Effects Of Employee's Helping Behavior On Social Status

In the study of organizational behavior,helping behavior is the interpersonal interaction behavior of understanding others and providing help,which is conducive to establishing and maintaining harmonious interpersonal relationship,and is more regarded as beneficial to colleagues,leaders and the organization.Therefore,the helping behavior of employees in the organization is valued by researchers and managers.From the perspective of colleagues,this study explores the dynamic influence of employees' helping behaviors on their relationships and social status.Previous researches on helping behavior believe that employees' social exchange follows the principle of reciprocity,but in real life employees often perceive an imbalance between giving and receiving of favors.However,as an important extra-role behavior,the research on how it brings about the interaction of employees and its influence on the social status of employees in the organization is very scarce.This paper argues that the helping behavior is not a completely balanced exchange,which can also affect the social status of employees in the organization through the relational uncertainty.This study aims to expand the research results in the field of employee helping behavior.Based on the theory of social identity,this paper discusses the internal mechanism of the influence of employee helping behavior on their social status from the perspective of employee interaction.In the second chapter,this paper introduces the definition,measurement and research status of employee helping behavior,relational uncertainty and social status.Finally,based on the review and summary of previous literatures,this paper reviews the research status of employee helping behavior.Then in the third chapter,Based on social exchange theory and social identity theory,this paper constructs the overall model and puts forward the theoretical hypothesis.This paper proposes that helping behavior can affect employees' social status in the organization.This paper suggests that there are three kinds of helping behaviors: generous helping behaviors,stingy helping behaviors and balanced helping behaviors.Specifically,if the focus employee conducts a balanced helping behavior(the help received is more or less equal to the help given),the uncertainty of the relationship between colleagues and the focus employee will decrease.If there is an imbalance between the help received and given by the focus employees,when the help is stingier(more help is received than given),the helping behavior has a curvilinear relationship with the relational uncertainty and presents an upward trend.At the same time,relational uncertainty will reduce the social status of focus employee in the organization.In order to test the hypotheses,this study conducted a round-robin questionnaire survey of 216 subordinates from 36 work groups.The fourth chapter describes in detail the research methods of this research and the quantitative analysis process of the research data.The results support the hypotheses proposed in the third chapter.Relational uncertainty mediates the relationship between employee helping behavior and social status.The fifth chapter mainly discusses and summarizes the research results obtained in this paper,and puts forward the directions for future improvement based on the shortcomings of this study.