The relationship between trust and creativity in organizations: Evidence from meta-analysis

doi:10.3724/SP.J.1042.2020.01118

Abstract

Abstract:

A meta-analysis was conducted to explore the effect of lateral trust, vertical trust, and system trust within organizations on creativity. Eighty-five relevant studies were taken into research, with a total of 99 independent effect sizes. Among them, there were 41 independent samples about the relationship between lateral trust and creativity, 34 independent samples about the relationship between vertical trust and creativity and 24 independent samples about the relationship between system trust and creativity. Meta-analysis results revealed a significant positive relationship between lateral trust (r = 0.50), vertical trust (r = 0.38), system trust (r = 0.48) and creativity. The relationship between lateral trust, vertical trust, system trust and creativity were moderated by the tools and surveys employed to investigate trust. Whilst, moderating effect of cultural background and knowledge were not significant.

Key words: lateral trust, vertical trust, system trust, creativity, meta-analysis

CLC Number:

B844.2

HUANG Chongrong, HU Yu. The relationship between trust and creativity in organizations: Evidence from meta-analysis[J]. Advances in Psychological Science, 2020, 28(7): 1118-1132.

Figures/Tables 4

References 150

	标*的文献为纳入元分析的文章
[1]	^艾睿楠. (2015). 组织信任与员工绩效的相关性研究*(硕士学位论文). 首都经济贸易大学, 北京.
[2]	^白云涛, 王亚刚, 席酉民. (2008). 多层级领导对员工信任、工作绩效及创新行为的影响模式研究. 管理工程学报*, (3), 24-29.
[3]	^柏林. (2009). 高新技术企业科研团队效能与创造力研究*(硕士学位论文). 天津理工大学.
[4]	陈景刚. (2006). 国企员工组织信任知觉、公平感与组织公民行为关系研究(硕士学位论文). 西南交通大学, 成都.
[5]	陈鹏凯, 陈伟强. (2018). 中西文化差异对青少年设计创造力培养的影响. 文化创新比较研究, 2(26), 196-198.
[6]	^程德俊, 宋哲, 王蓓蓓. (2010). 认知信任还是情感信任:高参与工作系统对组织创新绩效的影响. 经济管理*, 32(11), 81-90.
[7]	初浩楠. (2008). 中国文化环境下企业人际信任及其对知识共享的影响研究(博士学位论文). 华中科技大学, 武汉.
[8]	丁凤琴, 赵虎英. (2018). 感恩的个体主观幸福感更强?——一项元分析. 心理科学进展, 26(10), 1749-1764.
[9]	丁琳, 耿紫珍. (2016). 领导对下属的信任与员工创造力——心理授权的中介效应. 西安建筑科技大学学报(社会科学版)*, 35(4), 31-77.
[10]	^杜恒波, 朱千林. (2018). 职场负面八卦对科技人员创造力的影响机制研究. 心理科学*, 41(1), 125-131.
[11]	^范恒, 张怡凡. (2017). 主动的员工更具创造力吗?知识探索的中介作用与信任领导的调节作用. 中国人力资源开发*, (10), 64-75.
[12]	^高鹏, 张凌, 汤超颖, 李媛. (2008). 信任与建设性争辩对科研团队创造力影响的实证研究. 中国管理科学*, 16(S1), 561-565.
[13]	^耿甜甜. (2015). 从个体创造力到团队创造力:关系嵌入的调节作用研究*(硕士学位论文). 东北财经大学, 辽宁.
[14]	^何斌. (2013). 人际信任、隐性知识共享与员工创新关系研究*(硕士学位论文). 南京师范大学.
[15]	^何洁. (2013). 高绩效人力资源实践如何激发员工创造力:自我决定视角. 当代经济管理*, 35(4), 52-56.
[16]	^黄海艳, 李乾文. (2011). 研发团队的人际信任对创新绩效的影响——以交互记忆系统为中介变量. 科学学与科学技术管理*, 32(10), 173-179.
[17]	^郐璐晶. (2011). 组织支持感与员工创新行为关系的实证研究*(硕士学位论文). 西南交通大学, 成都.
[18]	^邝光明. (2012). 知识型团队成员信任、领导风格与技术创新绩效的关系研究*(硕士学位论文). 浙江工商大学, 杭州.
[19]	^赖海联. (2011). 网络密度与中心性对团队创新绩效影响研究*(硕士学位论文). 华中科技大学, 武汉.
[20]	^乐恩凤. (2013). 组织内部信任对员工创新行为的影响研究*(硕士学位论文). 暨南大学, 广州.
[21]	乐国安, 韩振华. (2009). 信任的心理学研究与展望. 西南大学学报(社会科学版), 35(2), 1-5.
[22]	李国春, 吴勉华, 余小金. (2013). Meta分析导论 (p.206). 北京: 科学出版社.
[23]	^李宏利, 王星, 董丽娟, 杨岚. (2018). 员工创新行为源于领导情感信任吗?风险倾向与组织行为授权的调节作用. 心理与行为研究*, 16(5), 701-712.
[24]	^李宏利, 郁巧玲. (2018). 自我独立与员工创造力的关系: 一个有调节的中介模型. 心理研究*, 11(1), 43-51.
[25]	^刘慧. (2013). 高校科研团队人际信任对创新绩效的影响——以知识共享与整合为中介变量. 技术经济与管理研究*, (11), 24-28.
[26]	^刘玲. (2011). 变革型领导与知识型员工创新行为的关系研究*(硕士学位论文). 安徽大学, 合肥.
[27]	^刘少红. (2013). 知识型员工的组织内信任与工作绩效的关系研究*(硕士学位论文). 南京师范大学.
[28]	^刘爽. (2017). 组织信任对“90后”知识型员工创新行为影响机制研究*(硕士学位论文). 大连理工大学.
[29]	刘智强, 葛靓, 王凤娟. (2015). 组织任期与员工创新:基于地位属性和文化差异的元分析. 南开管理评论, 18(6), 4-15.
[30]	^倪清, 吴成颂, 徐慧, 叶江峰. (2017). 谦卑型文化与知识型员工创新绩效关系:风险承担意愿与情感信任的链式中介模型. 科技进步与对策*, 34(11), 132-139.
[31]	^彭山草. (2018). 知识型员工组织内信任与创新绩效的关系研究*(硕士学位论文). 北京交通大学.
[32]	^彭雪鸽. (2017). 任务重塑对个体创造力的影响*(硕士学位论文). 南京大学.
[33]	^瞿焱, 姚云雷. (2014). 关系质量、知识共享与创新绩效的关系——基于节能服务公司的实证研究. 浙商研究*, (0), 97-107.
[34]	^沈勇, 何斌. (2012). 人际信任与组织创新氛围交互效应下的员工创新. 江海学刊*, (6), 68-72.
[35]	石中英. (2008). 中国传统文化阻碍创造性人才培养吗? 中国教育学刊, (8), 1-6.
[36]	^宋建. (2015). 科研团队人际信任对创新绩效的影响机理研究*(硕士学位论文). 南京大学.
[37]	苏涛, 陈春花, 崔小雨, 陈鸿志. (2017). 信任之下, 其效何如——来自Meta分析的证据. 南开管理评论, 20(4), 179-192.
[38]	王飞雪, 山岸俊男. (1999). 信任的中、日、美比较研究. 社会学研究, (2), 67-82.
[39]	^王国顺, 杨昆. (2011). 社会资本、吸收能力对创新绩效影响的实证研究. 管理科学*, 24(5), 23-36.
[40]	^汪小钗. (2016). 组织信任、知识分享与创新行为关系实证研究*(硕士学位论文). 重庆大学.
[41]	^王晓丽. (2010). 员工目标取向与创新绩效:组织信任的调节作用研究*(硕士学位论文). 吉林大学.
[42]	^王雁飞, 朱瑜. (2012). 组织社会化、信任、知识分享与创新行为: 机制与路径研究. 研究与发展管理*, 24(2), 34-46.
[43]	^王振, 刘戒骄. (2017). 组织创新绩效问题研究——以中国式领导为基础. 现代管理科学*, (12), 18-20.
[44]	^尉佳芸. (2014). 领导创造力对员工创造力的上行下效作用机制研究*(硕士学位论文). 上海交通大学.
[45]	吴立焕. (2015). 创业团队内部信任关系的差异性研究(硕士学位论文). 安徽财经大学, 蚌埠.
[46]	^吴媚. (2017). 公仆型领导对员工创新行为的影响研究*(硕士学位论文). 兰州财经大学.
