臺灣博碩士論文加值系統

本論文主要目的為帶出一個新概念:如何藉由管理偏誤(如誠信與信任)來提升企業中員工的表現。此主題是被個人的興趣所挑起，因此也嘗試去擴展關於這方面的學術研究。在筆者所設的假設中，提出管理上的建議以提升個人在企業中表現。

經由發展後，在第一部分，不同的概念被加到這個主題(分為五個章節)，筆者會從這個理論框架中闡述假設。然後在第二部分是筆者實作的框架，結果將會顯示支持或是拒絕這些假設。因此，筆者將會分析參與者的回答，並分別管理這些一對一的訪談內容。

此論文中，我們將會更進一步看見：筆者測試的兩個假設將會是「缺少對管理者的信任是因為缺少溝通」與「競爭的環境將會導致信任的減少」。這些假設緊緊聯繫著核心問題: 如何透過信任影響誠信行為來提升公司的表現。因為此主題內容十分的廣泛，我們將會將焦點放在此主題的兩個主要觀點，尤其是在研究「如何」，如我們將會在實驗中看到。

筆者得到的結果並不會完全是原本所期待的。筆者希望研究者與管理者將會在此研究中找到樂趣，像是筆者嘗試去的面對那些可能與假設相反的概念，如：即便在競爭的環境中信任仍然存在。希望您閱讀愉快。

This thesis’ purpose is to bring new elements to how, through management bias such as integrity and trust, we can increase employees’ performance in a company. This subject has been picked by personal interest but also to try to expand the existing academic literature about it. Among the hypotheses we will emit, we will give management leads to enhance individual performance in a company.

After developing, in our first part, the different concepts attached to this subject (divided into 5 chapters), we will elaborate our hypotheses from this theoretical framework. Then, in our second part, our empirical framework, we will prove or reject these hypotheses. To do so, we will analyze our respondents’ answers to our interview guide, administrated in one to one interviews.

In this thesis, as we will see further, the two hypotheses we will test will be “lack of trust towards manager is due to lack of communication” and “competitive environment leads to decrease of interest for trust”. These hypotheses are tied to our core question, how behavioral integrity, through trust, can increase company’s performance. Because this topic is really wide, we had to focus on these two specific aspects of our subject, with a peculiar attention to the “how”, as we will see in the empirical framework.

The results we obtained were not exactly those we were expecting. We hope that researchers and managers will find an interest in our work, seen that we tried to confront concepts that might seem to be opposite, such as trust in a competitive environment. We wish you a good reading.

Introduction 1
The interest of this topic 1
The theoretical framework outlining my research 1
The empirical framework to test our hypotheses 2
Managerial &; academic implication 3
Thesis structure 4
Part 1: THE THEORITICAL FRAMEWORK 5
Chapter 1: The role of integrity in organizations 5
Definition 5
Behavioral integrity in organization 6
Integrity for managers 7
Integrity for employees 8
Chapter 2: How our perception may vary 10
Definition 10
Perception and the attribution theory 10
Why employee’s perception matters for companies? 12
Perception and integrity . 13
Chapter 3: Trust, how is it necessary in organizations 15
Definition 15
Different approaches 15
Trustworthiness 17
From trust to distrust 18
Trust and risk taking: 19
Chapter 4: How to assess performance 22
Definition 22
Performance measurement 22
Advantages and limitations 23
Chapter 5: Corporate culture and its impact on our behavior 25
Definition . 25
The different organization culture’s designs 28
Importance of employee’s culture assimilation . 29
Limits of these theories 30
Part 1: Conclusion . 31
Hypotheses 32
Hypothesis 1 32
vi
Hypothesis 2 32
Part 2: THE EMPIRICAL FRAMEWORK 33
Chapter 1: How to test our hypotheses 33
Methodology 33
The field of investigation 34
Collecting method and data processing 37
Chapter 2: Presentation of the results obtained 39
Hypothesis 1 39
Hypothesis 2 44
Chapter 3: Contribution and limitations . 49
Benefits of the research 49
Limits of the research 51
Conclusion of our thesis 53
Annexes 55
Interview guide 55
Interviews’ transcription 57
Matrix 77
Additional Material 81
Concepts definition 87
Theory dictionary 89
References 91
Academic articles 91
Books 93
Internet websites 93

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Nishii Lisa, Lepak David, Schneider Benjamin (2011), Perception Is Reality: How employees Perceive What Motivates HR Practices Affects their Engagement, Behavior and Performance, CAHRS Research Link 14 pp 1-6

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Books

Amann, Stachowicz-Stanusch (2012), Integrity in Organizations: Building the Foundations for Humanistic Management, Palgrave Macmillan, 656p

Armstrong (1994), Performance Management, Kogan Page, 215p
Daft (2013), Understanding the Theory &; Design of Organizations, Cengage South-Western, 640p
George and Sims (2010) True North: Discover Your Authentic Leadership, John Wiley &; Sons, 288p

Johnson (2011), Meeting The Ethical Challenges Of Leadership: Casting Light Or Shadow, Sage Publications, 536p

Robbins, Judge (2012), Organizational Behavior 15th Edition, Prentice Hall, 711p

Trompenaars, Charles Hampden-Turner (1997), Riding The Waves of Culture: Understanding Diversity in Global Business, McGraw-Hill, 274p

Trompenaars (1993) Riding The Waves of Culture: Understanding Cultural Diversity in Business, The Economist Books, 192p

Internet websites

The Hofstede Center, The National Cultural Dimensions, document available online: http://geert-hofstede.com/national-culture.html, accessed on 15/06/2014

The Ethics Resource Center, Business Ethics Timeline, document available online:
www.ethics.org/resources/busienss-ethics-tiemline.asp, accessed on 13/01/2015