Perceived Trust and Project Performance: The Mediating Effects of Organizational Commitment

Abstract

Abstract:

To explore the way in which enterprises improve project performance through managing the project managers, this study examines the influence of perceived trust of project managers on project performance from the perspective of project management, and builds a mediating model which shows the mediating effects of organizational commitment between perceived trust of project managers and project performance. By means of 232 samples of project managers from different areas including chemical engineering construction, consulting, real estate and so on, we test the model by applying hierarchical regression, correlation analysis, Bootstrap analysis and other statistical methods. Results of the analyses suggest that perceived cognitive trust of project managers has significant effect on affective commitment, normative commitment and continuance commitment, while perceived affective trust only affects affective commitment and normative commitment significantly with the exception of continuance commitment. Project managers' perceived trust not only has a direct positive effect on project performance, but also has indirect impacts via the influence of affective and normative commitment. As for the mediating effects of organizational commitment, affective commitment makes the most impact, normative commitment comes second and continuance commitment doesn' t have any mediating effect between affective or cognitive trust and project performance. The results also show that project managers' perceived cognitive trust plays a more significant effect on organizational commitment and project performance than their perceived affective trust, for the reason of the special characters of project manager's responsibility. These findings suggest that enterprises should build the trust of project managers' perception, especially the perceived cognitive trust, and take full advantage of affective and normative commitments of project managers in project management; Moreover, more attention should be paid to nurture the perceived affective trust and continuance commitment of project managers from a long-term perspective of enterprise sustainable development.

Key words: perceived trust, organizational commitment, project performance, project manager

Sun Xiuxia, Zhu Fangwei, Song Haoyang. Perceived Trust and Project Performance: The Mediating Effects of Organizational Commitment[J]. , 2016, 28(12): 155-165.

