Trust networks, compassionate helping and employee performance

Abstract

PurposeAlthough extant research on trust focuses on the dyadic relationship (trustor-trustee), the effectiveness of an employee's outcome may vary depending on the features of trust networks. This study examined how an employee's centrality in two types of trust networks (cognitive and affective) among coworkers is associated with employee job performance. Further, this study highlighted the mediating role of compassionate help in the effect of affective trust networks on individual performance.Design/methodology/approachSurvey data were collected from 204 employees and 39 team leaders in South Korea. Data were analyzed using structural equation modeling.FindingsThe results indicated that cognitive trust centrality is positively associated with employee job performance, but affective trust centrality is not. However, an affective trust centrality indirectly increases individual performance via compassionate helping from coworkers.Originality/valueThis study contributes to a better understanding of trust networks and compassionate helping and expands both trust literature and HQR research.