[47]	^吴志新. (2016). 组织内人际信任对员工创造力的影响研究*(硕士学位论文). 华侨大学, 泉州.
[48]	徐碧祥. (2007). 员工信任对其知识整合与共享意愿的作用机制研究(博士学位论文). 浙江大学, 杭州.
[49]	^徐磊. (2019). 跨界行为、团队信任与创新绩效:资源损耗的调节作用. 科技进步与对策*, 36(6), 11-18.
[50]	^徐文昕. (2011). 人际信任对员工创新行为的影响机理研究*(硕士学位论文). 安徽大学, 合肥.
[51]	薛天山. (2008). 中国人的信任逻辑. 伦理学研究, (4), 70-77.
[52]	杨志蓉, 谢章澍, 宝贡敏. (2010). 团队快速信任、互动行为对团队创造力的作用机理研究. 福州大学学报(哲学社会科学版), 24(06):31-34.
[53]	^于妍, 陈同扬, 陈晓敏. (2015). 人际信任对成员创新行为的影响——以团队成员交换为中介变量. 中国劳动*, (22), 74-79.
[54]	^张峰, 杨建君. (2017). 企业内部信任、经理人创新动力与能力关系研究. 科研管理*, 38(8), 44-50.
[55]	^张慧琴, 宋丽芳, 吴静. (2016). 团队创新氛围对新生代知识型员工创新行为的作用机理研究. 中国人力资源开发*, (23), 15-22.
[56]	^张明会. (2016). 家长式领导对员工创新行为的影响*(硕士学位论文). 新疆财经大学.
[57]	^张伟明, 夏洪胜. (2011). 魅力型领导、下属的信任与团队创新绩效关系的研究. 科技管理研究*, 31(8), 109-112.
[58]	^张浠铃. (2013). 授权领导与员工创新行为的关系:组织信任与知识分享作用研究*(硕士学位论文). 华南理工大学, 广州.
[59]	^张秀娥, 周荣鑫, 王于佳. (2012). 创业团队成员信任对社会网络与企业创新能力关系的影响. 经济与管理研究*, (3), 105-111.
[60]	^赵航. (2016). 团队信任对团队创造力的作用机制研究*(硕士学位论文). 大连理工大学.
[61]	赵娜, 周明洁, 陈爽, 李永鑫, 张建新. (2014). 信任的跨文化差异研究:视角与方法. 心理科学, 37(4), 1002-1007.
[62]	^朱蕾, 张峰, 杨建君. (2017). 企业内部信任、组织决策导向和创新选择关系研究. 武汉理工大学学报(社会科学版)*, 30(1), 46-54.
[63]	^Afsar, B., & Masood, M. (2018). Transformational leadership, creative self-efficacy, trust in supervisor, uncertainty avoidance, and innovative work behavior of nurses. Journal of Applied Behavioral Science*, 54(1), 36-61.
[64]	Aguinis, H., Pierce, C. A., Bosco, F. A., Dalton, D. R., & Dalton, C. M. (2011). Debunking myths and urban legends about meta-analysis. Organizational Research Methods, 14(2), 306-331.
[65]	^Akhtar, S., Khan, K. U., Hassan, S., Irfan, M., & Atlas, F. (2019). Antecedents of task performance: An examination of transformation leadership, team communication, team creativity, and team trust. Journal of Public Affairs*, 19(2), e1927.
[66]	Amabile, T. M. (1983). The social psychology of creativity: A componential conceptualization. Journal of Personality and Social Psychology, 45(2), 357-376.
[67]	Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39(5), 1154-1184.
[68]	Anderson, N., De Dreu, C. K. W., & Nijstad, B. A. (2004). The routinization of innovation research: A constructively critical review of the state-of-the-science. Journal of Organizational Behavior, 25(2), 147-173.
[69]	Bidault, F., & Castello, A. (2009). Trust and creativity: Understanding the role of trust in creativity-oriented joint developments. R&D Management, 39(3), 259-270.
[70]	Bidault, F., & Castello, A. (2010). Why too much trust is death to innovation. MIT Sloan Management Review, 51(4), 33-38.
[71]	^Brattström, A., Löfsten, H., & Richtnér, A. (2012). Creativity, trust and systematic processes in product development. Research Policy*, 41(4), 743-755.
[72]	Burke, C. S., Stagl, K. C., Salas, E., Pierce, L., & Kendall, D. (2006). Understanding team adaptation: A conceptual analysis and model. Journal of Applied Psychology, 91(6), 1189-1207. URL pmid: 17100478
[73]	Carmeli, A., Reiter-Palmon, R., & Ziv, E. (2010). Inclusive leadership and employee involvement in creative tasks in the workplace: The mediating role of psychological safety. Creativity Research Journal, 22(3), 250-260.
[74]	^Carmeli, A., & Spreitzer, G. M. (2009). Trust, connectivity, and thriving: Implications for innovative behaviors at work. The Journal of Creative Behavior*, 43(3), 169-191.
[75]	Ceserani, J. (2014). Innovation and trust - The path to mastery. Industrial and Commercial Training, 46(6), 302-306.
[76]	Chang, S., Jia, L., Takeuchi, R., & Cai, Y. (2014). Do high- commitment work systems affect creativity? A multilevel combinational approach to employee creativity. Journal of Applied Psychology, 99(4), 665-680. doi: 10.1037/a0035679 URL pmid: 24490963
[77]	^Charterina, J., Landeta, J., & Basterretxea, I. (2018). Mediation effects of trust and contracts on knowledge-sharing and product innovation: Evidence from the European machine tool industry. European Journal of Innovation Management*, 21(2), 274-293.
[78]	Chen, K. H., Yien, J. M., & Huang, C. J. (2011). The perceived leader support behavior for subordinate's creativity: The moderating effect of trust. Journal of Social Sciences, 7(2), 257-264.
[79]	Chen, M. H., Chang, Y.-C., & Hung, S.-C. (2008). Social capital and creativity in R&D project teams. R&D Management, 38(1), 21-34.
[80]	Chiaburu, D. S., Lorinkova, N. M., & van Dyne, L. (2013). Employees’ social context and change-oriented citizenship: A meta-analysis of leader, coworker, and organizational influences. Group & Organization Management, 38(3), 291-333.