References

[1] Muller R., Turner R., Andersen E. S., et al. Ethics, Trust, and Governance in Temporary Organizations[J]. Project Management Journal, 2014,45(4):39-54
[2] Nidumolu R., Ellison J., Whalen J., et al. The Collaboration Imperative[J]. Harvard Business Review, 2014,92(4):76-83
[3] Fuglsang L., Jagd S. Making Sense of Institutional Trust in Organizations[J]. Organization, 2013,22(1):1-17
[4] Song J. H., Kim H. M., Kolb J. A. The Effect of Learning Organization Culture on the Relationship Between Interpersonal Trust and Organizational Commitment[J]. Human Resource Development Quarterly, 2009,20(2):147-167
[5] Top M., Akdere M., Tarcan M. Examining Transformational Leadership, Job Satisfaction, Organizational Commitment and Organi-zational Trust in Turkish Hospitals:Public Servants Versus Private Sector Employees[J]. International Journal of Human Resource Management, 2015,26(9):1259-1282
[6] Morrow P. C. Managing Organizational Commitment:Insights from Longitudinal Research[J]. Journal of Vocational Behavior, 2011,79(1):18-35
[7] Devi G. U., Sutanu N., Anusha K., et al. A Predictive Trust Model for E-Commerce Applications[J]. Journal of Theoretical and Applied Information Technology, 2013,55(2):254-259
[8] Sousa L. M., Michel J. W., Caetano A. Clarifying the Importance of Trust in Organizations as a Component of Effective Work Re-lationships[J]. Journal of Applied Social Psychology, 2013,43(2):418-427
[9] McAllister D. J., Lewicki R. J., Chaturvedi S. Trust in Developing Relationships:From Theory to Measurement[C]. Proceedings of the Academy of Management Meetings, 2006
[10] Lapointe E., Vandenberghe C., Boudrias J. Organizational Socialization Tactics and Newcomer Adjustment:The Mediating Role of Role Clarity and Affect-Based Trust Relationships[J]. Journal of Occupational and Organizational Psychology, 2014,87(3):599-624
[11] Paille P., Bourdeau L., Galois I. Support, Trust, Satisfaction, Intent to Leave and Citizenship at Organizational Level:A Social Exchange Approach[J]. International Journal of Organizational Analysis, 2010,18(1):41-58
[12] 程德俊.组织中的认知信任和情感信任及构建机制[J]. 南京社会科学, 2010,(11):57-63
[13] 严兴全,周庭锐,李雁晨.信任、承诺、关系行为与关系绩效:买方的视角[J]. 管理评论, 2011,23(3):71-81
[14] 严进,付琛,郑玫.组织中上下级值得信任的行为研究[J]. 管理评论, 2011,23(2):99-106
[15] Biesenthal C., Wilden R. Multi-Level Project Governance:Trends and Opportunities[J]. International Journal of Project Manage-ment, 2014,32(8):1291-1308
[16] Eweje J., Turner R., Mueller R. Maximizing Strategic Value from Megaprojects:The Influence of Information-Feed on Decision-Making by the Project Manager[J]. International Journal of Project Management, 2012,30(6):639-651
[17] Jin X. H., Doloi H., Gao S. Y. Relationship-Based Determinants of Building Project Performance in China[J]. Construction Management and Economics, 2007,25(3):297-304
[18] Lee D., Stajkovic A. D., Cho B. Interpersonal Trust and Emotion as Antecedents of Cooperation:Evidence from Korea[J]. Jour-nal of Applied Social Psychology, 2011,41(7):1603-1631
[19] Akgün A. E., Lynn G. S., Keskin H., et al. Team Learning in IT Implementation Projects:Antecedents and consequences[J]. International Journal of Information Management, 2013,34(1):37-47
[20] Campo J. D., Pardo I., Perlines F. Influence Factors of Trust Building in Cooperation Agreements[J]. Journal of Business Re-search, 2014,67(5):710-714
[21] Ng K. Y., Chua R. Y. Do I Contribute More When I Trust More? Differential Effects of Cognition-and Affect-Based Trust[J]. Management and Organization Review, 2006,2(1):43-66
[22] Becker H. S. Notes on the Concept of Commitment[J]. American Journal of Sociology, 1960,1(66):32-40
[23] Morrow P. C., McElroy J. C., Scheibe K. P. Influencing Organizational Commitment Through Office Redesign[J]. Journal of Vo-cational Behavior, 2012,81(1):99-111
[24] Weng Q., McElroy J. C. Organizational Career Growth, Affective Occupational Commitment and Turnover Intentions[J]. Journal of Vocational Behavior, 2012,80(2):256-265
[25] Chuang J., Han T., Chiang H. The Relationship Between High-Commitment HRM and Knowledge Sharing Behavior and Its Medi-ators[J]. International Journal of Manpower, 2011,32(5-6):604-622
[26] Allen N. J., Meyer J. P. Affective, Continuance, and Normative Commitment to the Organization:An Examination of Construct Validity[J]. Journal of Vocational Behavior, 1996,49(3):252-276
[27] Farndale E., Hailey V. H., Kelliher C. High Commitment Performance Management:The Roles of Justice and Trust[J]. Person-nel Review, 2011,40(1):5-23
[28] Holland P. J., Cooper B., Hecker R. Electronic Monitoring and Surveillance in the Workplace[J]. Personnel Review, 2015,44(1):161-175
[29] Guerrero S., Bentein K., Lapalme M. Idiosyncratic Deals and High Performers' Organizational Commitment[J]. Journal of Busi-ness and Psychology, 2014,29(2):323-334
[30] 陈福军,郑丽智.阴阳五行思想与员工认同感知途径——以大连三洋制冷有限公司为例[J]. 管理案例研究与评论, 2012, 5(1):34-43
[31] Wiener Y. Commitment in Organizations:A Normative View[J]. Academy of Management Review, 1982,7(3):418-428
[32] Doloi H. Empirical Analysis of Traditional Contracting and Relationship Agreements for Procuring Partners in Construction Pro-jects[J]. Journal of Management in Engineering, 2013,29(3):224-235
[33] Lapalme M., Simard G., Tremblay M. The Influence of Psychological Contract Breach on Temporary Workers' Commitment and Behaviors:A Multiple Agency Perspective[J]. Journal of Business and Psychology, 2011,26(3):311-324
[34] 曾垂凯.情感承诺对LMX与员工离职意向关系的影响[J]. 管理评论, 2012,24(11):106-113
[35] Kehoe R. R., Wright P. M. The Impact of High-Performance Human Resource Practices on Employees' Attitudes and Behaviors[J]. Journal of Management, 2013,39(2):366-391
[36] Sleesman D. J., Conlon D. E., McNamara G., et al. Cleaning Up the Big Muddy:A Meta-Analytic Review of the Determinants of Escalation of Commitment[J]. Academy of Management Review, 2012,55(3):541-562
[37] Cho Y. J., Park H. Exploring the Relationships Among Trust, Employee Satisfaction, and Organizational Commitment[J]. Public Management Review, 2011,13(4):551-573
[38] 樊耘,张旭,颜静.基于理论演进角度的组织承诺研究综述[J]. 管理评论, 2013,25(1):101-113
[39] Farndale E., Ruiten J. V., Kelliher C., et al. The Influence of Perceived Employee Voice on Organizational Commitment:An Exchange Perspective[J]. Human Resource Management, 2011,50(1):113-129
[40] Sai O. C., Tak W. Y., Man C. L. Interweaving Trust and Communication with Project Performance[J]. Journal of Construction Engineering and Management, 2013,139(8):941-950
[41] 熊红星,张璟,郑雪.方法影响结果? 方法变异的本质、影响及控制[J]. 心理学探新, 2013,33(3):195-199
[42] McAllister D. J. Affect and Cognition Based Trust as Foundations for Interpersonal Cooperation in Organizations[J]. Academy of Management Journal, 1995,38(1):24-59
[43] Eriksson P. E., Westerberg M. Effects of Cooperative Procurement Procedures on Construction Project Performance:A Conceptu-al Framework[J]. International Journal of Project Management, 2011,29(2):197-208
[44] Langer N., Slaughter S. A. Project Managers' Practical Intelligence and Project Performance in Software Offshore Outsourcing:A Field Study[J]. Information Systems Research, 2014,25(2):364-384
[45] Hayes A. F., Preacher K. J. Statistical Mediation Analysis with a Multicategorical Independent Variable[J]. Behavior Research Methods, 2012,67(3):451-470
[46] 方杰,张敏强,邱皓政.中介效应的检验方法和效果量测量:回顾与展望[J]. 心理发展与教育, 2012,1(1):105-111
[47] Zhao X., Lynch J. G., Chen Q. Reconsidering Baron and Kenny:Myths and Truths about Mediation Analysis[J]. Journal of Consumer Research, 2010,37(2):197-206
[48] Chen X., Eberly M. B., Chiang T., et al. Affective Trust in Chinese Leaders:Linking Paternalistic Leadership to Employee Per-formance[J]. Journal of Management, 2014,40(3):796-819