葉怡玉2006-07-252018-06-282006-07-252018-06-281999http://ntur.lib.ntu.edu.tw//handle/246246/9655以追蹤訪談的方式深入瞭解新進員工的認知模式如何隨著工作經驗的累積而轉變。資料顯示，「組織信任」可定義為「在不確定的情境下，對自己與組織的關係仍存有正面的期待」。新近員工的初始信任相當高，且公司的規模、形象、與名聲愈大，信任愈高）。進入組織後，對組織行事道德的失望產生不信任，而期待落空降低信任。若工作經驗不涉及前兩者，則「信任」並非員工思考其與組織關係的主要關注點。反之，工作的被肯定與成就感則是最主要的關懷。因此，在員工與組織的關係裡，主管扮演了極重要的角色。In-depth interviews were conducted with 12 new entries throughout a period of one year to examine the dynamics of their cognitive processes in consideration of their trust in organization. Results suggest that organizational trust as positive expectation in uncertainty. Furthermore, initial trust is high, especially if the target is a large organization with good reputation. Experiences of moral violations produces distrust whereas unmet expectation decreases trust. Otherwise, recognition and sense of achievement, not trust, are major concerns for new entries. Therefore, supervisors play a major role in employeeorganization relationship.application/pdf38808 bytesapplication/pdfzh-TW國立臺灣大學心理學系暨研究所組織信任認同承諾管理Organizational trustidentificationcommitmentmanagementreporthttp://ntur.lib.ntu.edu.tw/bitstream/246246/9655/1/882413H002015.pdf