摘要
助人行为是组织成员自愿地为同事提供工作相关信息和资源、分担其工作任务、协助解决或者预防其工作相关问题的行为。个体的情绪状态、人格特质、价值观和团队凝聚力等会影响助人行为,助人行为对个体的积极情绪、绩效评价和团队绩效评价有正向影响。本研究运用社会交换理论和归因理论解释了助人行为的发生机制,最后提出将来的研究可以关注团队层面的助人行为以及探讨助人行为在群体内的动态影响,并多角度、多水平地分析了助人行为。
Conceptually, helping behavior involves voluntarily providing work-related information and re-sources, sharing responsibilities of coworkers＇, helping others with, or preventing the occurrence of work- related problems. Individual affect state, personality, values and group cohesion can influence helping in organizations. Helping behavior is the predictor of individual positive affect, performance appraisal and group performance. The present study adopted social exchange theory and attributional theory to explain the mechanism of helping. Finally, the future researches can focus on group-level helping, the dynamic effect of helping in a group, and the analysis of helping from multi-angle and multi-level.
出处
《心理研究》
2013年第1期59-65,共7页
Psychological Research
关键词
助人行为
角色外行为
团队助人行为
自愿性工作行为
helping behavior
extra-role behavior
group-level helping
discretionary work behavior
作者简介
通讯作者：段锦云，男，副教授，博士。Email：mgiyduan@hotmail．com
