Human resource (HR) practices hold great promise in fostering employee trust, and insights into how HR practices relate to employee trust are critical to evidence-informed management. However, extant research findings are fragmented and dispersed across disciplines and use a confusing plethora of concepts, limiting insights. To address these problems, we conducted a systematic review to offer a more comprehensive and nuanced understanding of “what,” “how,” and “when” HR practices influence employee trust toward four referents (supervisor, management, peers, and organization). Specifically, we identify the evidence-based patterns regarding “what” HR practices are related to employee trust toward “what” referents, “how” HR practices are related to employee trust, and “when” HR practices are more or less related to employee trust. We find that while bundles of HR practices are positively associated with vertical trust toward management, lateral trust toward peers, and organizational trust, individual HR practices have differential associations with trust toward the four referents, which in turn predict different outcomes. We discuss research limitations and opportunities and provide a framework and set of methodological recommendations to guide a new wave of future research. We propose a broader set of theories to enrich understanding of “how” HR practices lead to employee trust, further clarifications on the HR and trust concepts examined, and explore additional moderators. These efforts will further integrate trust and HR research and generate more rigorous knowledge to inform management of employee trust through HR practices.

中文翻译：

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人力资源实践与员工信任：具有指导框架的系统评价


人力资源 （HR） 实践在培养员工信任方面前景广阔，深入了解 HR 实践与员工信任的关系对于循证管理至关重要。然而，现存的研究结果是零散的，分散在各个学科之间，并且使用了令人困惑的大量概念，从而限制了洞察力。为了解决这些问题，我们进行了一项系统评价，以更全面、更细致地了解人力资源实践对四个参照物（主管、管理层、同事和组织）的“什么”、“如何”和“何时”影响员工信任。具体来说，我们确定了关于“什么”人力资源实践与员工信任相关的循证模式，“什么”指涉对象，“如何”人力资源实践与员工信任相关，以及“何时”人力资源实践或多或少与员工信任相关。我们发现，虽然人力资源实践捆绑与对管理层的垂直信任、对同行的横向信任和组织信任呈正相关，但单个人力资源实践与对四个参照物的信任存在不同的关联，这反过来又预测了不同的结果。我们讨论了研究的局限性和机会，并提供了一个框架和一套方法论建议，以指导未来研究的新浪潮。我们提出了一套更广泛的理论，以丰富对人力资源实践“如何”导致员工信任的理解，进一步阐明所研究的人力资源和信任概念，并探索其他调节因素。这些努力将进一步整合信任和人力资源研究，并产生更严格的知识，以通过人力资源实践为管理层提供员工信任的信息。