在组织中，领导信任的程度会影响个体积极性的发挥，而个体积极性的发 挥程度则影响着个体绩效，关系绩效作为个体绩效的重要组成部分，必然受到 领导信任程度的影响；因此，领导信任的程度与员工的关系绩效紧密相关。由 此本文以领导信任为研究切入点，探索领导信任究竟如何影响员工关系绩效。 界定本文的研究情景为中国企业，研究对象为企业内部员工，遵循“领导信任 →自我效能感→员工关系绩效”的研究思路，引入组织支持感这一调节变量， 深入探究领导信任影响员工关系绩效的作用机理。 在本研究中，首先运用文献研究法，根据相关文献的概述，提出本研究的 相关假设和理论模型。随后采用问卷调查等方法收集相关数据，并利用SPSS22.0 和AMOS21.0软件对收集的380份有效问卷进行分析，得到如下结论：（1）领 导信任对员工关系绩效具有显著的正向影响，其中权威信任、行为信任和关系 信任三个子维度对关系绩效及两个子维度均具有显著正向影响；（2）领导信任 对员工自我效能感有显著的正向影响，另外，领导信任四个子维度都能显著正 向影响员工自我效能感；（3）自我效能感对员工关系绩效具有显著的正向影响； （4）自我效能感在领导信任和员工关系绩效间起着中介作用，其中自我效能感 在大部分子路径中是部分中介作用，但在道德信任对关系绩效的两个子维度的 影响中起到完全中介作用；（5）组织支持感在自我效能感和关系绩效及两个子 维度间起着正向调节作用，同时证实了组织支持感调节的中介效应显著——自 我效能感在自变量领导信任对因变量关系绩效影响的中介作用受到组织支持感 的正向调节作用。 本文的创新点为：（1）建立以自我效能感为中介变量，组织支持感为调节 变量的领导信任和关系绩效的整合模型，为探索领导信任与员工关系绩效的作 用机理提供了新的视角；（2）量化领导信任的三个子维度对关系绩效正向影响 程度差异：权威信任>关系信任>行为信任；量化领导信任的各个子维度对自我 效能感的正向影响程度差异：关系信任>权威信任>行为信任>道德信任，等等； （3）提出了促进员工关系绩效提高的具体措施：提升领导工作能力和道德水平、 发展“内群体”、加强情感沟通等途径增强员工对领导的信任；提高员工的自 我效能感；提高员工的组织支持感。 关键词：领导信任；自我效能感；组织支持感；关系绩效 II Abstract In the organization,the degree of the subordinates' trust in leader influences the exertion of individual enthusiasm,while the degree of individual polarity influences individual performance. As an important part of individual performance,contextual performance is inevitably affected by the subordinates' trust in leader. Therefore,the subordinates' trust in leader is closely related to their contextual performance.So, this article takes the subordinates' trust in leader as the research entry point,follows the research idea of ''the subordinates' trust in leader→self-efficacy→contextual performance'', introduces the moderating variable of prceived organizational support,and explores the influence mechanism of 'the subordinates' trust in leader on contextual performance in Chinese characteristic cultural background. Based on this,researching the influence of the subordinates' trust in leader on contextual performance and put forward the research’s hypothesis and model,through in-depth interviews and survey of 380 valid questionnaires of workers in enterprises,we collect a lot of data and analyze these data with regression analysis theoretical method. The conclusions of this study are:（1）The subordinates' trust in leader and its three sub-dimensions:authority trust,relationship trust and behavior trust have significant positive effect on contextual performance.（2）The subordinates' trust in leader and its four sub-dimensions have significant positive effect on self-efficacy.（3）Self-efficacy has significant positive effect on contextual performance.（4）Self-efficacy plays a mediation role between the subordinates' trust in leader and employee’s contextual performance. This relationship is always established in each sub-path. Most of which are partial mediating effect,but self-efficacy has complete mediating effect between authority trust and contextual performance’s two sub-dimensions.（5）Perceived organizational support can altered relationship of self-efficacy to employees' contextual performance. In addition,this study confirmed that the mediating effect of perceived organizational support was significant,that is,the mediating effect of self-efficacy on the independent variable employees' trust leadership on the dependent variable contextual performance was positively regulated by perceived organizational support. The main innovations of this paper are:（1）the research proposes the theoretical III model about the subordinates' trust in leader and contextual performance with self-efficacy as a mediating variable and organizational support as a moderating variable was constructed to provide a new perspective for study;（2）the research quantifies the difference of positive impact of each sub-dimension of the subordinates' trust in leader on contextual performance: authority trust>relationship trust>behavior trust;quantify the difference of positive impact of each sub-dimension of the subordinates' trust in leader on self-efficacy: relationship trust>authority trust> behavior trust>moral trust，and so on;（3）the research proposed specific measures to promote the employees' contextual performance: enhance leaders' ability and ethics, develop'' inner groups'',strengthen emotional communication and other ways to enhance the subordinates' trust in leader; improve employees' self-efficacy; improve employees' perceived organizational support. Key words: Subordinates' trust in leader; Self-efficacy; Perceived organizational support; Contextual Performance IV 目 录 摘要 ............................................................. I Abstract .......................................................... II 第1章 绪论 ........................................................ 1 1.1 研究背景 .................................................... 1 1.2 研究目的与意义 .............................................. 1 1.2.1 研究目的 .............................................. 1 1.2.2 研究意义 .............................................. 2 1.3 文献综述 .................................................... 3 1.3.1 领导信任的相关研究 .................................... 3 1.3.2 自我效能感的相关研究 .................................. 7 1.3.3 组织支持感的相关研究 .................................. 8 1.3.4 关系绩效的相关研究 ................................... 10 1.3.5 研究述评 ............................................. 13 1.4 研究内容与方法 ............................................. 14 1.4.1 研究内容 ............................................. 14 1.4.2 研究方法 ............................................. 15 第2章 核心概念及理论基础 ......................................... 17 2.1 核心概念界定 ............................................... 17 2.1.1 领导信任 ............................................. 17 2.1.2 自我效能感 ........................................... 18 2.1.3 组织支持感 ........................................... 19 2.1.4 关系绩效 ............................................. 19 2.2 理论基础 ................................................... 20 第3章 研究假设与理论模型构建 ..................................... 22 3.1 研究假设 ................................................... 22 3.1.1 领导信任与员工关系绩效 ............................... 22 3.1.2 领导信任与自我效能感 ................................. 23 3.1.3 自我效能感与关系绩效 ................................. 24 3.1.4 自我效能感的中介作用 ................................. 25 3.1.5 组织支持感的调节作用 ................................. 26 3.2 理论模型 ................................................... 27 第4章 研究设计 ................................................... 28 4.1 问卷量表设计 ............................................... 28 4.2 问卷发放 ................................................... 28 4.3受访者基本情况 ............................................. 29 第5章 数据分析 ................................................... 31 5.1 描述性统计分析 ..........................