[81]	Cook, J., & Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non- fulfilment. Journal of Occupational Psychology, 53(1), 39-52. doi: 10.1111/joop.1980.53.issue-1 URL
[82]	Cummings, L., & Bromiley, L. J. (1996). The organizational trust inventory (OTI): Development and validation. Trust in organizations: Frontiers of theory and research. Thousand Oaks, CA:SAGE Publications.
[83]	Duden, A. (2012). Trust in learning organizations. International Journal of Management Cases, 14(4), 167-175.
[84]	Eisenberg, N, & Miller, P. (1987) . Empathy, sympathy, and altruism: Empirical and conceptual links. New York: Cambridge University Press.
[85]	Ellonen, R., Blomqvist, K., & Puumalainen, K. (2008). The role of trust in organisational innovativeness. European Journal of Innovation Management, 11(2), 160-181.
[86]	Fielding, R. (1997). A socio/cognitive perspective on cross cultural attitudes and practices in creativity development. Australian Art Education, 20(1-2), 27-33.
[87]	Fukuyama, F. (1995). Trust: The social virtues and the creation of prosperity. New York: The Free Press.
[88]	George, J. M., & Zhou, J. (2002). Understanding when bad moods foster creativity and good ones don't: The role of context and clarity of feelings. Journal of Applied Psychology, 87(4), 687-697. doi: 10.1037/0021-9010.87.4.687 URL pmid: 12184573
[89]	^George, J. M., & Zhou, J. (2007). Dual tuning in a supportive context: Joint contributions of positive mood, negative mood, and supervisory behaviors to employee creativity. Academy of Management Journal*, 50(3), 605-622.
[90]	^Golipour, R., Jandaghi, G., Mirzaei, M. A., & Arbatan, T. R. (2011). The impact of organizational trust on innovativeness at the Tehran oil refinery company. African Journal of Business Management*, 5(7), 2660-2667.
[91]	Gould-Williams, J. (2003). The importance of HR practices and workplace trust in achieving superior performance: A study of public-sector organizations. The International Journal of Human Resource Management, 14(1), 28-54.
[92]	Gu, Q., Tang, T. L.-P., & Jiang, W. (2015). Does moral leadership enhance employee creativity? Employee identification with leader and leader-member exchange (LMX) in the Chinese context. Journal of Business Ethics, 126(3), 513-529.
[93]	Higgins, J. P. T., Thompson, S. G., Deeks, J. J., & Altman, D. G. (2003). Measuring inconsistency in meta-analyses. British Medical Journal, 327(7414), 557-560. URL pmid: 12958120
[94]	Hon, A. H. Y., Bloom, M., & Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance. Journal of Management, 40(3), 919-941.
[95]	^Hughes, M., Rigtering, J. P. C., Covin, J. G., Bouncken, R. B., & Kraus, S. (2018). Innovative behaviour, trust and perceived workplace performance. British Journal of Management*, 29(4), 750-768.
[96]	Hunter, J. E., & Schmidt, F. L. (1990). Methods of meta- analysis: Correcting error and bias in research findings. Newbury Park, CA: Sage.
[97]	Hunter, J. E., & Schmidt, F. L. (2004). Methods of meta- analysis: Correcting error and bias in research findings( 2nd ed.). Newbury Park, CA: Sage.
[98]	Igarashi, T., Kashima, Y., Kashima, E. S., Farsides, T., Kim, U., Strack, F., … Yuki, M. (2008). Culture, trust, and social networks. Asian Journal of Social Psychology, 11(1), 88-101.
[99]	^Javed, B., Naqvi, S. M. M. R., Khan, A. K., Arjoon, S., & Tayyeb, H. H. (2017). Impact of inclusive leadership on innovative work behavior: The role of psychological safety. Journal of Management & Organization*, 25(1), 117-136.
[100]	^* Jo, N. Y., & Lee, K. C. (2012). The effect of organizational trust, task complexity and intrinsic motivation on employee creativity: Emphasis on moderating effect of stress. Paper presented at the Human Centric Technology and Service in Smart Space, Dordrecht.
[101]	^Jo, N. Y., Lee, K. C., Lee, D. S., & Hahn, M. (2015). Empirical analysis of roles of perceived leadership styles and trust on team members’ creativity: Evidence from Korean ICT companies. Computers in Human Behavior*, 42, 149-156.
[102]	^Khan, M. S., Breitenecker, R. J., Gustafsson, V., & Schwarz, E. J. (2015). Innovative entrepreneurial teams: The give and take of trust and conflict. Creativity and Innovation Management*, 24(4), 558-573.
[103]	Kim, J., & Michael, W. B. (1995). The relationship of creativity measures to school achievement and to preferred learning and thinking style in a sample of Korean high school students. Educational and Psychological Measurement, 55(1), 60-74.
