The Investigation of the Influence of Organizational Trust on Job Burnout- Job Satisfaction as a Mediator

• Main Authors: Hsieh, Hui-Ju, 謝惠如
• Other Authors: Chang, Shan-Chih
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/84664640761808693826

碩士 === 育達商業科技大學 === 企業管理所 === 100 === Teamwork has been adopted in most companies as the major management approach in recent years. The aim of teamwork is to develop trust and interactions between the staff of company as well as employees and organizations. Trust can help reach organizational efficiency by improving job satisfaction and hence reducing job burnout. Differences of values, cognition, personal ideals and the limitations of resousces often lead to various trust relationships in the process of organizational operations. As a result, inter-personal problems become common in organizations. Trust relationship will further affect their work, the sense of accomplishment and job satisfaction. When employees are satisfied with their job performance, the sense of accomplishment will develop and hence more efforts will be made at work. As a result, job burnout will be significantly reduced. This research gathered 393 valid questionnaires from companies located in Taiwan. Data were analyzed by regression models. Four findings emerge from the results: 1.Organizational trust has a negative influence on job burnout where managerial trust shows the most influence on job burnout. 2.Organizational trust shows a positive influence on job satisfaction where systematic trust has the most influence on job satisfaction. 3.Job satisfaction has a negative influence on job burnout. 4.Job satisfaction partially mediates the relationship between organizational trust and job burnout where its partial mediating effect between managerial trust and job burnout is most significant.