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传统信任研究往往默认一个隐含假设——信任在组织中对称存在,而忽视了信任不对称的普遍存在,或者简单将信任不对称等同于不信任加以排斥。本文借助基于Agent的仿真实验研究,对信任不对称本身是否普遍存在,以及信任不对称在信任均值、同事监督与团队绩效的关系中所发挥的调节效应进行了仿真验证研究。结果证实,信任不对称确实无法根除,但并不必然带来团队绩效的负面效应;信任不对称相对于“过度信任”和“信任缺失”可以合理存在,且能够带来较优的团队绩效。
Traditionally, the study of trust usually defaults to the implicit assumption that trust exists symmetrically in the organization while ignoring the ubiquity of trust asymmetry or simply equating trust asymmetry with distrust. This dissertation, based on Agent-based simulation experiments, conducts a simulation study on the effect of asymmetric trust itself and the effect of trust asymmetry on the relationship between trust means, peer supervision and team performance. The results confirm that the asymmetry of trust can not be eradicated but does not necessarily lead to the negative effect of team performance. Asymmetry of trust can be more reasonable than that of “over trust” and “lack of trust” Team performance.