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研究生:馮立誠
研究生(外文):Li-Chen Fung
論文名稱:信任的定義與理論定位之命題研究
論文名稱(外文):A Propositional Study on the Definition and Position of Trust
指導教授:黃太和黃太和引用關係
指導教授(外文):Tai-Hor Huang
學位類別:碩士
校院名稱:朝陽科技大學
系所名稱:企業管理系碩士班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2005
畢業學年度:93
語文別:中文
論文頁數:77
中文關鍵詞:命題研究領導提案信任被信任者信任者信任傾向
外文關鍵詞:TrustorAn offer of leadingTrustTendency to trustPropositional researchTrustee
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本研究探討信任之觀念、觀念之關聯等命題,以得出信任之定義與理論定位之命題。本研究採用理論發展三階段理論、5W1H分析法、質性內容分析法、反身主義及理論評估準則等命題研究方法Huang(1996)進行命題之研究。以有關信任定義之文獻為資料,進行命題「理論化」之工作。其程序,以理論發展三階段做為「信任命題」的發展步驟,提出有關「信任」的命題,並以理論評估準則來檢驗所提出的「信任」命題是否達到理想標準。

研究結果整合Mayer, Davis & Schoorman(1995)與張美滿(2003)之架構。共得到七個觀念命題(propostion of concept, Pc)及四個關聯命題(porposition of relationship, Pr)。主要命題包括:
1.信任是信任者(trustor)在具風險情境下,依據被信任者值得信任特質及雙方情感,所衡量被信任者值得信賴的程度。信任會調節信任者知覺領導提案利益之大小,而產生相對應之追隨、參與或交易。(Pc1)
2.被信任者是提供領導提案給他人追隨、參與或交易,而具有值得信任特質的人或團體。(Pc3)
3.值得信任特質是被信任者的能力、品德與需求,而為信任者在特定風險情境中,認為適當者。(Pc4)
4.信任者是追隨領導提案以獲取潛在利益,因而付出資源的人。(Pc5)
5.信任傾向是信任者傾向於信任他人程度的一項人格特質,使特定值得信任特質因人而異地形成不同的信任程度。(Pc6)
6.慣性信任是信任者,在知覺被信任者的值得信任特質有所變化前,對被信任者持續保有一定的信任感。此種信任具有慣性。(Pc7)
7.「信任傾向」調節「值得信任特質」產生「信任」之過程。(Pr2)
8.領導提案潛在利益是知覺追隨利益之前因變數。(Pr3)
9.信任調節「領導提案潛在利益」產生「知覺追隨利益」的過程。(Pr4)

本研究從新的信任理論出發,提出對整體組織經營、行銷業務、個別領導者與追隨者及後續研究者之建議。
The study explores the concepts about trust and the relationships between them in order to propose the definition of trust and the theoretical position of trust. This research utilized the prepositional research methods of three-stage theorization, 5W1H-analysis, qualitative content analysis, reflexivism, and criteria of theory evaluation (Huang,1996). Related literature on the definition of trust was used as the material for theorizing propositions. During the process, the three-stage theorization was taken as the steps for developing propositions about trust. The propositions were then examined to see whether they were achieving the criteria of theory evaluation or not.

The resulted conceptual framework integrates the models of Mayer, Davis & Schoorman (1995) and Mei-Man Chang (2003). The results are seven propositions of concept (Pc) and four propositions of relationship (Pr). The main propositions are as follows:

1. Trust means a trustor, under a risky situation, measures the trustworthiness of a trustee according to the characteristics of the trustee and the affection between the trustor and the trustee. Trust moderates the perceived benefits of the offer of leading proposed by the trustee and therefore, results in following, participation or transaction. (Pc1)
2. Trustee is the person or group having the characteristics of trustworthiness and provides the offer of leading for others to follow, participate, or transact. (Pc3)
3. The characteristics of trustworthiness are the trustee’s competence, morality and needs that the trustor considers to be adequate in a related risk context. (Pc4)
4. The trustor is the person who follows, participates or transacts an offer of leading in order to gain the potential benefits, and, for that, pays resources.(Pc5)
5. The tendency to trust is a personal characteristics about the inclination to trust others. It makes a specific set of the characteristic of trustworthiness form different degrees of trust by different persons. (Pc6)
6. The inertia trust is a certain degree of trust that a trustor keeps holding to the trustee before any change of the characteristics of trustworthiness perceived. This kind of trust has inertia. (Pc7)
7. The tendency to trust moderates the process that the characteristics of trustworthiness forms trust. (Pr2)
8. The variable of the potential benefits of an offer of leading is the antecedent of the perceived benefits of following. (Pr3)
9. Trust moderates the process that the potential benefits of an offer of leading forms the perceived benefits of following. (Pr4)

