过去的研究支持我们探索员工满意度、人际信任和员工忠诚度之间的关系。在之前的研究中，有证据表明组织应该采取措施让员工满意他们当前的工作内容，从而使员工忠诚。此外，之前的研究也研究了人际信任如何影响单个部门的员工满意度和员工忠诚度，但没有研究考察一般组织——员工满意度如何影响员工忠诚度，这是通过人际信任来调节的。我们将扩展样本库，找出10个不同部门之间的关系，从而讨论更准确的结果。该研究为我们提供了衡量信任、组织承诺和个人需求之间关系的视角。然而，本研究从个人的角度研究了如何提高组织承诺;组织承诺是一个广义的概念，包括三个组成部分:认同、参与和忠诚。在以往研究的基础上，本研究将重点放在员工忠诚和人际信任上，拓展了人际信任的概念:人际信任不仅包括同行层面的信任，还包括管理层面的信任(管理者-员工和员工-员工)。目前，各种各样的现代组织都在朝着以团队为基础的组织而不是以个人为基础的组织的方向发展。在工作关系中，信任的关系可以使员工感到心理安全，使员工容易满足工作环境。这些发现支持我们探索作为中介的人际信任如何准确地影响员工满意度和员工忠诚度。通过研究员工忠诚度和员工满意度，研究者可以为组织提供视角:如何解决服务质量、生产力、员工能力等方面的问题。综上所述，在当前的就业市场中，我们不能得出信任对员工满意度和员工忠诚度有正向影响的结论，但是在相关的研究领域，我们已经从过去的研究中得到了支持和鼓舞人心的观点。显然，我们应该进一步研究员工满意度、人际信任与员工满意度之间的关系。本次调查针对的是美国前10大行业的团队型组织，受访者的职位从初级到高级(A、B、C、D、E级)，有一定工作经验的受访者对人际信任、员工满意度、员工忠诚度有基本的了解。在本研究中，对组织内这些概念的基本理解被用作控制变量。
新西兰商科作业代写 企业与员工关系
The past researches have supported us to explore the relationship between employee satisfaction, interpersonal trust and employee loyalty. In the prior research, the evidence indicates that the organization should take steps to satisfy employees with their current work content to make employee loyalty . Also, the prior research studied in how interpersonal trust have an impact on employee satisfaction and employee loyalty in a single sector , but no study examines in general organizations – how employee satisfaction has an impact on employee loyalty, which mediated by interpersonal trust. We will extend the sample base to figure out the relationship in ten different sectors to discuss more accurate result from this paper. The study gave us perspectives on measuring the relationship between trust, organizational commitment and personal need. However, this research studied how to raise organization commitment from an individual perspective; organizational commitment is a broad concept – including three components: identification, involvement, and loyalty. Based on the past research, this study is focused on employee loyalty and interpersonal trust – expanding the concept of interpersonal trust: interpersonal trust includes not only on peer-level but on management level (Manager – employee & employee – employee). Currently, it is the nature of various modern organizations that are strongly moving towards team-based organizations instead of individual-based organizations. In the workplace relationship, the relationship with a trust could make employees feel psychological safety and lead employee easily satisfy the work environment. These findings support us to explore how interpersonal trust, as a mediator, to have an impact between employee satisfaction and employee loyalty accurately. By studying employee loyalty and employee satisfaction, researcher could provide perspective to organization: how to address the problem regarding service quality, productivity, employee capability. In a word, it cannot be concluded that trust exerts a positive influence on employee satisfaction and employee loyalty in the current job market, but we have been given the support and inspiring perspectives from the past research in the related research field. Obviously, further study is supposed to be conducted to examine the relationship between employee satisfaction, interpersonal trust and employee satisfaction. The survey was conducted to team-based organizations in top 10 sectors around the U.S. and the positions of respondents are from entry-level to senior-level (Level A, B, C, D & E). The respondents with some work experience, therefore, have a basic understanding of interpersonal trust, employee satisfaction, and employee loyalty. The basic understanding of these concepts within an organization is used as control variable in this study.
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