Search results

1 – 10 of over 155000
To view the access options for this content please click here
Article
Publication date: 28 May 2021

Shih Yung Chou, Thuy Nguyen, Charles Ramser and Tree Chang

Integrating the social exchange perspective of helping behavior with self-determination theory (SDT), this study seeks to examine the impact of employees' psychological…

Abstract

Purpose

Integrating the social exchange perspective of helping behavior with self-determination theory (SDT), this study seeks to examine the impact of employees' psychological needs on perceived organizational justice and the impact of perceived organizational justice on employees' helping behavior.

Design/methodology/approach

Cross-sectional and cross-organizational data were obtained from 177 full-time employees employed in 12 small- and medium-sized oil and gas service companies. A partial least squares approach using SmartPLS was employed to test the hypotheses.

Findings

Results illustrate that the psychological need for competence and need for autonomy are positively related to perceived distributive and procedural justice, respectively. Moreover, perceived distributive and procedural justice are related to helping behavior. Furthermore, perceived distributive justice fully mediates the relationship between the psychological need for competence and helping behavior, whereas perceived procedural justice partially mediates the relationship between the psychological need for autonomy and helping behavior.

Originality/value

From a theoretical standpoint, this study offers some theoretical explanations for how the basic psychological needs identified by SDT activate employees' perceived organizational justice. Practically, this study offers several managerial recommendations that help managers manage helping behavior in the organization effectively.

Details

International Journal of Productivity and Performance Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-0401

Keywords

To view the access options for this content please click here
Article
Publication date: 15 July 2020

Zhenduo Zhang, Li Zhang, Jing Xiu and Junwei Zheng

Based on the social cognitive theory, this research analyzed the helping behavior of leaders and its trickle-down effect on an employee's helping behavior. Additionally…

Abstract

Purpose

Based on the social cognitive theory, this research analyzed the helping behavior of leaders and its trickle-down effect on an employee's helping behavior. Additionally, this study analyzed the relationship between an employee's helping behavior and thriving at work.

Design/methodology/approach

Cellphones were used to collect data using the experience sampling method from 74 participants over five consecutive days (N = 370), and the conceptual model was analyzed at the episode level.

Findings

This research examined the helping behavior of employees and its role in mediating the relationship between a leader's helping behavior and an employee's thriving at work. Psychological availability moderates this indirect relationship; and high psychological availability increases the indirect influence of a leader's helping behavior on an employee's helping behavior, which in turn increases employee's thriving at work.

Originality/value

The findings of this research shed light on a new social cognitive mechanism through which the helping behavior of leaders enhances an employee's thriving at work.

Details

Leadership & Organization Development Journal, vol. 41 no. 6
Type: Research Article
ISSN: 0143-7739

Keywords

To view the access options for this content please click here
Article
Publication date: 7 September 2020

Ubedullah Memon, Anees Janee Ali, Zaib Un Nisa and Zahid Hussain Pathan

The purpose of this paper is to curtail the negative effect of job stress on the female teachers’ helping behavior amidst terrorism threat through their dispositional mindfulness.

Abstract

Purpose

The purpose of this paper is to curtail the negative effect of job stress on the female teachers’ helping behavior amidst terrorism threat through their dispositional mindfulness.

Design/methodology/approach

A quantitative research design surveyed a self-administered questionnaire from the female teachers serving in the hard areas of Pakistan. To analyze the data, descriptive and interferential statistics were performed in SPSS (version 23) and SmartPLS3.

Findings

The results revealed the significant positive relationship between teachers’ perceived threats of terrorism and their job stress. The findings also confirmed the significant negative relationship between teachers’ job stress and their helping behavior, and vice-versa. Further, the indirect effect of teachers’ perceived threats of terrorism on helping behavior through their job stress was confirmed. Finally, the moderating effect of dispositional mindfulness to weaken the negative relationship between teachers’ job stress and their helping behavior was also found significant. The results also showed that the job stress of female teachers accounted for 12.9% of variance in their helping behavior.

