一个好汉三个帮:基于自我评价的员工受助与工作绩效机制研究  

Two Heads are Better Than One:Research on the Mechanism of Employees Receiving Help and Job Performance from the Perspective of Self-evaluation

作　　者：詹元芳 望家晴 龙立荣[2] 黄世英子 Zhan Yuanfang;Wang Jiaqing;Long Lirong;Huang Shiyingzi(School of Economics and Business Administration,Central China Normal University,Wuhan,430079;School of Management,Huazhong University of Science and Technology,Wuhan,430074)

机构地区：[1]华中师范大学经济与工商管理学院,武汉430079 [2]华中科技大学管理学院,武汉430074

出　　处：《珞珈管理评论》2023年第2期19-34,共16页Luojia Management Review

基　　金：国家自科面上项目“知恩图报还是恩将仇报?帮助者和受助者互动视角的帮助行为研究”(项目批准号:71772072);国家自科重点项目“基于价值共创共享的平台型企业组织行为研究:组织协同力视角”(项目批准号:72132001)。

摘　　要：知识经济时代,帮助行为作为一种亲社会行为一直备受学者关注。基于自我评价理论,从受助者的视角出发,探讨了组织情境下员工接受帮助影响工作绩效的自我评价机制,以及员工宜人性在这一过程中所起的调节作用。分析354名员工三阶段的问卷调查数据,结果发现:(1)接受帮助通过提升员工基于认知的被信任感知正向影响其任务绩效;(2)接受帮助通过提升员工基于情感的被信任感知正向影响其人际公民行为;(3)宜人性正向调节了接受帮助与基于认知的被信任感知和基于情感的被信任感知之间的关系,即宜人性高的员工接受帮助会有更高的基于认知和情感的被信任感知。In the era of the knowledge economy,helping behavior as a kind of pro-social behavior has attracted much attention of scholars.From the perspective of the recipients,this paper explores the self-evaluation mechanisms that employees receiving help affects their job performance in the organizational context based on the self-evaluation theory,and the moderating role of employee agreeableness in this process.Through the three-stage questionnaire survey data of 354 employees,the results show that:(1)employees receiving help positively affects their task performance through cognitive-based felt trusted;(2)employees receiving help positively affects their interpersonal citizenship behavior through affective-based felt trusted;(3)agreeableness positively moderates the relationship between receiving help and cognitive-based felt trusted,as well as affective-based felt trusted;that is,employees with higher agreeableness will have higher cognitive and affective felt trusted when receiving help.

关 键 词：接受帮助 基于情感的被信任感知 基于认知的被信任感知 工作绩效 宜人性 

分 类 号：F270[经济管理—企业管理]