Subjects: Psychology >> Applied Psychology submitted time 2024-04-28
Abstract： As an important extra-role behavior in the workplace, helping behavior refers to voluntarily caring for others and helping them deal with work-related affairs. To date, most studies focused on either the antecedents of helping behavior or its influences on helping providers and receivers. However, the discussion on the effects of helping behavior on observers is still limited. According to social comparison theory and the peer influence literature, this research argues that observed coworker helping behavior influences observers’ cognitive and emotional reactions and, ultimately, their behaviors. On the one hand, after witnessing coworker helping behavior, observers may experience higher indebtedness toward coworkers and shame emotions, which enhances their helping behavior. On the other hand, we propose that after witnessing coworker helping behavior, observers may experience lower organization-based self-esteem and pride emotions, which reduces their helping behavior. Based on social comparison theory, we further focus on observers’ helping behavior and consider that it can moderate the effects of observed coworker helping behavior.
Hypotheses were tested using a multi-wave survey and three experiments from the Eastern and Western samples. An original sample (Study 1) of participants in a food supply company in China were invited to participate in the survey. An experiment (Study 2) manipulated observed coworker helping behavior and observers’ helping behavior and then measured observers’ indebtedness toward coworkers and organization-based self-esteem. An experiment (Study 3) manipulated indebtedness toward coworkers and organization-based self-esteem, and then measured observers’ emotions and helping behavior. Another experiment (Study 4) manipulated observed coworker helping behavior and observers’ helping behavior and then measured the remaining variables of the model.
The above studies supported our hypotheses. Results demonstrated that observed coworker helping behavior is positively related to observers’ indebtedness toward coworkers and shame emotions, which, in turn, is positively related to observers’ helping behavior. At the same time, observed coworker helping behavior is negatively related to observers’ organization-based self-esteem and pride emotions, which, in turn, is negatively related to observers’ helping behavior. Observers’ helping behavior moderates the effects of coworker helping behavior. Specifically, when their helping behavior is higher (versus lower), the effects of coworker helping behavior on indebtedness toward coworkers and organization-based self-esteem are weaker.
This study contributes to the helping behavior literature in several ways. First, our study provides a new direction for existing research on helping behavior by introducing the third-party perspective. Different from the previous studies, this study examines the psychological and behavioral responses of observers to observed coworker helping behavior, which transfers the traditional research perspective to the observers in the process of helping. Second, this study considers both positive and negative ways of observed coworker helping behavior in influencing observers’ helping behavior, explaining why observed coworker helping behavior is a double-edged sword for observers. Thus, this study provides a more complete picture of the psychological mechanisms by which observed coworker helping behavior affects observers’ subsequential behavior. Third, this study focuses on observers’ initial helping behavior as the boundary condition and explains when observers are more likely to react positively or negatively to observed coworker helping behavior. This examination helps us understand the third party’s response to observed coworker helping behavior more comprehensively and accurately.
Subjects: Psychology >> Management Psychology submitted time 2021-04-12
Abstract： "
Subjects: Psychology >> Management Psychology submitted time 2020-10-29
Abstract：文章基于资源保存理论，采用体验抽样法收集了一家商业银行114名员工及其配偶的数据。结果表明，在个体内层面，员工正念通过员工情感联结策略的中介作用影响其配偶家庭满意度及第二天早上工作投入；在个体间层面的配偶家庭负面情感表达调节了员工正念与员工情感联结策略的关系及员工情感联结策略的中介作用，即配偶家庭负面情感表达水平越高，员工正念对员工情感联结策略的影响及员工情感联结策略的中介作用相对更弱。
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2020-03-30
Abstract： " Heightening the quality of employee voice has been recognized as an important way to improve organizational effectiveness. However, previous studies have mainly focused on how to promote employees’ voice participation and quantity of voice, while ignoring the most essential issue – voice quality. To solve this problem, the present study aims to systematically research voice quality, including the connotation, measurement and antecedents of employee voice quality. The first study defines the connotation of employee voice quality based on grounded theory, and develops a scale of employee voice quality. The second study, drawing on implicit voice theory, explores the theoretical mechanisms linking leader and employee critical thinking to employee voice quality on both team and individual levels. This paper makes theoretical contributions by developing an employee voice quality framework and expanding the application of critical thinking and implicit voice theory.
Peer Review Status:Awaiting Review
Subjects: Psychology >> Social Psychology submitted time 2018-11-27
Abstract： "
Subjects: Psychology >> Social Psychology submitted time 2018-11-15
Abstract： In recent years, multiple religious priming paradigms have been used to explore the relationship between religions and morality. It has been found that religious initiation, on the one hand, could promote people's prosocial behaviors and urge people to obey moral rules; on the other hand, it could also activate out-group prejudice and stimulate the hostility to groups with conflicting values. Existing research suggests that specific religious beliefs mediate the influence of religious priming on morality. Variables such as intrinsic religion, gender, the priming method and connotation of the stimuli, and some personality traits would serve as moderators influence the relationship between religion and morality because they may have influence on specific religious beliefs. Future research could further focus on methodological innovation as well as the exploration of other mediators and integrate more cross-religious and cross-cultural perspectives with interdisciplinary collaboration.
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