Research limitations/implications

To address complex ethical issues, relying solely on a research method cannot provide deep insights. Hence, future scholars are directed to combine elements of quantitative and qualitative research methods to investigate female teachers’ helping behavior in grievous conditions. Notwithstanding, the present study revitalizes educational institutions through teachers’ helping behavior in the risky work environment.

Originality/value

Since the past two decades, female education has witnessed exponential growth in terrorist attacks, but there is a scanty research on the vulnerability of female teachers in Pakistan. Nevertheless, the present study is limited yet of the highest importance to foster teachers’ helping behavior in the risky work environment.

Details

International Journal of Ethics and Systems, vol. 36 no. 4
Type: Research Article
ISSN: 2514-9369

Keywords

To view the access options for this content please click here
Article
Publication date: 14 March 2016

Byoung Kwon Choi and Hyoung Koo Moon

Building on trait activation theory, theory of other orientation, and self-perception theory, the purpose of this paper is to examine how employees’ perceptions of helping

Downloads
1688

Abstract

Purpose

Building on trait activation theory, theory of other orientation, and self-perception theory, the purpose of this paper is to examine how employees’ perceptions of helping efficacy and instrumentality influence the relationship between their prosocial motive and helping behavior.

Design/methodology/approach

Data from 304 supervisor-subordinate dyads in South Korea were analyzed. Hypotheses were tested using hierarchical multiple regression.

Findings

The results show that prosocial motive had a stronger positive influence on helping behavior among employees with high levels of helping efficacy. However, contrary to our expectation, prosocial motive was more positively related to helping behavior when employees had high levels of helping instrumentality.

Practical implications

Organizations need to present employees with effective, standardized work procedures to make them feel efficacy in helping others. It is also necessary for organizations to consider helping behavior an important factor in performance evaluation and to signify to employees that helping behavior will be rewarded.

Social implications

Helping behavior is critical for the effectiveness of both organizations and society at large; voluntarily helping people can enhance various kinds of performance at the societal level and can contribute to people’s welfare. Thus, it is necessary to teach people how to help others and to recognize helping behavior.

Originality/value

This study contributes to the understanding of when the influence of prosocial motive on helping is more strongly activated by incorporating employees’ perceptions of the contexts in which helping behavior operates – efficacy and instrumentality.

Details

Journal of Managerial Psychology, vol. 31 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

To view the access options for this content please click here
Article
Publication date: 11 April 2019

Hongdan Zhao and Limin Guo

Drawing on the conservation of resources (COR) theory, this study aims to examine the influence of abusive supervision on hospitality employees’ helping behaviors

Abstract

Purpose

Drawing on the conservation of resources (COR) theory, this study aims to examine the influence of abusive supervision on hospitality employees’ helping behaviors, especially, the joint moderating effects of proactive personality and ability to manage resources (i.e. RMA) in the hypothesized relationship.

Design/methodology/approach

Using a two-phase design, this study gathered data from 353 employees of ten hotels located in China. To test the hypotheses, the study conducted a series of hierarchical multiple regression analyses.

Findings

Findings demonstrated that abusive supervision was negatively related to hotel employees’ helping behaviors. Moreover, both proactive personality and RMA jointly moderated the abusive supervision–helping behavior relationship. Specifically, when both proactive personality and RMA had high degrees, the abusive supervision–employees’ helping behaviors linkage was weakest. Conversely, the strongest impact of abusive supervision on employees’ helping behaviors occurred when both proactive personality and RMA were low.

Practical implications

Hotel managers should reduce mistreatment and cultivate employees’ both proactive personality and RMA, to inhibit the decline of helping behavior resulting from abusive supervision.

Originality/value

First, the current study provides a novel theoretical underpinning of the COR theory to explain the abusive supervision–helping behavior association, particularly in the hospitality context. Second, this study contributes to the boundary effects of abusive supervision on helping behavior by investigating the moderating roles of individual differences (i.e. proactive personality and RMA).