[104]	Langfred, C. W. (2004). Too much of a good thing? Negative effects of high trust and individual autonomy in self-managing teams. Academy of Management Journal, 47(3), 385-399.
[105]	^Lee, D. (2015). The impact of leader's humor on employees' creativity: The moderating role of trust in leader. Seoul Journal of Business*, 21(1), 59-86.
[106]	^Lei, H., Nguyen, T. T., & Le, P. B. (2019). How knowledge sharing connects interpersonal trust and innovation capability: The moderating effect of leadership support. Chinese Management Studies*, 13(2), 276-298.
[107]	^Liao, L. F. (2006). A learning organization perspective on knowledge-sharing behavior and firm innovation. Human Systems Management*, 25(4), 227-236.
[108]	López-López, J. A., Van den Noortgate, W., Tanner-Smith, E. E., Wilson, S. J., & Lipsey, M. W. (2017). Assessing meta- regression methods for examining moderator relationships with dependent effect sizes: A Monte Carlo simulation. Research Synthesis Methods, 8(4), 435-450. doi: 10.1002/jrsm.1245 URL pmid: 28556477
[109]	^Madjar, N., & Ortiz-Walters, R. (2009). Trust in Supervisors and Trust in Customers: Their Independent, relative, and joint effects on employee performance and creativity. Human Performance*, 22(2), 128-142.
[110]	^*Marane, B. (2012). The mediating role of trust in organization on the influence of psychological empowerment on innovation behavior. European Journal of Social Sciences*, 33(1), 39-51.
[111]	Martins, E. C., & Terblanche, F. (2003). Building organisational culture that stimulates creativity and innovation. European Journal of Innovation Management, 6(1), 64-74.
[112]	^Masood, M., & Afsar, B. (2017). Transformational leadership and innovative work behavior among nursing staff. Nursing Inquiry*, 24(4), e12188.
[113]	Mayer, R. C., & Davis, J. H. (1999). The effect of the performance appraisal system on trust for management: A field quasi-experiment. Journal of Applied Psychology, 84(1), 123-136.
[114]	McAllister, D. J. (1995). Affect- and Cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24-59.
[115]	McEvily, B., & Tortoriello, M. (2011). Measuring trust in organisational research: Review and recommendations. Journal of Trust Research, 1(1), 23-63.
[116]	McLean, L. D. (2005). Organizational culture’s influence on creativity and innovation: A review of the literature and implications for human resource development. Advances in Developing Human Resources, 7(2), 226-246.
[117]	^Nielsen, B. B., & Nielsen, S. (2009). Learning and innovation in international strategic alliances: An empirical test of the role of trust and tacitness. Journal of Management Studies*, 46(6), 1031-1056.
[118]	Nyhan, R. C., & Marlowe, H. A. (1997). Development and psychometric properties of the organizational trust inventory. Evaluation Review, 21(5), 614-635.
[119]	^Olander, H., Vanhala, M., Hurmelinna-Laukkanen, P., & Blomqvist, K. (2015). HR-related knowledge protection and innovation performance: The moderating effect of trust. Knowledge and Process Management*, 22(3), 220-233.
[120]	Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of Management Journal, 39(3), 607-634.
[121]	^Ozturk, A., & Karatepe, O. M. (2019). Frontline hotel employees’ psychological capital, trust in organization, and their effects on nonattendance intentions, absenteeism, and creative performance. Journal of Hospitality Marketing & Management*, 28(2), 217-239.
[122]	Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative Science Quarterly, 41(4), 574-599.
[123]	^Rodrigues, A. F. C., & Veloso, A. L. d. O. M. (2013). Confiança Organizacional, Risco e Criatividade. Revista Brasileira de Gestão de Negócios*, 15, 545-561.
[124]	Rothstein, H. R., Sutton, A. J., & Borenstein, M. (2005). Publication bias in meta-analysis: Prevention, assessment and adjustments. Chichester: John Wiley & Sons Ltd.
[125]	Rousseau, D. M., Sitkin, S. B., Burt, R. S., & Camerer, C. (1998). Not so different after all: A cross-discipline view of trust. Academy of Management Review, 23(3), 393-404.
[126]	^* Ruppel, C. P., & Harrington, S. J. (2000). The relationship of communication, ethical work climate, and trust to commitment and innovation. Journal of Business Ethics, 25(4), 313-328.
[127]	Schoorman, F. D., Mayer, R. C., & Davis, J. H. (1996). Empowerment in veterinary clinics: The role of trust in delegation. Paper presented at the 11th annual meeting of the Society for Industrial and Organizational Psychology, San Diego, CA.
