Research On The Antecedents Exploration And Its Effect Mechanism On Employees Of Receiving Help

Due to the importance of helping behaviors to individuals,teams,organizations,society,and culture,scholars are constantly expanding relevant research,hoping to promote more helping behaviors.Although the current research on helping behavior has made great progress,the existing research mainly focuses on helping behavior from the perspective of helpers,and few studies focus on helping behavior from the perspective of recipients,which may neglect the recipients.Especially helping is aimed at solving the problem of the recipient,it seems that the recipient’s view can determine whether the helping is useful or useless.Besides,even if the recipient’s problem needs to be resolved urgently,he has the right to decide to accept or reject the help.There is no doubt that helping behavior is a process involving both helper and recipients.It is not complete to consider only the helper’s perspective.Studying helping behavior from the recipient’s perspective will help us to have a more comprehensive and profound understanding of helping behavior.Therefore,we have conducted in-depth research on the antecedents of receiving help and its impact on employees,which not only enriches related research on helping behaviors but also provides practical guidance for managers and organizations.First of all,we conducted a preliminary survey and found that 21.5% of the people are not always willing to accept help,and even those who think they were willing to accept help would be forced to accept the help they don’t want.Secondly,we launched three studies,study 1 explored why individuals are willing or unwilling to receive help,study two and study three explored the positive and negative effects of receiving help respectively.In study 1,through qualitative research,we summarized the reasons that affect the willingness to receive help and then combined with quantitative research to test whether these factors have a real influence on the willingness to receive help.In studies 2 and 3,we used the experience sampling method to track 94 and 89 employees of the company for 10 consecutive working days respectively,and comprehensively used SPSS,Mplus,and R language to explore the positive effects of actively receiving help,the negative effects of passively receiving help and their mechanism.Through the use of multi-level analysis methods to capture the dynamic change process and interindividual differences implied by the research framework.The three studies were as follows:Study 1 explored the reasons why individuals are willing or unwilling to accept help and uses empirical evidence to verify it.We distributed an electronic questionnaire to Chinese college students and employees to ask about the factors affecting their willingness to receive help and collected 342 reasons.Subsequently,the seven most frequent reasons were extracted,including self-reliance,self-esteem threat perception,positive emotion,negative emotion,the principle of reciprocity,helper competence,and team cooperation atmosphere.We reissued the electronic questionnaire and collected308 samples to verify and analyze the influence of these reasons on the willingness of recipients.The results found that self-esteem threat perception,the principle of reciprocity,and negative emotions negatively affect the willingness to help,while positive emotions,the ability of the helper,and the team cooperation atmosphere positively affect the willingness to help.Based on broaden and build theory of positive emotions,study 2 explored the positive effects of active acceptance of help,including the mediation mechanism of positive emotion and perceived support,the results of help behavior and task performance,and the boundary conditions of core self-evaluation.Through a survey of94 company employees for 10 consecutive working days,we found that employees who actively accepted help in the morning of the working day will perceive a higher level of positive emotions and social support afterward,and further improved their task performance and helping behavior.Study 2 also found that the individual’s core selfevaluation moderates the relationship between active assistance and positive emotions,and further moderated the indirect effect of active acceptance of the help that affects task performance through positive emotions.Based on ego-depletion theory,study 3 explored the mechanism path of passive acceptance of help on interactive avoidance and deviation behavior.Through a survey of 89 company employees for 10 consecutive working days,we found that employees passively accepting help in the morning of the working day will perceive higher levels of cognitive exhaustion and emotional exhaustion later,which in turn leads to more interaction avoidance and deviant behavior.This study also found that the individual’s perceived job control moderates the indirect effect of passive acceptance of help on organizational deviant behavior through emotional exhaustion.In general,this paper not only explored the reasons of recipients’ willingness by qualitative and quantitative research,but also divided the behavior of receiving help into active and passive,and explores its subsequent influence on employees respectively.We explained that there may be insufficient effectiveness in encouraging employees to help others because only when employees voluntarily accept help,it is more beneficial to employees and organizations.This leads to important management enlightenment,that is,helping behavior is important,but while encouraging help and cooperation,managers need to think about how to provide appropriate and acceptable help and try to eliminate the negative impact of receiving help.Besides,the organization should allow employees to be free to refuse help when they don’t want to.In other words,provide them with autonomy to determine whether,when,and how to receive help.