We examine the impact of performance management (PM) and metric quality on trust and performance in healthcare organizations. Prior research found that PM can elicit feelings of distrust, as healthcare professionals can perceive control as curbing their autonomy. We examine whether the quality of metrics (i.e., their accuracy, sensitivity, and verifiability) can help PM to enhance interpersonal trust in healthcare settings. We mobilize self-determination theory (SDT) and argue that PM using high-quality metrics can address managers' needs for competence and autonomy, which in turn can impact interpersonal trust and unit performance. Using survey data from 152 middle managers in healthcare settings, we find that metric quality moderates the relationship between PM and interpersonal trust, which is subsequently positively linked with unit performance. Also, we find that action control and cultural control are positively associated with interpersonal trust. We complement literature on the control-trust nexus by highlighting the importance of metric quality, and by showing which forms of control can be instrumental in creating a high-trust work environment.

中文翻译：

---

绩效管理、指标质量和信任度：来自医疗保健组织的调查证据


我们研究了绩效管理 （PM） 和指标质量对医疗保健组织的信任和绩效的影响。先前的研究发现，PM 会引起不信任感，因为医疗保健专业人员可能会认为控制限制了他们的自主性。我们研究了指标的质量（即它们的准确性、敏感性和可验证性）是否可以帮助 PM 在医疗保健环境中增强人际信任。我们动员了自我决定理论 （SDT），并认为使用高质量指标的 PM 可以满足管理者对能力和自主性的需求，这反过来又会影响人际信任和单位绩效。使用来自医疗保健环境中 152 名中层管理人员的调查数据，我们发现指标质量调节了 PM 与人际信任之间的关系，随后与单位绩效呈正相关。此外，我们发现行动控制和文化控制与人际信任呈正相关。我们通过强调指标质量的重要性，并展示哪些形式的控制有助于创造高度信任的工作环境，对关于控制-信任关系的文献进行了补充。