[128]	Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.
[129]	Shih, H.-A., & Susanto, E. (2017). Perceived identifiability, shared responsibility and innovative work behavior. The International Journal of Human Resource Management*, 28(22), 3109-3127.
[130]	Sinaceur, M. (2010). Suspending judgment to create value: Suspicion and trust in negotiation. Journal of Experimental Social Psychology, 46(3), 543-550.
[131]	Skilton, P. F., & Dooley, K. J. (2010). The effects of repeat collaboration on creative abrasion. Academy of Management Review, 35(1), 118-134.
[132]	Tierney, P., Farmer, S. M., & Graen, G. B. (1999). An examination of leadership and employee creativity: The relevance of traits and relationships. Personnel Psychology, 52(3), 591-620.
[133]	^Tsai, W.-C., Chi, N.-W., Grandey, A. A., & Fung, S.-C. (2012). Positive group affective tone and team creativity: Negative group affective tone and team trust as boundary conditions. Journal of Organizational Behavior*, 33(5), 638-656.
[134]	^Wang, C.-H., & Chen, K.-L. (2018). Do relationships have a dark side for innovation performance in the high-tech industry? International Journal of Innovation and Technology Management*, 15(2), 1850018.
[135]	^Wang, K. Y., & Casimir, G. (2007). How attitudes of leaders may enhance organizational creativity: Evidence from a Chinese study. Creativity and Innovation Management*, 16(3), 229-238.
[136]	^Wang, L., Zhang, M., & Li, X. (2017). Trust and knowledge creation: the moderating effects of legal inadequacy. Industrial Management & Data Systems, 117*(10), 2194-2209.
[137]	^Wei, L. H., Thurasamy, R., & Popa, S. (2018). Managing virtual teams for open innovation in global business services industry. Management Decision*, 56(6), 1285-1305.
[138]	Woodman, R. W., Sawyer, J. E., & Griffin, R. W. (1993). Toward a theory of organizational creativity. Academy of Management Review, 18(2), 293-321.
[139]	^Wu, J., Zhao, H., & Pan, D. (2016). Effects of different trust on team creativity: Taking knowledge sharing as a mediator*. Paper presented at the Knowledge and Systems Sciences, Singapore.
[140]	^Wu, M. (2011). The mediating role of knowledge acquisition in network munificence and innovation*. Paper presented at the Education and Management, Berlin, Heidelberg.
[141]	^Xie, Y., Xue, W., Li, L., Wang, A., Chen, Y., Zheng, Q., … Li, X. (2018). Leadership style and innovation atmosphere in enterprises: An empirical study. Technological Forecasting and Social Change, 135*, 257-265.
[142]	^Xu, Q. (2010,Nov). A research on trusting employees and tourism firm's service innovation -- Based on the empirical analysis of guangzhou tourism*. Paper presented at the 2010 3rd International Conference on Information Management, Innovation Management and Industrial Engineering.
[143]	^Xu, S., Jiang, X., & Walsh, I. J. (2016). The influence of openness to experience on perceived employee creativity: The moderating roles of individual trust. The Journal of Creative Behavior*, 52(2), 142-155.
[144]	^Yu, M.-C., Mai, Q., Tsai, S.-B., & Dai, Y. (2018). An empirical study on the organizational trust, employee- organization relationship and innovative behavior from the integrated perspective of social exchange and organizational sustainability. Sustainability*, 10(3), 1-4.
[145]	Zaugg, H., & Davies, R. S. (2013). Communication skills to develop trusting relationships on global virtual engineering capstone teams. European Journal of Engineering Education, 38(2), 228-233.
[146]	^Zhang, M., Zhao, X., & Lyles, M. (2018). Effects of absorptive capacity, trust and information systems on product innovation. International Journal of Operations & Production Management*, 38(2), 493-512.
[147]	^Zhang, X., & Zhou, J. (2014). Empowering leadership, uncertainty avoidance, trust, and employee creativity: Interaction effects and a mediating mechanism. Organizational Behavior and Human Decision Processes, 124*(2), 150-164.
[148]	^Zhang, Y., Long, L., Wu, T.-y., & Huang, X. (2015). When is pay for performance related to employee creativity in the Chinese context? The role of guanxi HRM practice, trust in management, and intrinsic motivation. Journal of Organizational Behavior*, 36(5), 698-719.
[149]	Zhou, J., & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(4), 682-696.
[150]	Zhou, J., & Shalley, C. E. (2003). Research on employee creativity:A critical review and directions for future research. In Research in Personnel and Human Resources Management(pp. 165-217).

