影響臺籍主管與大陸籍部屬建立人際互信的因素

Factors Involved in the formation of Trust between Taiwanese Managers and their Chinese Subordinates

本研究以在大陸地區工作多年的台商主管及其下屬為對象進行訪問，了解影響兩岸工作者建立人際互信的因素。研究發現台籍主管根據大陸員工專業能力與忠誠、操守、主動負責與合作等價值的考核，建立對員工的工作上的信任。研究也發現兩岸工作者在工作價值上的差異與台籍主管對大陸員工的偏見及隔離等因素，使得兩岸工作者間不易建立工具性信任關係，遑論進入較深層之情感性信任。造成偏見與隔離並進而妨礙兩岸員工互信的因素包括：大陸法治不彰、貧富差距、台籍幹部工作特性、因偏見而設立的監控管理制度、以及文革經驗降低人際信任感。台籍與大陸幹部皆覺得兩岸工作者要建立互信則需要在生活上有深入交往的平台，減少相互偏見。

Interviews with 22 Taiwanese managers and 13 of their Chinese subordinates revealed that the Taiwanese managers highly emphasize professional competence and work values such as loyalty, honesty, responsibility and cooperation. The Taiwanese mangers' prejudice against their Chinese subordinates prevented them from establishing close relationships with them. They also separated themselves from their Chinese subordinates both psychologically and physically with the result that there little feeling of trust between them. Both groups agreed that personal interaction would increase interpersonal trust.