ความสัมพันธ์ระหว่างการแลกเปลี่ยนความสัมพันธ์ระหว่างผู้นำและสมาชิกกับความไว้วางใจโดยมีการเล่นพรรคเล่นพวกของหัวหน้างานเป็นตัวแปรกำกับ (The Relationship between Leader-Member Exchange and Trust: The Moderating Effect of Leader Favoritism)
Keywords:
Leader member exchange, Cognitive based trust, Affective based trust, Leader favoritismAbstract
This research was a quantitative study. The objectives of this research were 1) to study the relationships between the correlation between leaders and members on trust 2) to study the relationship between favoritism of supervisors and trust 3) to study the influence of favoritism of supervisors on the relationship between leaders and members and trust. The sample used in this study was the positions of employees with supervisors according to a work period for not less than 6 months by working in a private company in Thailand without specifying a specific industry with a total of 200 employees. It can be concluded that the perceived exchange of relationships between leaders and members had a positive connection with cognitive based trust (β = .57, p < .01) and affective based trust (β = .76, p < .01). Supervisors' perceived favoritism was positively connected with cognitive based trust (β = .27, p < .01). Meanwhile, supervisors' perceptions of favoritism were not connected with affective based trust. The supervisors' perceived favoritism was not a directing factor for the relationship between leader member exchange with cognitive and affective trust. Therefore, the exchange of relations between leaders and members should be aware of the quality of the exchange of relations in an open manner to encourage members to apply the quality of exchange and lead to trust in their supervisors. Then, the supervisors focus on relationships and development of working with all members equally. Although, the favoritism is present in almost every organization. However, the supervisors and members should consider the consequences of favoritism that may have a negative effect on the organization as well.
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