论文信息	样本量	文化	测量工具	知识水平	信任类型	效应量(r)
耿甜甜, 2015	184	e	其它	3	LT	-0.15
吴志新, 2016	330	e	McAllister (1995)	1	LT	0.53
丁琳, 2016	168	e	Schoorman et al. (1996)	2	VT	0.48
何洁, 2013	239	e	其它	NA	ST	0.37
彭雪鸽, 2017	190	e	McAllister (1995)	1	VT	0.002
范恒, 2017	233	e	McAllister (1995)	1	VT	0.11
李宏利^a, 2018	449	e	McAllister (1995)	NA	VT	0.2
李宏利^b, 2018	318	e	McAllister (1995)	NA	VT	0.45
杜恒波, 2018	327	e	McAllister (1995)	NA	LT	0.29
尉佳芸, 2014	342	e	McAllister (1995)	NA	LT	0.21
彭山草, 2018	286	e	结合3份及以上	NA	ST	0.59
张峰, 2017	174	e	McAllister (1995)	NA	VT	0.25
刘爽, 2017	340	e	其它	3	LT&ST&VT	0.61&0.77&0.61
吴媚, 2017	385	e	其它	NA	ST	0.52
倪清, 2017	268	e	McAllister (1995)	2	LT	0.54
张明会, 2016	276	e	结合2份	2	ST	0.75
朱蕾, 2017	174	e	结合2份	NA	VT	0.10
汪小钗, 2016	203	e	其它	NA	ST	0.28
于妍, 2015	307	e	McAllister (1995)	1	LT	0.39
张慧琴, 2016	296	e	初浩楠(2008)	3	LT	0.46
艾睿楠, 2015	161	e	其它	1	LT&ST&VT	0.12&0.27&0.37
刘慧, 2013	236	e	McAllister (1995)	2	LT	0.72
张浠铃, 2013	253	e	其它	2	ST&VT&LT	0.89&0.87&0.79
乐恩凤, 2013	304	e	其它	1	LT	0.60
何斌, 2013	236	e	McAllister (1995)	1	LT	0.209
刘少红, 2013	177	e	结合2份	1	ST	0.31
王雁飞, 2012	311	e	结合2份	NA	ST	0.23
沈勇, 2012	128	e	初浩楠(2008)	NA	LT	0.24
郐璐晶, 2011	305	e	结合3份及以上& Robinson (1996)	1	VT&ST	0.56&0.59
刘玲, 2011	149	e	Robinson (1996)	1	ST	0.86
徐文昕, 2011	158	e	McAllister (1995)	1	LT	0.31
白云涛, 2008	288	e	结合2份	NA	VT	0.17
王晓丽, 2010	130	e	Schoorman et al. (1996)	1	VT&LT	0.74&0.75
赖海联, 2011	126	e	其它	NA	LT	0.42
赵航, 2016	409	e	结合2份&结合3份及以上	3	ST &LT	0.75&0.76
高鹏, 2008	178	e	其它	3	LT	0.48
柏林, 2009	110	E	结合3份及以上	NA	ST	0.74
徐磊, 2019	510	e	其它	1	LT	0.48
王振, 2017	477	e	其它	NA	LT	0.50
宋建, 2015	209	e	McAlliste (1995)	NA	LT	0.58
张秀娥, 2012	112	e	其它	NA	LT	0.89
邝光明, 2012	339	e	其它	1	LT	0.63
黄海艳, 2011	496	e	结合2份	1	LT	0.63
张伟明, 2011	103	e	McAllister (1995)	NA	VT	0.48
程德俊, 2010	158	e	McAllister (1995)	NA	LT	0.34
王国顺, 2011	469	e	结合3份及以上	NA	LT	0.74
瞿焱, 2014	247	e	其它	NA	LT	0.09
Wang, 2017	315	e	结合2份	NA	ST	0.49
Khan, 2015	153	w	McAllister (1995)	1	LT	0.43
Nielsen, 2009	120	e	结合2份	NA	ST	-0.05
Xu, 2010	65	e	其它	NA	LT	0.55
Charterina, 2018	202	w	结合3份及以上	NA	LT	0.69
TSAI, 2012	68	e	McAllister (1995)	1	LT	0.18
Golipour, 2011	210	w	其它	NA	LT&VT&ST	0.61&0.75&0.76
Wang, 2018	173	e	结合3份及以上	NA	ST	0.46
Wu, 2011	183	e	其它	NA	LT	0.19
Wu, 2016	409	e	结合3份及以上	3	ST&LT	0.75&0.76
Xie, 2018	294	e	其它	2	VT	0.76
Zhang, 2018	276	e	结合2份	NA	LT	0.36
Liao, 2006	254	e	其它	1	VT	0.39
Brattstro?m, 2012	99	w	结合3份及以上	NA	LT	0.48
Akhtar, 2019	273	e	结合3份及以上	3	LT	0.50
Lei, 2019	389	e	其它	NA	LT	0.71
Marane, 2012	245	w	Schoorman et al. (1996)	NA	VT	0.76
Wei, 2018	263	w	其它	NA	ST	0.13
Olander, 2015	80	w	结合3份及以上	NA	ST	0.14
Jo, 2012	365	e	其它	NA	ST	0.27
LEE, 2015	316	w	McAllister (1995)	NA	VT	0.13
JAVED, 2017	205	w	其它	NA	VT	0.34
Masood, 2017	587	w	其它	NA	VT	0.36
Afsar, 2018	539	w	McAllister (1995)	NA	VT	0.41
Hughes, 2018	99	w	结合3份及以上	NA	VT&LT	0.24&0.01
Jo, 2015	350	e	其它	NA	VT&ST	0.27&0.47
Carmeli, 2009	172	w	Robinson (1996)	1	VT	0.27
Rodrigues, 2013	244	w	Schoorman et al. (1996)	NA	VT	0.37
Ruppel, 2000	111	w	其它	NA	VT	0.25
Shih, 2017	142	w	其它	3	LT	0.03
Yu, 2018	935	e	其它	NA	ST	0.23
Wang, 2007	219	e	其它	2	VT	0.28
Xu, 2016	199	e	McAllister (1995)	NA	LT	0.18
Zhang, 2014	322	e	McAllister (1995)	1	VT	0.56
Zhang, 2015	222	e	其它	3	VT	0.07
Ozturk, 2019	159	w	Robinson (1996)	NA	VT	0.41
Madjar, 2009	176	w	McAllister (1995)	NA	VT	0.27
George, 2007	161	w	McAllister (1995)	NA	VT	0.16

