A Dual Path Study On The Effect Of Reactive Helping Behavior On Employee Relationship Performance And Task Performance

With the gradual flattening of modern organizations and the emergence of selfmanagement teams,communication and cooperation among team members have become more frequent,and the scope of employees’ work has also expanded.In this context,when employees complete their own work tasks,they may frequently implement reactive help behaviors and respond to others’ requests for help because of the positive treatment of the organization and colleagues and the high expectations of others on their abilities.After sorting out the relevant literature on help behavior,it is found that most of the existing studies discuss help behavior as the initiative behavior of employees and believe that this initiative behavior will bring positive effects to individuals and organizations.In fact,in practice,we find that helping behavior does not always bring positive results.In previous studies,scholars attributed the negative results of help behavior to different help motivations and resource consumption.This study believes that the reason behind this may also be that help is not a one-dimensional structure,but a multidimensional structure.The consequences of some forms of help behavior are not as expected.Few studies focus on the impact of reactive help behavior on the performance of the facilitator,let alone the exploration of its explanation mechanism.Therefore,based on the resource conservation theory,this paper constructs a dual path integration model of reactive help behavior on the relationship performance and task performance of the donor,regards psychological sense of meaning as a valuable resource and role stress as a loss of resources,and examines the impact of role stress and psychological sense of meaning on relationship performance and task performance from the perspectives of resource gain and resource loss,It also examined the moderating effect of colleague support atmosphere on reactive help behavior,psychological sense of meaning and role stress.Firstly,the concepts,dimensions,measurement methods and research status of reactive help behavior,psychological sense of meaning,role stress,task performance,relationship performance and colleague support atmosphere are summarized;Secondly,based on the resource conservation theory and social exchange theory,the research hypothesis and model of this paper are proposed;Thirdly,286 team matching questionnaires were analyzed using SPSS 26.0 and MPLUS 7.4 to test the research hypothesis;Finally,the research results are discussed,the theoretical and practical significance are expounded,and the limitations and future prospects of the research are further pointed out.The research conclusions of this paper are as follows:(1)Reactive help behavior has a significant positive impact on the relationship between the donor and the performance,and has a significant negative impact on the task performance;(2)Reactive help behavior has a significant positive impact on the psychological sense of meaning and role stress of the donor;(3)Psychological sense of meaning plays a mediating role in the relationship between reactive help behavior and relational performance,and role stress plays a mediating role in the relationship between reactive help behavior and relational performance and task performance;(4)Colleague support atmosphere significantly negatively regulated the positive relationship between reactive help behavior and role stress.From the perspectives of resource gain and resource loss,this paper studies the impact of reactive help behavior on donors,more clearly distinguishes different types of help behavior and more carefully considers the different consequences of reactive help behavior on individuals.It expands the research on reactive help behavior,and provides some reference for future scholars to deepen the research on extra role behavior and the impact of employees’ cross-border behavior on employees.At the same time,in the research on the relationship between reactive help behavior and job performance,the situational variable of colleague support atmosphere perceived by employees is considered,which also brings inspiration to the transformation of work resources inside and outside the role under different work scenarios.