目前公司治理研究大多研究关注正式的控制和监督机制的作用，缺乏对信任这一非正式因素作用的关注。大股东与经理人间的信任关系相比正式的制度安排，更具灵活性，因为在管家理论视角下，它有利于促进双方长期导向的代理关系，有利于激发经理人发挥主观能动性去创新。然而，很少有研究探讨代理关系中信任机制如何影响经理人创新特征的形成。因此，本文从信任的情感和认知两个维度解释大股东与经理人之间的信任对后者创新动力和能力的影响过程与机理。通过对174个企业样本的实证分析，发现：两种信任方式对经理人的创新能力都有正向促进作用，但两者的作用方式存在差异；创新动力部分中介情感信任和创新能力两者间的关系。文章最后讨论了这些结论的理论和实践价值，并给出了未来研究的方向。

Corporate governance research usually focuses on the roles of formal control and monitoring mechanisms, while little attention has been paid on the roles of informal trust mechanism within agency relationships. Compared to formal governance mechanisms, trust mechanism is viewed to be more flexible. As argued by stewardship theory, it facilitates agency relationships with long-term orientation and can induce managers’ motivation to innovation. However, scant research has examined the role of trust between large shareholders and managers in shaping managers’ innovation intentions and abilities. Therefore, this paper focuses on two dimensions of such trust, namely affect-based trust and cognition-based trust, and researches the influencing mechanisms among trust, innovative motivations, and innovative abilities. Based on 174 Chinese firm samples, we find that both types of trust have positive but different influences on managers’ innovation capability, since the effect of affect-based trust partially mediated by managers’ innovative motivation. Then, this study discusses the findings of this paper and shares some insights into future research.