| Summary: | 碩士 === 國立臺北商業技術學院 === 國際商務系碩士班 === 102 === Many researchers and managers are focus on that how to make the employees willing to maintain a long-term relationship with the organization.Since the trust is the key of maintaining long-term relationships, This study is to explore that how to improve the relationship of vertically interpersonal trust between subordinate and supervisor to organizational commitment of subordinate.As well the personal factors of supervisor and subordinate will also affect the trust, so the factors are involved in this study.Therefore the principle of this study is to explore the vertical interpersonal trust.Furthermore, infers that the influence of the relationship of supervisor factors ( including Centralized leadership and Authentic leadership ) and subordinate personal factors ( including the propensity to trust and Communication satisfaction ) to subordinate feeling trusted by supervisor and subordinate trusted to supervisor. The study also explores that the influence of the relationship of subordinate perceiveing trusted by supervisor and trusted the supervisor to subordinate ’s organizational commitment. The focus was on worker who have worked on business.The study was conductsd by collecting 393 valid questionnaires.The study resulted in the following conclusions.The results of this paper could serve as a reference for business managers.
1. Supervisor ’s Authentic leadership has a significant positive effect on subordinate perceiveing trusted by supervisor ,trusted the supervisor and organizational commitment. Centralized leadership have no impact on those.
2. Subordinate’s the propensity to trust and Communication satisfaction have a significant positive effect on subordinate perceiveing trusted by supervisor ,trusted the supervisor and organizational commitment.
3. Subordinate perceiveing trusted by supervisor have a significant positive effect on subordinate trusted the supervisor.
4. Subordinate perceiveing trusted by supervisor and trusted the supervisor have a significant positive effect on organizational commitment.
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