The impact of trust in transformational leadership on the implementation of robotic process automation (RPA)

This study explored the
impact of trust in transformational leadership on the implementation of robotic
process automation (RPA) which to date has not been widely researched. The
study further explored whether if trust was present, its impact was to diminish
the fear of job losses. As part of this study, the integrative trust model
developed by Mayer, Schoorman & Davis was used to measure trust. To
understand these research questions a questionnaire was administered to
employees (N = 313) of which 224 were considered valid for the purpose of
testing. The results of the testing show that there was no relation between
trust in transformational leadership on the implementation of RPA, although
tests indicate that there is a chance that trust in transformational leadership
impacts the implementation of RPA. Similarly, the results showed that there was
no relationship between trust in transformational leadership and the fear of
job losses but there is a chance that trust impacts the fear of job losses. In
addition, the study showed that there were high levels of trust, belief in the
implementation of RPA and little fear of job losses. The findings offered
support for positive future developments in research and practice whilst
understanding the business problem relating to whether trust in
transformational leadership can influence the effective implementation of RPA
and lead to a decrease in the fear of job losses.

本研究旨在探讨变革型领导下的信任对机器人流程自动化（RPA）实施的影响，该领域迄今为止尚未得到广泛研究。研究进一步探究了，若存在信任，其影响是否会减轻对失业的恐惧。作为本研究的组成部分，Mayer、Schoorman和Davis共同开发的综合信任模型被用于测量信任。为了理解这些研究问题，对313名员工进行了问卷调查（其中224份问卷被认为符合测试目的）。测试结果显示，变革型领导下的信任与RPA的实施之间不存在关联，尽管测试表明变革型领导下的信任可能对RPA的实施产生一定影响。同样，结果也表明，变革型领导下的信任与对失业的恐惧之间不存在关系，但信任可能对减轻失业恐惧具有潜在影响。此外，研究显示，信任水平较高，对RPA实施的信念坚定，对失业的恐惧感较低。这些发现为研究与实践中的积极未来发展趋势提供了支持，同时有助于理解与变革型领导下的信任是否能够影响RPA的有效实施并减轻失业恐惧相关的商业问题。