员工的帮助行为:利己还是利他——基于管理者-员工双方归因的响应面分析  

Employee's Helping Behavior:Egoistic or Altruistic?Based on the Response Surface Analysis of Manager-Employee motives'Attribution

作　　者：苏晓艳 马晨辉 朱玉妤 SU Xiaoyan;MA Chenghui;ZHU Yuyu(International Business School,Jinan University,Zhuhai 519070,China)

机构地区：[1]暨南大学国际商学院,广东珠海519070

出　　处：《科学学与科学技术管理》2023年第2期165-182,共18页Science of Science and Management of S.& T.

基　　金：国家社会科学基金项目(19BJY192);广东省软科学基金项目(2019A101002023);广东省联合培养研究生示范基地项目(2017JNU-ZHFS006)。

摘　　要：应用动机归因理论,基于231对管理者—员工配对问卷数据,通过多项式回归和响应面技术分析管理者他评与员工自评帮助行为动机归因一致性与员工绩效评估的关系。结果发现:(1)管理者与员工报告的利他动机的一致性水平高于二者报告的利己动机的一致性。(2)当管理者报告的员工帮助行为动机与员工自我报告帮助行为动机一致时,利他动机的一致性越高,越有利于员工获得积极的绩效评估;利己动机的一致性越高,越不利于员工获得积极的绩效评估。(3)当管理者与员工报告的员工帮助行为动机不一致时,如果员工自评利己动机而管理者报告为利他动机,则对员工绩效评估有积极影响;如果员工自评利他动机而管理者报告为利己动机,则对员工的绩效评估不利。As an extra-role behavior,helping behavior creates a cooperative atmosphere among colleagues,maintains a harmonious relationship between organizational members,and improves the job performance of the assisted colleagues and teams.So more and more organizations encourage employees to show helping behavior.However,in the existing study,there is no consistent conclusion on whether helping behaviors are beneficial to employees who show helping behaviors.Some studies suggest that employees'helping behaviors make up for team deficiencies and improve the efficiency of colleagues and organizations.Managers should give positive performance evaluations to employees who show helping behaviors.However,a few scholars have discussed the"cost of helping".Given the amount of individual resource is limited,task performance and helping behavior constitute a resource competition relationship.If the helping behavior consumes too much time and energy,which will have a negative influence on the completion of the employee's taskperformance.Using 231 dyads of manager-employee questionnaires,this present study applied motive attribution theory to investigate the influence of consistency of motives attribution of helping behavior between manager's report and employee's self-report on employee performance evaluation and how the consistency of motives attributed affect employee's performance assessment through the polynomial regression and response surface technology.Results show that:(1)The level of consistency between the altruistic motives reported by managers and employees respectively is higher than that the egoistic motives reported by managers and employees.(2)When the employee's motive for helping behavior reported by the manager is consistent with the employee's self-reported motive,the consistency of altruistic motive is positive to employee performance evaluation,while the consistency of egoistic motive is negative to employee performance evaluation.Further more,the higher the consistency of altruistic motive is,the higher perfor

关 键 词：帮助行为 利他动机归因 利己动机归因 绩效评估 响应面分析 

分 类 号：F272.2[经济管理—企业管理]