接受与给予帮助行为匹配对适应性绩效的影响

Impact of Match in Receiving and Giving Helping Behavior on Adaptive Performance

新冠肺炎疫情暴发给企业员工的生活和工作带来了巨大冲击,在充满不确定性的环境下员工互帮互助对于企业发展愈发重要。学界普遍认为接受和给予帮助给员工带来心理状态的变化,然而帮助行为对施助者产生怎样的影响尚存在争议,已有研究忽略了帮助行为天然的社会交换属性,未能将受助者对施助者的回应和支持纳入研究中。从接受与给予匹配视角出发,基于工作投入模型,构建链式中介模型,对接受与给予帮助一致性对施助者适应性绩效的影响机理进行探究。采用问卷调查法,通过领导与员工配对调查方式,分两个时间点采集来自天津和北京的68份领导数据和202份员工数据,基于Spss 24.0和Mplus 7.4统计软件,采用二次多项式回归和响应面分析,验证相关研究假设。研究结果表明,(1)当接受与给予帮助行为强度一致时,与低接受-低给予帮助行为情景相比,在高接受-高给予帮助行为情景下,施助者适应性绩效更高。(2)当接受与给予帮助行为强度不一致时,在低接受-高给予帮助行为和高接受-低给予帮助行为情景下,施助者适应性绩效无显著差异。(3)工作意义、工作不安全感和情绪耗竭分别与工作投入链式中介接受与给予帮助行为一致性对施助者适应性绩效的影响。研究结果揭示了接受与给予帮助行为一致和不一致影响施助者适应性绩效的内部机制,为已有关于帮助行为影响研究的分歧提供了解释,整合了既有接受与给予帮助行为可能带来的影响,发现了心理状态和工作投入在接受与给予帮助行为一致性与施助者适应性绩效之间的链式中介作用。提示管理者在积极促进和培育给予帮助行为时,也要及时回应并支持积极助人的员工,同时营造工作意义,努力提升员工的心理安全感,从而帮助施助者持续保持高适应性绩效。

The COVID-19 outbreak has had a huge impact on the lives and work of employees, and in this uncertain environment, working together to help each other has become increasingly important for the development of enterprises. It is generally believed that receiving and giving help will bring about changes in the psychological state of employees, but there is still controversy about how the helping behavior will affect the helpers, and some studies have ignored the natural social exchange attribute of the helping behavior, and failed to include the recipient′s response and support offered to the helpers into the study.From the perspective of the match in receiving and giving helping behavior, and based on Kahn′s work engagement model, this study constructs a chain mediation model, which explores the influencing mechanism of the match in receiving and giving helping behavior on employees′ adaptive performance. 68 leaders and 202 employees in Tianjin and Beijing were gathered at two different time points by using questionnaires. Based on Spss 24.0 and Mplus 7.4 data processing software, the study introduced polynomial regression and response surface analysis to verify the relevant theoretical research hypotheses.The empirical results show the following conclusions. Firstly, when the degree of receiving and giving helping behavior is matched, employees′ adaptive performance in a situation that involves high levels of receiving and high levels of giving helping behavior is higher than it is in situations that involve low levels of receiving and giving helping behavior. Secondly, when the degree of receiving and giving helping behavior is mismatched, employees′ adaptive performance does not differ depending on whether there are high or low levels of giving and receiving helping behavior. Thirdly, work meaningfulness, job insecurity, and emotional exhaustion play chain mediating roles with work engagement when it comes to the match in receiving and giving helping behavior and employees′ adaptive performance.The results demonstrate how match in receiving and giving helping behavior influences employees′ adaptive performance,illustrate the existing disagreements on the impact of the helping behavior, integrate the possible negative effects of the behavior of receiving help and giving help, and find the chain mediating role of the psychological state-work commitment between the match of the act of receiving-giving help and the adaptive performance of the helpers. In addition, managers are reminded to respond and support those employees who actively help others when actively promoting and cultivating helpful behaviors, while creating work meaning and striving to enhance the psychological security of employees, to make helpers continue to maintain high levels of adaptive performance.