心理学
社会心理学
偏差(统计)
组织公民行为
情感(语言学)
感知
认知
大裂谷
压力源
组织承诺
临床心理学
沟通
统计
物理
数学
神经科学
天文
作者
Joel Koopman,Christopher C. Rosen,Allison S. Gabriel,Harshad Girish Puranik,Russell E. Johnson,D. Lance Ferris
摘要
Abstract Scholars are paying increasing attention to the “dark side” of citizenship behavior. One aspect of this dark side that has received relatively scant attention is “helping pressure”—an employee's perception that s/he is being encouraged to, or otherwise feels that s/he should, enact helping behavior at work. Drawing from theory associated with work stress, we examine affective and cognitive mechanisms that potentially explain why helping pressure, counterintuitively, may lead employees to engage in deviant behavior instead. Beyond examining these possible mechanisms, we also answer calls to identify a potential buffer to these effects. Drawing from self‐determination theory, we examine how an employee's intrinsic motivation for citizenship may lessen the deleterious consequences of helping pressure at work. In two studies (a within‐individual experience‐sampling study and a two‐wave between‐individual study), we find consistent evidence that helping pressure has a positive indirect relationship with deviant behavior through increased negative affect. Further, we find evidence that intrinsic motivation for citizenship weakens the positive relationship of helping pressure with negative affect, buffering the indirect effect on subsequent deviant behavior. Theoretical and practical implications of these findings for the study of helping pressure at work are discussed.
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