论文信息	样本量	文化	测量工具	知识水平	信任类型	效应量(r)
耿甜甜, 2015	184	e	其它	3	LT	-0.15
吴志新, 2016	330	e	McAllister (1995)	1	LT	0.53
丁琳, 2016	168	e	Schoorman et al. (1996)	2	VT	0.48
何洁, 2013	239	e	其它	NA	ST	0.37
彭雪鸽, 2017	190	e	McAllister (1995)	1	VT	0.002
范恒, 2017	233	e	McAllister (1995)	1	VT	0.11
李宏利^a, 2018	449	e	McAllister (1995)	NA	VT	0.2
李宏利^b, 2018	318	e	McAllister (1995)	NA	VT	0.45
杜恒波, 2018	327	e	McAllister (1995)	NA	LT	0.29
尉佳芸, 2014	342	e	McAllister (1995)	NA	LT	0.21
彭山草, 2018	286	e	结合3份及以上	NA	ST	0.59
张峰, 2017	174	e	McAllister (1995)	NA	VT	0.25
刘爽, 2017	340	e	其它	3	LT&ST&VT	0.61&0.77&0.61
吴媚, 2017	385	e	其它	NA	ST	0.52
倪清, 2017	268	e	McAllister (1995)	2	LT	0.54
张明会, 2016	276	e	结合2份	2	ST	0.75
朱蕾, 2017	174	e	结合2份	NA	VT	0.10
汪小钗, 2016	203	e	其它	NA	ST	0.28
于妍, 2015	307	e	McAllister (1995)	1	LT	0.39
张慧琴, 2016	296	e	初浩楠(2008)	3	LT	0.46
艾睿楠, 2015	161	e	其它	1	LT&ST&VT	0.12&0.27&0.37
刘慧, 2013	236	e	McAllister (1995)	2	LT	0.72
张浠铃, 2013	253	e	其它	2	ST&VT&LT	0.89&0.87&0.79
乐恩凤, 2013	304	e	其它	1	LT	0.60
何斌, 2013	236	e	McAllister (1995)	1	LT	0.209
刘少红, 2013	177	e	结合2份	1	ST	0.31
王雁飞, 2012	311	e	结合2份	NA	ST	0.23
沈勇, 2012	128	e	初浩楠(2008)	NA	LT	0.24
郐璐晶, 2011	305	e	结合3份及以上& Robinson (1996)	1	VT&ST	0.56&0.59
刘玲, 2011	149	e	Robinson (1996)	1	ST	0.86
徐文昕, 2011	158	e	McAllister (1995)	1	LT	0.31
白云涛, 2008	288	e	结合2份	NA	VT	0.17
王晓丽, 2010	130	e	Schoorman et al. (1996)	1	VT&LT	0.74&0.75
赖海联, 2011	126	e	其它	NA	LT	0.42
赵航, 2016	409	e	结合2份&结合3份及以上	3	ST &LT	0.75&0.76
高鹏, 2008	178	e	其它	3	LT	0.48
柏林, 2009	110	E	结合3份及以上	NA	ST	0.74
徐磊, 2019	510	e	其它	1	LT	0.48
王振, 2017	477	e	其它	NA	LT	0.50
宋建, 2015	209	e	McAlliste (1995)	NA	LT	0.58
张秀娥, 2012	112	e	其它	NA	LT	0.89
邝光明, 2012	339	e	其它	1	LT	0.63
黄海艳, 2011	496	e	结合2份	1	LT	0.63
张伟明, 2011	103	e	McAllister (1995)	NA	VT	0.48
程德俊, 2010	158	e	McAllister (1995)	NA	LT	0.34
王国顺, 2011	469	e	结合3份及以上	NA	LT	0.74
瞿焱, 2014	247	e	其它	NA	LT	0.09
Wang, 2017	315	e	结合2份	NA	ST	0.49
Khan, 2015	153	w	McAllister (1995)	1	LT	0.43
Nielsen, 2009	120	e	结合2份	NA	ST	-0.05
Xu, 2010	65	e	其它	NA	LT	0.55
Charterina, 2018	202	w	结合3份及以上	NA	LT	0.69
TSAI, 2012	68	e	McAllister (1995)	1	LT	0.18
Golipour, 2011	210	w	其它	NA	LT&VT&ST	0.61&0.75&0.76
Wang, 2018	173	e	结合3份及以上	NA	ST	0.46
Wu, 2011	183	e	其它	NA	LT	0.19
Wu, 2016	409	e	结合3份及以上	3	ST&LT	0.75&0.76
Xie, 2018	294	e	其它	2	VT	0.76
Zhang, 2018	276	e	结合2份	NA	LT	0.36
Liao, 2006	254	e	其它	1	VT	0.39
Brattstro?m, 2012	99	w	结合3份及以上	NA	LT	0.48
Akhtar, 2019	273	e	结合3份及以上	3	LT	0.50
Lei, 2019	389	e	其它	NA	LT	0.71
Marane, 2012	245	w	Schoorman et al. (1996)	NA	VT	0.76
Wei, 2018	263	w	其它	NA	ST	0.13
Olander, 2015	80	w	结合3份及以上	NA	ST	0.14
Jo, 2012	365	e	其它	NA	ST	0.27
LEE, 2015	316	w	McAllister (1995)	NA	VT	0.13
JAVED, 2017	205	w	其它	NA	VT	0.34
Masood, 2017	587	w	其它	NA	VT	0.36
Afsar, 2018	539	w	McAllister (1995)	NA	VT	0.41
Hughes, 2018	99	w	结合3份及以上	NA	VT&LT	0.24&0.01
Jo, 2015	350	e	其它	NA	VT&ST	0.27&0.47
Carmeli, 2009	172	w	Robinson (1996)	1	VT	0.27
Rodrigues, 2013	244	w	Schoorman et al. (1996)	NA	VT	0.37
Ruppel, 2000	111	w	其它	NA	VT	0.25
Shih, 2017	142	w	其它	3	LT	0.03
Yu, 2018	935	e	其它	NA	ST	0.23
Wang, 2007	219	e	其它	2	VT	0.28
Xu, 2016	199	e	McAllister (1995)	NA	LT	0.18
Zhang, 2014	322	e	McAllister (1995)	1	VT	0.56
Zhang, 2015	222	e	其它	3	VT	0.07
Ozturk, 2019	159	w	Robinson (1996)	NA	VT	0.41
Madjar, 2009	176	w	McAllister (1995)	NA	VT	0.27
George, 2007	161	w	McAllister (1995)	NA	VT	0.16

