Effect Of Perceived Investment In Employee Development On Helping Behavior Within Organization: Role Of Organizational Commitment And Prosocial Motivation

Perceived investment in employee development refers to the employees’ assessment of their organizations’ commitment to help them gain new skills and competencies,and support them to move to new positions within organizations. Empirical research methods used in this study to explore the structural dimensions of perceived investment in employee development within organization, its effects on helping behavior, the mediating role of organizational commitment as well as its three dimensions, and the moderating role of prosocial motivation. The results showed that:(1) Perceived investment in employee development within organization is a 2-dimensional structure, including the following: perceived skill growth and position development.(2) Perceived investment in employee development within organization has a significant effect on helping behavior.(3) Organizational commitment as well as its three dimensions(affective commitment, continuance commitment, normative commitment) play intermediary role between perceived investment in employee development and helping behavior.(4) Prosocial motivation plays a moderating role between perceived investment in employee development and helping behavior.(5) Perceived investment in employee development within organization has significant differences in educational background, job grade, working years within organization and the type of organization, but has no significant difference on gender or age.