Purpose

Supply chain has long faced a persistent workforce shortage. To help both organizations and the field create environments that are more conducive to employee retention, the authors investigate the outcomes of supply chain employee trust in their supervisor.

Design/methodology/approach

Applying person-environment fit theory, the authors evaluate the well-established antecedents to trust in supervisor ability, benevolence and integrity (ABI) relative to person-job (P-J) fit and person-vocation (P-V) fit of US supply chain employees.

Findings

Confirmatory factor analysis indicates that ABI is best modeled as dimensions of a second-order formative trust construct rather than as its antecedents. However, PLS-SEM provides somewhat unconvincing support for the impacts of ABI-trust. Instead, qualitative comparative analysis (QCA) delineates that all three ABI dimensions are not always needed for P-J and P-V fit in supply chain. Some employees respond to affective-based (i.e. benevolence) trust and others to cognitive-based (i.e. ability and integrity) trust.

Practical implications

The QCA results offer specific recommendations for supply chain organizations to enhance employee trust in supervisors to succeed in the struggle for labor.

Originality/value

The results counter extant trust theory, encouraging scholars to consider ABI as distinct dimensions of trust. The study also demonstrates the importance of considering QCA in supply chain research to meaningfully expand contributions to theory and practice.

中文翻译：

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供应链工作和职业契合：与主管能力、仁慈和诚信的联系

目的

供应链长期以来面临持续的劳动力短缺问题。为了帮助组织和现场创造更有利于员工保留的环境，作者调查了供应链员工对其主管的信任结果。

设计/方法论/途径

作者运用人与环境契合理论，评估了美国供应链员工相对于人与工作（PJ）契合度和人与职业（PV）契合度而言对主管能力、仁慈和正直（ABI）的信任的既定前提。

发现

验证性因素分析表明，ABI 最好建模为二阶形成性信任结构的维度，而不是其前因。然而，PLS-SEM 对 ABI 信任的影响提供了一些令人信服的支持。相反，定性比较分析 (QCA) 表明，PJ 和 PV 融入供应链并不总是需要所有三个 ABI 维度。有些员工回应基于情感（即仁慈）的信任，而另一些员工则回应基于认知（即能力和诚信）的信任。

实际影响

QCA 结果为供应链组织提供了具体建议，以增强员工对主管的信任，从而在劳工斗争中取得成功。

原创性/价值

结果与现有的信任理论相反，鼓励学者将 ABI 视为信任的不同维度。该研究还证明了在供应链研究中考虑 QCA 对于有意义地扩大对理论和实践的贡献的重要性。