufficient match between individuals and organizations will damage the trust of most professional managers. (4) Professional managers of men, grass-roots, low-educated, and short-duration workers pay more attention to career development management when establishing trust. (5) The incompleteness of salary management will greatly weaken the trust of professional managers with higher stability.