Details

International Journal of Contemporary Hospitality Management, vol. 31 no. 4
Type: Research Article
ISSN: 0959-6119

Keywords

To view the access options for this content please click here
Article
Publication date: 7 March 2016

Colette Hoption

The purpose of this paper is to examine potential consequences of helping behaviors on leader and follower relationship satisfaction and transformational leadership (TFL…

Downloads
1509

Abstract

Purpose

The purpose of this paper is to examine potential consequences of helping behaviors on leader and follower relationship satisfaction and transformational leadership (TFL) ratings. It is argued that follower helping behaviors can violate leaders’ and followers’ expectations of each other, and especially disadvantage male leaders because of gender-role stereotypes.

Design/methodology/approach

Two studies were conducted. In Study 1, data were collected from 61 dyads (25 male and 34 female supervisors, 23 male and 38 female subordinates, two participants did not disclose their gender; M age=35.56 years, SD=10.41). In Study 2, data were collected from 125 participants (66 female and 58 male subordinates, 22 female and 25 male supervisors; 79 respondents did not disclose their gender; M age=39.21 years, SD=11.25).

Findings

Helping behaviors were positively associated with relationship satisfaction suggesting that leaders were amenable to receiving help from followers (Study 1). However, follower helping behaviors were negatively related to TFL ratings for male but not female leaders (Study 2).

Research limitations/implications

While leaders may be amenable to increased follower involvement in leadership, future research is needed to investigate followers’ openness to, and intentions behind increasing their involvement in leadership, as well as strategies for leaders to mitigate unintended consequences.

Practical implications

For the sake of their TFL ratings, leaders should minimize any direct benefit from follower helping behaviors, and emphasize how follower helping behaviors aid follower development and/or benefit the organization.

Originality/value

The findings illustrate the dual-nature of follower helping behaviors: they have the potential to enhance leader relationship satisfaction, and also compromise perceptions of TFL.

Details

Leadership & Organization Development Journal, vol. 37 no. 1
Type: Research Article
ISSN: 0143-7739

Keywords

To view the access options for this content please click here
Article
Publication date: 3 April 2018

Dirk De Clercq, Inam Ul Haq, Usman Raja, Muhammad Umer Azeem and Norashikin Mahmud

The purpose of this paper is to investigate how employees’ Islamic work ethic might enhance their propensity to help their coworkers on a voluntary basis, as well as how…

Downloads
1132

Abstract

Purpose

The purpose of this paper is to investigate how employees’ Islamic work ethic might enhance their propensity to help their coworkers on a voluntary basis, as well as how this relationship might be invigorated by despotic leadership. It also considers how the invigorating role of despotic leadership might depend on employees’ gender.

Design/methodology/approach

Survey data were collected from employees and their supervisors in Pakistani organizations.

Findings

Islamic work values relate positively to helping behaviors, and this relationship is stronger when employees experience despotic leadership, because their values motivate them to protect their colleagues against the hardships created by such leadership. This triggering role of despotic leadership is particularly strong among female employees.

Practical implications

For organizations, the results demonstrate that Islamic work values may be important for creating a culture that promotes collegiality, to a greater extent when employees believe that their leaders act as despots who exploit their followers for personal gain.

Originality/value

This study elaborates how employees’ Islamic work ethic influences the likelihood that they help their coworkers, particularly in work contexts marked by stress-inducing leadership.

Details

Personnel Review, vol. 47 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

To view the access options for this content please click here
Article
Publication date: 15 November 2018

Jinyun Duan, Macy Wong and Yumeng Yue

Research examining the effect of helping on outcomes related to helpers has gained some mixed results. The purpose of this paper is to reconcile such inconsistency by…

Downloads
1183

Abstract

Purpose

Research examining the effect of helping on outcomes related to helpers has gained some mixed results. The purpose of this paper is to reconcile such inconsistency by understanding the multi-dimensional nature of helping behavior.

