摘要
虽然助人行为对团队和组织的积极影响已经得到普遍认可,但其对施助者的影响究竟是积极的还是消极的,学术界目前还未能形成一致意见。本文基于资源保存理论,考察员工助人行为对其自身职业成长所产生的"过犹不及"影响效应,认为员工助人行为与职业成长呈倒U型关系,角色压力在上述关系中起中介传导作用,而且工作自主性能调节员工助人行为与职业成长的关系。通过对312名员工数据进行层次回归分析,上述假设得到了支持。本研究丰富了员工助人行为对施助者工作结果的影响效应研究,对组织辩证看待员工助人行为、实现个人与组织互利共赢具有一定启示作用。
Although the positive impact of helping behavior on teams and organizations has been widely recognized,there is no consensus on whether it has a positive or negative impact on helpers.Based on the conservation of resource theory,this paper assumes there is an inverted U-shaped relationship between employees helping behavior and their career growth.Besides,the inverted-U relationship between employees helping behavior and their career growth is mediated by role stressor and negatively moderated by job autonomy.Through the hierarchical regression analysis of the 312 employees’ data,the above hypothesis is supported.These findings enrich the research on the implications of helping behavior for helper and suggest that the organization should make a dialectical view of employees helping behavior and facilitate the realization of win-win results for individuals and the organization.
作者
陈晓暾
陈欢
罗文春
Chen Xiaotun;Chen Huan;Luo Wenchun(College of Economics and Management,Shaanxi University of Science&Technology,Xi'an 710021)
出处
《中国人力资源开发》
CSSCI
北大核心
2020年第4期51-63,共13页
Human Resources Development of China
基金
国家社会科学基金项目(14XJY007)
陕西省教育厅2018年度重点科学研究计划项目(18JZ011)。
关键词
员工助人行为
职业成长
角色压力
工作自主性
资源保存理论
Employees Helping Behavior
Career Growth
Role stressor
Job Autonomy
Conservation of Resources Theory
