Antecedents Of Negative Beliefs About Accepting Help And Impact Of NBAH On Employees’ Innovative Behavior

Research on helping in the existing workplace has more to do with why employees help and the impact it has on individuals and organizations.But in reality a lot of people are not willing to accept help,they have negative expectations to accept help,this phenomenon was accepted by the scholars have conceptualized into help negative beliefs(Negative Beliefs about Accepting Help,NBAH).NBAH is common in organizations but lacks attention.Considering that NBAH is related to interpersonal interaction,this paper explores the possible antecedents and effects of NBAH based on social exchange theory,and makes a systematic study of NBAH.In this paper,we propose that territoriality is an important antecedent of NBAH,and explore the mediating role of social alienation between territoriality and NBAH.Self-construcal is an important boundary condition,and the moderating role of territoriality in influencing NBAH through social alienation is explored.This study adopts questionnaire survey,through the analysis of 250 effective samples,the results show that territoriality is not only directly and positively correlated with NBAH,but also indirectly through promoting employees’ sense of social alienation.In addition,for independent self-construcal individuals,their territoriality is more likely to cause social alienation.This possibility is weakened for dependent selfconstructors.Furthermore,territoriality is more likely to promote NBAH through social alienation for independent self-construcal employees.In addition,innovation behavior is the result of interpersonal interaction.Therefore,this paper takes innovation behavior as the core outcome of NBAH,explores the relationship between innovation behavior and NBAH,proposes that knowledge sharing hostility and relational energy both mediated the relationship of NBAH and innovation behavior,and proposes that felt responsibility of constructive change(FRCC)is an important boundary condition in NBAH’s relationship with knowledge sharing hostility and relational energy.This study adopts questionnaire survey,through the analysis of 232 effective samples,confirms that NBAH is negatively correlated with innovation behavior.NBAH is indirectly and negatively correlated with innovation behavior by hindering the acquisition of relationship energy or promoting knowledge sharing hostility.FRCC weaken the negative relationship between NBAH and relational energy,and weaken the positive relationship between NBAH and knowledge sharing hostility,thus weakening the mediating effect of relational energy and knowledge sharing hostility.This paper enriched relevant researches on NBAH,explored the antecedents of NBAH for the first time,and deeper understand the process of NBAH effect on innovation behavior,which helped us better understand NBAH.This paper suggests that managers should weaken NBAH as much as possible,pay attention to the relationship between team members,and be deeply concerned about the cultivation of collective consciousness and responsibility of employees.