Design/methodology/approach

The authors first develop a helping behavior scale that differentiates between the proactive and reactive form of helping. Furthermore, the authors also examined whether these two forms of helping are differently related to employees’ well-being. Data were collected from 448 employees and their immediate supervisors working in different organizations in the South Jiangsu province, in which the authors examined the main relationship and also explored the mediating effect of meaningfulness.

Findings

Results provided corroborating evidence that helping behavior was a multi-dimensional construct, consisting of proactive and reactive dimensions. Furthermore, the authors are also able to support discriminatory validity between these two dimensions by showing that they are differently related to employees’ well-being.

Practical implications

This paper contributes to management practice by specifying the benefits and detriments of different kinds of helping behaviors.

Originality/value

The findings of this study do not only provide ideas to explain contradictions in the effect of helping behaviors on helpers themselves, but also deepens scholars’ knowledge and understanding toward helping behavior.

Details

Career Development International, vol. 24 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

To view the access options for this content please click here
Article
Publication date: 23 August 2021

Cindy Yunhsin Chou, Wei Wei Cheryl Leo and Tom Chen

Applying social exchange theory as the theoretical basis, this paper aims to examine the impacts of two forms of digital social interaction on social well-being and helping

Abstract

Purpose

Applying social exchange theory as the theoretical basis, this paper aims to examine the impacts of two forms of digital social interaction on social well-being and helping behavior of customers: moderator–customer interaction quality and customer–customer social support. Furthermore, this paper investigates customer exchange ideology as a moderator of these impacts.

Design/methodology/approach

This paper adopted a purposive sampling method for survey materials sent to customers of firm-hosted virtual communities (FHVCs) using a consumer panel service company. The self-administered survey was developed from existing scales, and 265 usable responses were obtained.

Findings

Both forms of digital social interaction within FHVCs positively impact social well-being, which in turn positively influences helping behavior in the community. Social well-being is decomposed into social integration and social contribution, and each partially mediates the impact of customer–customer social support and moderator–customer interaction quality on helping behavior. This finding provides greater explanatory power for the role that digital social interactions have in predicting customer helping behavior in an FHVC. In addition, an exchange ideology positively moderates the impact of customer–customer social support on helping behavior via social integration.

Originality/value

This paper demonstrates that resource exchange dynamics occur digitally within FHVCs, which then affect social well-being and helping behaviors in customers. From a practical point of view, this study indicates the potential that digital interactions have in generating social and economic value through helping behaviors.

Details

Journal of Services Marketing, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0887-6045

Keywords

To view the access options for this content please click here
Article
Publication date: 2 June 2021

Kong Zhou, Chenglin Gui, Wen-Jun Yin, Xi Ouyang and Chunyan Yuan

Drawing on the work-home resources (W-HR) model, this study examines the ripple effects of proactive helping behavior at work on helpers' family relationship quality at…

Abstract

Purpose

Drawing on the work-home resources (W-HR) model, this study examines the ripple effects of proactive helping behavior at work on helpers' family relationship quality at home via positive affect and work-family interpersonal capitalization, and tests the moderating role of independent self-construal in the resource spillover process.

Design/methodology/approach

Using an experience sampling methodology, data was collected (N = 382) from multiple sources in five consecutive working days. Multilevel path modeling was used to examine the hypotheses.

Findings

The results indicated that proactive helping other at work can generate affective resources for helpers, which in turn triggers them to share daily work experiences and feelings with their spouses at home, and strengthens their family relationship quality. Moreover, the effects of helping others on family relationship quality were more pronounced for helpers with relatively high independent self-construal.

Originality/value

The findings explore the enrichment effects and unintended family-related distal outcomes of helping behaviors for helpers, and contributes to the W-HR model by uncovering an affective-behavioral ripple mechanism linking work and family. Finally, our results identify the boundary condition, that proactive helping behaviors are more rewarding for helpers with higher independent self-construal.

Details

Journal of Managerial Psychology, vol. 36 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

1 – 10 of over 155000