Chinese Employees' Collectivism Orientation, Organizational Commitment, and Interpersonal Helping Behavior: A Generational Difference

2020 ◽  
Vol 11 (2) ◽  
pp. 81-98
Author(s):  
Wei Fan ◽  
Xin-Feng Yang ◽  
Byoung-Kwon Choi
Keyword(s):  
Organizational Commitment ◽  
Helping Behavior ◽  
Generational Difference ◽  
Interpersonal Helping

Personality and contextual antecedents of organizational citizenship behavior: A study of two occupational groups

2014 ◽  
Vol 20 (4) ◽  
pp. 441-462 ◽  
Author(s):  
Pinar H. Imer ◽  
Hayat Kabasakal ◽  
Ali Dastmalchian
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Civic Virtue ◽  
Helping Behavior ◽  
Three Dimensions ◽  
Future Research ◽  
Unique Contribution ◽  
Occupational Groups ◽  
The Impact

AbstractThis paper examines the impact of personality trait of dispositional affect and contextual variables of multiple commitments on organizational citizenship behaviors (OCBs) in two occupational groups. Three dimensions of OCBs were considered: helping, civic virtue and sportsmanship behaviors. We used positive and negative affectivity scale to measure dispositional affect. For commitments, we examined affective and normative organizational and occupational commitments. The data were collected from 180 engineers and 180 teachers. The findings show that affect, multiple commitments and occupation all have significant impacts on different dimensions of OCBs. Dispositional affect had the most influence on all three dimensions of OCBs. In addition, helping behavior is affected by normative organizational commitment while civic virtue behavior is influenced by affective commitments (both organizational and occupational) and occupation. Sportsmanship behavior is explained by occupation and affective organizational commitment. Occupation has been shown to make a unique contribution to understanding OCBs. The present study showed that the teachers, for example, exhibited more civic virtue and sportsmanship behaviors than the engineers. Implications of the findings for future research and practice are discussed.

Lacking status hinders prosocial behavior among the powerful

2018 ◽  
Vol 46 (9) ◽  
pp. 1547-1560 ◽  
Author(s):  
Yeri Cho ◽  
Nathanael J. Fast
Keyword(s):  
Low Power ◽  
Prosocial Behavior ◽  
High Power ◽  
Online Survey ◽  
Helping Behavior ◽  
Future Research ◽  
Full Time ◽  
The Usa ◽  
Interpersonal Helping ◽  
Power Hierarchy

We conducted 2 studies to examine if status has varying effects on prosocial behavior for those at different levels of the power hierarchy. In Study 1 (N = 78), adults employed full-time in the USA responded to an online survey and the results showed that self-perceived power and status interacted to predict prosocial behavior. That is, lacking status led high-power, but not low-power, individuals to engage less in prosocial behavior. In Study 2 (N = 142), we orthogonally manipulated status and power and measured prosocial behavior. Once again, lacking status led to less helping behavior among high-power, but not low-power, participants. These findings show how power and status interact to influence interpersonal helping behavior. Implications for future research on social hierarchy and prosocial behavior are discussed.

What happens when “younger” helpers meet “older” recipients? A theoretical analysis of interpersonal helping behaviour in Chinese organizations

2014 ◽  
Vol 27 (4) ◽  
pp. 677-691 ◽  
Author(s):  
Shih Yung Chou ◽  
Wenkai Yang ◽  
Bo Han
Keyword(s):  
Theoretical Model ◽  
Social Isolation ◽  
Negative Impact ◽  
Relevant Literature ◽  
Helping Behavior ◽  
Problem Solver ◽  
Content Type ◽  
Share Task ◽  
Younger Generation ◽  
Interpersonal Helping

Purpose – The purpose of this paper is to develop a theoretical model describing psychological states and behavioral outcomes experienced and exhibited by older generation interpersonal helping behavior (IHB) recipients in Chinese organizations. Design/methodology/approach – The paper draws upon relevant literature and develops a theoretical model. Findings – The analysis suggests that the extent of IHB that older generation Chinese employees receive from younger generation employees will lead to loss of mianzi, which will then result in reduced perceived generational guanxi, increased intended social isolation, and reduced intention to share task-related knowledge with the younger generation employees. The paper also proposes that perceived generational guanxi and intended social isolation will mediate the relationship between loss of mianzi and intention to share task-related knowledge with younger generation employees. Practical implications – Because mianzi is an important cultural feature in Chinese societies, this paper provides four implications. First, younger generation employees could preserve and/or enhance older generation employees’ mianzi using less powerful messages. Second, younger generation employees should initiate task behaviors involving seeking opinions and expertise from older generation employees before exhibiting IHB. Third, mangers could reduce the negative impact of generational differences by establishing generational mentoring relationships between younger and older generation employees. Finally, younger generation employees could preserve and/or enhance older generation employees’ mianzi by playing the role of an informal subordinate rather than a problem solver when exhibiting IHB. Originality/value – This paper is the first study exploring consequences of IHB from the perceptive of older generation IHB recipients in the Chinese context.

Interpersonal Helping Behavior of Nursing Educators

1985 ◽  
Vol 10 (6) ◽  
pp. 6-7
Author(s):  
James C. Brown ◽  
John M. Barnett
Keyword(s):  
Helping Behavior ◽  
Nursing Educators ◽  
Interpersonal Helping

Paying Gratitude Forward at Work

2021 ◽  
Author(s):  
Amber Kersten ◽  
Marianne van Woerkom ◽  
Dorien T. A. M. Kooij ◽  
Robin Bauwens
Keyword(s):  
Negative Relationship ◽  
Well Being ◽  
Helping Behavior ◽  
Subjective Well Being ◽  
Negative Effect ◽  
Broaden And Build Theory ◽  
Interpersonal Helping

Abstract. Since workers are increasingly suffering from burnout, there is a need for insights into how burnout can be decreased to improve subjective well-being. The broaden-and-build theory proposes that gratitude increases well-being through an upward spiral. Few studies have examined whether gratitude decreases burnout and what mediating behaviors explain this relationship. Using an international sample of employees ( N = 353), this study examines whether work-specific gratitude negatively relates to exhaustion and disengagement. Additionally, since gratitude stimulates helping through upstream reciprocity, this study investigates whether interpersonal helping behavior (IHB) mediates these relationships. Our study showed a negative effect of work-specific gratitude on disengagement and exhaustion and a negative relationship between work-specific gratitude and disengagement, mediated by IHB, suggesting that gratitude stimulates IHB, thereby alleviating disengagement.

Interpersonal helping behavior of industrial foremen.

1981 ◽  
Vol 66 (5) ◽  
pp. 633-638 ◽  
Author(s):  
Elizabeth M. Kaplan ◽  
Emory L. Cowen
Keyword(s):  
Helping Behavior ◽  
Interpersonal Helping
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