企業經營管理的重點除制度外,最重要的是企業組織內主管與員工的信任。近年台灣紡織業因國際形勢的變化,部分紡織業移往大陸,移往大陸後的作業員、基層員工及中層員工皆為在地大的大陸人。台灣與中國大陸雖屬同語言、同種族,但在經濟、社會、文化及管理制度上皆有相當的差異,故本研究擬對台海兩地之企業員工對主管可信特質的感受及員工自覺的信任行為進行差異研究。 研究對象為台海兩地紡織作業員,採用Tseng, Chen & Chen (2004)所發表之可信特質量表及信任行為量表,有效問卷共418份,採回歸模式分析法、相關分析及變異數分析進行各變數間的探討。結果發現台灣地區的員工對主管可信特質的感受得分高於大陸員工,達統計上的顯著差異;感受主管的可信特質而回應的信任行為台灣員工得分也高於大陸員工,達統計上的顯著水準;在人口學變項方面與其主管可信特質與信任行為的關係發現,只有婚姻對兩地的差異達顯著水準,已婚員工對主管可信特質的感受,以台灣員工得分高於大陸員工,對主管的才幹行為台灣已婚員工得分高於大陸員工。
A system is the focus of business management; however, a trust between supervisor and employee is more important in an enterprise organization. The change in the world recently causes some textile industries have opted to transfer to the Mainland China. Operators, low-rank staffs, and middle-rank staffs based in China are mostly the local people. Both Taiwan and China belongs to the same race to speak the same language. However, great differences in economic, social, cultural, and management system. Thus, a comparative study has been conducted on Cross-strait (Taiwan-China) employee’s perception on supervisor’s trustworthiness and employee’s trust behavior. The study subjects were Cross-strait (Taiwan-China) textile operators. Trustworthiness scale and Trust Behavior scale proposed by Tseng, Chen & Chen (2004) were adopted. 418 questionnaires were valid. The results of static analysis by “regression, person, and ANOVA”, Taiwan-based employees more trust on supervisors who apparently revealed the trust behaviors than the China-based group. Taiwan-based employees also scored higher in trust behavior in response to supervisor trustworthiness than China-based employees. Furthermore, in the “demography” variable, only “marriage” affected the relationship between supervisor trustworthiness and trust behavior. Taiwan-based married employees showed higher means in “perception on supervisor trustworthiness” and “supervisor competence behavior” than the China-based group.