Suggestions for management, for marketing, for individual leader, for follower and for future research were also given.
目 錄
中文摘要 ………………………………………………………………………… I
英文摘要 …………………………………………………………………………Ⅱ
謝 誌 …………………………………………………………………………Ⅲ
目 錄 …………………………………………………………………………Ⅳ
第壹章、緒論 …………………………………………………………………… 1
第一節 研究動機 ……………………………………………………………1
第二節 研究目的 ……………………………………………………………2
第三節 研究問題 ……………………………………………………………2
第四節 研究範圍與限制 ……………………………………………………2
第五節 研究步驟與流程 ……………………………………………………3
第貳章、文獻探討 …………………………………………………………………5
第一節 信任研究之發展…………………………………………………… 5
第二節 有關「什麼是信任」的文獻探討 ………………………………… 7
第三節 有關「信任情境」的文獻探討 …………………………………… 18
第四節 有關「為什麼信任」的文獻探討 ………………………………… 21
第五節 有關「如何產生信任」的文獻探討………………………………24
第六節 有關「如何影響追隨」的文獻探討………………………………28
第七節 信任定位之概念架構 …………………………………………… 32
第八節 本研究之基礎知識典範 ………………………………………… 35
第參章、研究方法 ……………………………………………………………… 37
第一節 如何劃分命題之類別 …………………………………………… 37
第二節 如何啟動命題研究 ……………………………………………… 39
第三節 如何進行命題研究 ……………………………………………… 41
第四節 如何判斷命題已達理想標準 …………………………………… 43
第肆章、研究成果與討論 ………………………………………………………46
第一節 有關信任定義之命題與討論………………………………………46
第二節 有關信任定位之命題與討論………………………………………56
第伍章、結論與建議…………………………………………………………… 63
第一節 結論…………………………………………………………………63
第二節 建議…………………………………………………………………68
參考文獻………………………………………………………………………… 71
一、中文部分 .................................................71
二、英文部分 .................................................72
表 次
表2-1 各種信任定義之5W1H分析....................................11
表2-2 影響值得信任知覺的重要變數.................................32
表3-1 理論評估的一般準則.........................................44
表3-2 自然主義與反身主義之比較...................................45























圖 次
圖1-1 信任定義之命題方法與程序....................................3
圖1-2 本論文之研究流程與章節架構..................................4
圖2-1 信任整合性模型.............................................33
圖2-2 領導行動模型...............................................34
圖4-1 信任定位架構...............................................56
圖5-1 風險與信任重要性關係圖.....................................65
中文部份:
李南賢、李粵強(2004),「團隊導向績效管理對組織信任與團隊績效影響之實證性研究」,新環境、新課題、新策略、2004年人力資源之創新與蛻變-教育訓練、中小企業、公共政策研討會發表論文,台北。

吳信如譯(2005),萊納德.史布萊格爾著,信任簡化管理的藝術,時報出版。

梁若瑜譯(2002),Robert Solomon & Fernando.Flores,從信任開始成功領導的基本條件,麥田出版。

張文華(2000),「組織信任之初探」,人力發展月刊行政論述,第八十期。

張美滿(2003):領導與追隨之命題研究。台中:私立朝陽科技大學企業管理研究所碩士論文(未出版)。

黃太和(2003)筆記,朝陽科技大學企業管理研究所。

黃太和(2004)筆記,朝陽科技大學企業管理研究所。

楊中芳、彭泗清(2001),「人際信任的構念化:一個人際關係的觀點」。楊中芳主編:中國人的人際關係、情感與信任,頁371-399。台北:遠流出版社。

黎士群(2000),「組織公平、信任與知識分享行為之關係性研究-以Unix系統管理人員為例」,銘傳大學管理科學研究所(未出版)碩士論文。

劉麟書(2001):人際信任整合模式之研究。台北:私立銘傳大學管理科學研究所碩士論文(未出版)。








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