Helping Behavior as Role Behavior: Disclosing Social Structure and History in the Analysis of Prosocial Action

This study investigated the mediating effects of happiness and cohesion in the relationship between employee volunteerism, in-role behavior, and helping behavior. The study surveyed 312 full-time employees in South Korea, and regression analyses and the bootstrapping method were used to test the hypotheses. The study found happiness and cohesion to mediate the relationships between employee volunteerism and in-role and helping behavior. The findings suggest that employee volunteerism can promote a healthy working environment through increased feelings of happiness and cohesion as well as by improving performance behaviors.

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The mediating effects of organization-based self-esteem for the relationship between workplace ostracism and workplace behaviors

Baltic Journal of Management ◽

10.1108/bjm-06-2016-0130 ◽

2017 ◽

Vol 12 (2) ◽

pp. 255-270 ◽

Cited By ~ 11

Author(s):

Yang Woon Chung ◽

Ji Yeon Yang

Keyword(s):

Deviant Behavior ◽

Self Esteem ◽

Helping Behavior ◽

Equation Modeling ◽

Mediating Effects ◽

Content Type ◽

Role Behavior ◽

Workplace Ostracism ◽

Workplace Behaviors ◽

The Relationship

Purpose The purpose of this paper is to investigate the mediating effects of organization-based self-esteem (OBSE) for the relationship between workplace ostracism with helping behavior, voicing behavior, in-role behavior, and deviant behavior. The workplace has now become a social context where ostracism occurs and the study emphasizes how ostracism can affect workplace behaviors. Design/methodology/approach The study was designed using a three-wave self-reported survey. Confirmatory factor analysis, structural equation modeling, and bootstrapping for indirect effects were conducted to test the study’s hypotheses. Findings The study found OBSE to fully mediate the relationship between workplace ostracism and helping behavior, voicing behavior, and in-role behavior, while OBSE partially mediated workplace ostracism and deviant behavior as workplace ostracism was found to have a direct effect on deviant behavior. Originality/value The study explores and empirically tests the mediating effects of OBSE with helping behavior, voicing behavior, in-role behavior, and deviant behavior. Therefore, the study extends research on workplace ostracism by investigating beyond the direct effects of workplace ostracism on workplace behaviors.

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Social structure and helping behavior in captive elephants

Zoo Biology ◽

10.1002/1098-2361(2000)19:5<447::aid-zoo12>3.0.co;2-# ◽

2000 ◽

Vol 19 (5) ◽

pp. 447-459 ◽

Cited By ~ 53

Author(s):

Bruce A. Schulte

Keyword(s):

Social Structure ◽

Helping Behavior

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Influence of the Mechanism of the Community of Shared Future on the Innovation Performance of Knowledge Workers: The Intermediary Role of Extra-Role Behavior

Sustainability ◽

10.3390/su11195370 ◽

2019 ◽

Vol 11 (19) ◽

pp. 5370 ◽

Cited By ~ 1

Author(s):

Jianping Gu ◽

Hanxiao Wu ◽

Yan Li ◽

Evan David Hermawan

Keyword(s):

Knowledge Sharing ◽

Structural Equation ◽

Positive Impact ◽

Helping Behavior ◽

Innovation Performance ◽

Voice Behavior ◽

Role Behavior ◽

Knowledge Sharing Behavior ◽

Medium Enterprises ◽

Sharing Behavior

This paper investigates the relationship between the community of shared future, extra-role behavior, and innovation performance. This paper conducts an empirical study based on 334 valid sample data items of 53 technology-based small to medium enterprises (SMEs) in China. The data were subjected to structural equation analysis using SPSS 20.0 software. The results show that the community of shared future positively affects the extra-role behavior of employees and their innovation performance and has a positive impact on knowledge sharing behavior, voice behavior, and helping behavior. Knowledge sharing behavior, voice behavior, and helping behavior all play a mediating role between the community of shared future and employees’ innovation performance.

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Development and Validation of a German Language Unit-Level Organizational Citizenship Behavior (OCB) Scale

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000558 ◽

2020 ◽

Vol 36 (5) ◽

pp. 852-863 ◽

Cited By ~ 1

Author(s):

George Gunnesch-Luca ◽

Klaus Moser

Keyword(s):

Factor Analysis ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Helping Behavior ◽

Citizenship Behavior ◽

German Language ◽

Individual Level ◽

Unit Level ◽

Confirmatory Factor ◽

Development And Validation

Abstract. The current paper presents the development and validation of a unit-level Organizational Citizenship Behavior (OCB) scale based on the Referent-Shift Consensus Model (RSCM). In Study 1, with 124 individuals measured twice, both an Exploratory Factor Analysis (EFA) and a Confirmatory Factor Analysis (CFA) established and confirmed a five-factor solution (helping behavior, sportsmanship, loyalty, civic virtue, and conscientiousness). Test–retest reliabilities at a 2-month interval were high (between .59 and .79 for the subscales, .83 for the total scale). In Study 2, unit-level OCB was analyzed in a sample of 129 work teams. Both Interrater Reliability (IRR) measures and Interrater Agreement (IRA) values provided support for RSCM requirements. Finally, unit-level OCB was associated with group task interdependence and was more predictable (by job satisfaction and integrity of the supervisor) than individual-level OCB in previous research.

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