Why and when proactive helping does not lead to future help: The roles of psychological need satisfaction and interpersonal competence

Chi, Nai‐Wen; Tu, Min-Hsuan; Wu, I-Heng

doi:10.1016/j.jvb.2022.103824

Cited by 5 publications

(4 citation statements)

References 75 publications

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“…Additionally, performing daily CCB provides employees with opportunities to demonstrate their competence (Bolino, 1999) by effectively handling unexpected tasks as requested by others. Therefore, employees are more likely to experience a sense of competence on these days (Chi et al., 2023) and attribute successful experiences to themselves in a way that promotes momentary OBSE.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…To reinforce this self‐concept, they are likely to conduct more interpersonal contributions, such as proactive helping (i.e., engaging in helping without being asked; Spitzmuller & Van Dyne, 2013). Proactive helping is self‐initiated and engaged to foster reputational benefits and fulfil competence needs (Chi et al., 2023). By performing these behaviours, employees can keep demonstrating they are helpful within the organization.Hypothesis Daily CCB will be positively related to next‐day momentary OBSE, which in turn will be positively related to next‐day proactive helping.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…This resource drain may push employees into a defensive mode of resource preservation (Hobfoll et al., 2018), leading to aggressive behaviours or interpersonal deviance . However, executing extra‐role behaviours can yield valuable resources, such as appreciation from supervisors and peers (Lam et al., 2016) or an enhanced sense of competence (Chi et al., 2023). Such benefits could enhance employees' organization‐based self‐esteem (OBSE; Pierce et al., 1989), which could motivate employees to perform subsequent proactive helping (Spitzmuller & Van Dyne, 2013) to further demonstrate their value.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Forced to be a good citizen: Exploring the bright‐ and dark‐side effects of daily compulsory citizenship behaviours on subsequent proactive helping and interpersonal deviance

Chi,

Lin,

Bruning

et al. 2023

J Occupat & Organ Psyc

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Compulsory citizenship behaviour (CCB) refers to extra‐role behaviours that are not necessarily voluntary or driven by goodwill, and are often conducted under duress or performed in response to supervisor or coworker pressure. The literature is currently unclear about whether these behaviours have negative, positive, or a nuanced combination of outcomes. We address this confusion by drawing on Conservation of Resources Theory to explain employees' daily depletion and organization‐based self‐esteem (OBSE) mechanisms that capture respective costs and benefits of daily CCB. We also explain how employees' extraversion and leader–member exchange (LMX) are critical boundary conditions of these effects. Using an experience sampling method, we collected data twice per day from 186 full‐time employees across 10 working days, yielding 1551 valid daily responses. The results of multilevel path analyses showed that: (a) daily CCB had a positive indirect effect on next‐day interpersonal deviance via increased ego depletion, with extraversion buffering this positive indirect effect; and (b) daily CCB had a positive indirect effect on next‐day proactive helping via increased OBSE, with LMX strengthening this positive indirect effect. These results suggest that employees' daily CCB has both costs (i.e., resource depletion) and benefits (i.e., positive self‐focused beliefs).

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Section: Theory and Hypothesesmentioning

confidence: 99%

Section: Theory and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Forced to be a good citizen: Exploring the bright‐ and dark‐side effects of daily compulsory citizenship behaviours on subsequent proactive helping and interpersonal deviance

Chi,

Lin,

Bruning

et al. 2023

J Occupat & Organ Psyc

View full text Add to dashboard Cite

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“…According to different motivations or causes, helping behavior is divided into proactive helping (which is motivated autonomously by fulfilling the innate psychological needs of the helper to be of assistance) and reactive helping (which is motivated extrinsically by the external pressure of reciprocating previous support and benefits from others), in which they have different theoretical bases, drivers, and consequences (Spitzmuller & Van Dyne, 2013). In addition, proactively helping others or helping without being asked benefits the organization's effective function (Parker, Wang, & Liao, 2019), which has recently become the focus of academic and practical attention (Chi, Tu, & Wu, 2023;Harari, Parke, & Marr, 2022). Thus, it is important to understand the causes and mechanisms of different helping behaviors so as to better identify different helping behaviors and then take targeted measures to promote proactive helping.…”

Section: Introductionmentioning

confidence: 99%

Exploring why and when workplace friendship has a differentiated effect on relationship norms and helping behavior: A relationship motivation theory approach

Wang,

Jiao,

Chen

2024

Preprint

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Although scholars have begun to focus on the complexity of workplace friendship as a collection of exchange relationships and communal relationships that contain conflicting exchange norms and communal norms (Pillemer & Rothbard, 2018), unfortunately, our elaborated understanding of whether the differentiated effects of workplace friendship on organizational citizenship behavior or not due to such complexity and, especially, boundary conditions for their differentiated influence are limited. Our purpose is to develop a motivational framework that reveals when and how differentiated helping is driven by workplace friendship via different relationship norms considering perceived relationship motivations. To do so, we argue that workplace friendship can lead to proactive helping and reactive helping through adherence to communal norms and exchange norms, respectively, and such a differentiated effect of workplace friendship hinges on employees’ perceived partners’ relationship motivation. Using multi-wave survey (Study 1) and experiment (Study 2) methods, we found that when employees perceive others are driven by autonomous relationship motivation, workplace friendship is positively related to communal norms, enhancing proactive helping, whereas when employees perceive others are driven by controlled relationship motivation attribution, workplace friendship is positively related to exchange norms, enhancing reactive helping. Our study contributes to the literature on workplace friendship and relationship motivation.

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From Helping to Helpful: a Social Network Examination of Workplace Helpfulness at Multiple Levels

Sheng,

Serban,

Cortina

et al. 2023

J Bus Psychol

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Why and when proactive helping does not lead to future help: The roles of psychological need satisfaction and interpersonal competence

Cited by 5 publications

References 75 publications

Forced to be a good citizen: Exploring the bright‐ and dark‐side effects of daily compulsory citizenship behaviours on subsequent proactive helping and interpersonal deviance

Forced to be a good citizen: Exploring the bright‐ and dark‐side effects of daily compulsory citizenship behaviours on subsequent proactive helping and interpersonal deviance

Exploring why and when workplace friendship has a differentiated effect on relationship norms and helping behavior: A relationship motivation theory approach

From Helping to Helpful: a Social Network Examination of Workplace Helpfulness at Multiple Levels

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