Purpose

This paper aims to answer following three important but not well-answered or unanswered questions in the extant trust literatures: What is the true magnitude that trust impacts on performance? Is there any consistency among the effects of trust on performance at different levels? How does vertical distance affect the trust-performance relationship?

Design/methodology/approach

It captures the law between trust and performance at different levels by conducting a meta-analytic examination consisting of 238 independent empirical studies, 586 effect sizes and 110,576 independent samples.

Findings

It makes a periodic conclusion that trust significantly promotes performance. Specifically, trust not only has stronger positive correlation with team performance than individual and organizational performance inside organization, but also strongly facilitates organizational performance between organizations. Moreover, consistency exits in the effects of trust on performance at different levels. On one hand, trust has stronger positive correlation with performance of contextual type than performance of innovative type than performance of task type at different levels. On the other hand, promotion effect of trust on performance strengthens when the vertical distance between trustors and trustees diminishes. Additionally, three potential moderators including publication status, measurement tool and common method variance moderate the focused relation, but moderating effect is not thorough for regional culture. Moderating directions of the above four potential moderators are highly consistent.

Originality/value

This paper answers the three important but not well-answered or unanswered questions.

中文翻译：

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不同级别的一致性：对组织信任和绩效的荟萃分析

目的

本文旨在回答现有信任文献中的以下三个重要但尚未得到很好回答或未回答的问题：信任对绩效的影响的真正幅度是多少？信任对不同级别的绩效的影响之间是否存在一致性？垂直距离如何影响信任绩效关系？

设计/方法/方法

它通过进行由238个独立的经验研究，586个效应量和110,576个独立样本组成的荟萃分析，掌握了不同级别信任与绩效之间的规律。

发现

它定期得出结论，信任会显着提升绩效。具体而言，信任不仅比团队内部的个人和组织绩效与团队绩效具有更强的正相关性，而且还极大地促进了组织之间的组织绩效。此外，一致性在信任对不同级别的性能的影响中不复存在。一方面，信任与上下文类型的性能比创新类型的性能比任务类型在不同级别上的性能具有更强的正相关性。另一方面，当受托人与受托人之间的垂直距离减小时，信任对绩效的促进作用就会增强。此外，三个潜在的主持人包括发布状态，量度工具和常用方法方差可缓和焦点关系，但调节作用对于区域文化而言并不彻底。以上四个潜在主持人的主持方向是高度一致的。

创意/价值

本文回答了三个重要但尚未得到很好回答或未回答的问题。