信任类型	k	Q值	df (Q)	I²值	Tau²值	H值	CI_95%	%Var
水平信任	41	916.01^***	40	95.63	0.09	22.90	[0.50, 0.65]	4.99%
垂直信任	34	846.36^***	33	96.10	0.10	25.65	[0.34, 0.51]	5.74%
系统信任	24	83.93^***	23	97.23	0.13	3.50	[0.43, 0.64]	4.06%

信任类型	k	Q值	df (Q)	I²值	Tau²值	H值	CI_95%	%Var
水平信任	41	916.01^***	40	95.63	0.09	22.90	[0.50, 0.65]	4.99%
垂直信任	34	846.36^***	33	96.10	0.10	25.65	[0.34, 0.51]	5.74%
系统信任	24	83.93^***	23	97.23	0.13	3.50	[0.43, 0.64]	4.06%

自变量		N	k	r	SD_r	CI_95%	%Var	p
水平信任	主效应	10155	41	0.50	0.22	[0.50, 0.65]	4.99%
	调节变量
	东方	8730	33	0.51	0.21	[0.52, 0.68]	4.95%	> 0.05
	西方	1425	8	0.38	0.25	[0.24, 0.63]	7.01%
	测量手段
	McAllister	2413	11	0.43	0.16	[0.34, 0.62]	11.87%	< 0.05
	初浩楠	660	3	0.32	0.11	[0.25, 0.50]	39.07%
	其他	3666	15	0.45	0.24	[0.40, 0.67]	5.12%
	结合2份	1067	4	0.51	0.21	[0.33, 0.85]	3.96%
	结合3份及以上	2349	8	0.67	0.17	[0.59, 0.88]	2.97%
	知识水平
	高	2089	7	0.55	0.25	[0.36, 0.73]	2.61%	> 0.05
	中	899	4	0.58	0.26	[0.32, 0.82]	3.07%
	低	3031	11	0.49	0.14	[0.40, 0.56]	11.33%
垂直信任	主效应	8513	34	0.38	0.22	[0.34, 0.51]	5.74%
	调节效应
	东方	5289	21	0.39	0.25	[0.31, 0.55]	4.68%	> 0.05
	西方	3224	13	0.38	0.18	[0.31, 0.53]	8.96%
	测量手段
	McAllister	3323	12	0.28	0.16	[0.22, 0.43]	11.71%	< 0.05
	Robinson	331	2	0.34	0.07	[0.26, 0.49]	89.07%
	Schoorman, Mayer&Davis	787	4	0.58	0.17	[0.39, 0.82]	5.61%
	其他	2253	9	0.52	0.27	[0.36, 0.79]	2.62%
	结合2份	1415	5	0.29	0.10	[0.22, .042]	28.87%
	结合3份及以上	404	2	0.48	0.14	[0.36, 0.68]	25.34%
	知识水平
	高	562	2	0.49	0.34	[0.02, 0.96]	1.79%	> 0.05
	中	934	4	0.63	0.23	[0.40, 0.85]	2.96%
	低	1767	8	0.38	0.22	[0.23, 0.53]	7.10%
系统信任	主效应	6824	24	0.48	0.23	[0.43, 0.64]	4.06%
	调节效应
	东方	6414	21	0.48	0.22	[0.43, 0.64]	4.01%	> 0.05
	西方	410	3	0.40	0.37	[0.08, 1.04]	4.75%
	测量手段
	Robinson	454	2	0.68	0.13	[0.60, 0.92]	11.54%	< 0.05
	其他	3238	9	0.43	0.21	[0.32, 0.64]	3.92%
	结合2份	2097	8	0.49	0.24	[0.38, 0.71]	4.93%
	结合3份及以上	1035	5	0.50	0.28	[0.31, 0.87]	3.75%
	知识水平
	高	749	2	0.69	0.07	[0.59, 0.79]	14.09%	> 0.05
	中	529	2	0.82	0.07	[0.72, 0.91]	9.28%
	低	326	2	0.56	0.27	[0.19, 0.93]	3.94%