Subjects: Psychology >> Applied Psychology submitted time 2024-04-28
Abstract： As an important extra-role behavior in the workplace, helping behavior refers to voluntarily caring for others and helping them deal with work-related affairs. To date, most studies focused on either the antecedents of helping behavior or its influences on helping providers and receivers. However, the discussion on the effects of helping behavior on observers is still limited. According to social comparison theory and the peer influence literature, this research argues that observed coworker helping behavior influences observers’ cognitive and emotional reactions and, ultimately, their behaviors. On the one hand, after witnessing coworker helping behavior, observers may experience higher indebtedness toward coworkers and shame emotions, which enhances their helping behavior. On the other hand, we propose that after witnessing coworker helping behavior, observers may experience lower organization-based self-esteem and pride emotions, which reduces their helping behavior. Based on social comparison theory, we further focus on observers’ helping behavior and consider that it can moderate the effects of observed coworker helping behavior.
Hypotheses were tested using a multi-wave survey and three experiments from the Eastern and Western samples. An original sample (Study 1) of participants in a food supply company in China were invited to participate in the survey. An experiment (Study 2) manipulated observed coworker helping behavior and observers’ helping behavior and then measured observers’ indebtedness toward coworkers and organization-based self-esteem. An experiment (Study 3) manipulated indebtedness toward coworkers and organization-based self-esteem, and then measured observers’ emotions and helping behavior. Another experiment (Study 4) manipulated observed coworker helping behavior and observers’ helping behavior and then measured the remaining variables of the model.
The above studies supported our hypotheses. Results demonstrated that observed coworker helping behavior is positively related to observers’ indebtedness toward coworkers and shame emotions, which, in turn, is positively related to observers’ helping behavior. At the same time, observed coworker helping behavior is negatively related to observers’ organization-based self-esteem and pride emotions, which, in turn, is negatively related to observers’ helping behavior. Observers’ helping behavior moderates the effects of coworker helping behavior. Specifically, when their helping behavior is higher (versus lower), the effects of coworker helping behavior on indebtedness toward coworkers and organization-based self-esteem are weaker.
This study contributes to the helping behavior literature in several ways. First, our study provides a new direction for existing research on helping behavior by introducing the third-party perspective. Different from the previous studies, this study examines the psychological and behavioral responses of observers to observed coworker helping behavior, which transfers the traditional research perspective to the observers in the process of helping. Second, this study considers both positive and negative ways of observed coworker helping behavior in influencing observers’ helping behavior, explaining why observed coworker helping behavior is a double-edged sword for observers. Thus, this study provides a more complete picture of the psychological mechanisms by which observed coworker helping behavior affects observers’ subsequential behavior. Third, this study focuses on observers’ initial helping behavior as the boundary condition and explains when observers are more likely to react positively or negatively to observed coworker helping behavior. This examination helps us understand the third party’s response to observed coworker helping behavior more comprehensively and accurately.
Subjects: Psychology >> Social Psychology submitted time 2023-03-27 Cooperative journals: 《心理学报》
Abstract： Based on conservation of resources (COR) theory, this paper examines how and when employee mindfulness influences spouse family satisfaction and work engagement. It proposes that employee mindfulness as an important resource is positively related to spouse family satisfaction and work engagement by strategic emotional connecting display. Meanwhile, COR theory suggests that threats to resources would urge individuals to protect rather than consume the remaining resources. Thus, this study considers spouse family negative emotional expression as a moderator in the relationship between employee mindfulness and employee strategic emotional connecting display. We collected data from front-line employees in a commercial bank in Northern China and their spouses by experience sampling methodology. At Time 1 (one week before the start of the daily surveys), we invited 129 front-line employees to offer demographic information. We also asked their spouses to provide demographic information and rate the variable at the between-person level (i.e., family negative emotional expression). During 10 workdays, we invited participants to rate the variables at the within-person level. At 9 a.m., spouses received a link to assess their work engagement. At 8:30 p.m., employees and their spouses received a link respectively. Employees rated their mindfulness and strategic emotional connecting display, and spouses were asked to rate their family satisfaction. The final valid sample consisted of 114 employees and 114 their spouses. Mplus 8.0 and the bootstrap technique were used to test our hypotheses. As hypothesized, our study found that employee mindfulness was positively and significantly related to employee strategic emotional connecting display. Employee strategic emotional connecting display was positively and significantly associated with spouse family satisfaction and work engagement in the next morning. Additionally, employee strategic emotional connecting display mediated the effects of employee mindfulness on spouse family satisfaction and spouse work engagement in the next morning. Moreover, spouse family negative emotional expression moderated the positive relationship between employee mindfulness and employee strategic emotional connecting display. That is, when spouse family negative emotional expression was higher rather than lower, the positive relationship between employee mindfulness and employee strategic emotional connecting display was weakened. The moderated mediation model was also supported such that the indirect effects of employee mindfulness on spouse outcomes (i.e., family satisfaction and work engagement in the next morning) via employee strategic emotional connecting display were weakened when spouse family negative emotional expression was higher rather than lower. This study contributes to the mindfulness literature in multiple ways. First, our study enriches the interpersonal effects of mindfulness literature and advances research on the work-family interface by linking employee mindfulness to spouse work and family outcomes. Second, this study opens the “black box” between employee mindfulness and spouse outcomes by exploring the mediating mechanism of strategic emotional connecting display. This study also extends the antecedent of strategic emotional connecting display and enriches the nomological network of this construct. Third, this study explores the moderating role of spouse family negative emotional expression, which responds to the call of the previous studies and enhances our understanding of the boundary conditions of the effects of employee mindfulness. Finally, by adopting experience sampling methodology, this study can obtain a large number of ecological data sets to capture the dynamic nature of relationships in the model. In addition to the theoretical contributions, this study also provides useful guidance for management practice.
Subjects: Psychology >> Management Psychology submitted time 2020-10-29
Abstract：文章基于资源保存理论，采用体验抽样法收集了一家商业银行114名员工及其配偶的数据。结果表明，在个体内层面，员工正念通过员工情感联结策略的中介作用影响其配偶家庭满意度及第二天早上工作投入；在个体间层面的配偶家庭负面情感表达调节了员工正念与员工情感联结策略的关系及员工情感联结策略的中介作用，即配偶家庭负面情感表达水平越高，员工正念对员工情感联结策略的影响及员工情感联结策略的中介作用相对更弱。
Peer Review Status:
Awaiting Review
Subjects: Dynamic and Electric Engineering >> Engineering Thermophysics submitted time 2017-11-07 Cooperative journals: 《工程热物理学报》
Abstract：离心泵内部由叶轮一隔舌动静干涉作用诱发的压力脉动是激励离心泵振动噪声的重要因素，对泵的稳定、安全运行有重要影响。为了全面获得离心泵压力脉动特性，本文采用试验手段对一台低比转速离心泵进行压力脉动试验，在蜗壳周向均布20个高频压力脉动传感器对压力信号进行提取。结果表明:离心泵压力频谱呈现典型的离散特征，峰值信号出现在叶频及其高次谐波处，压力频谱中没有出现明显的轴频及其和叶频非线性干涉诱发的峰值信号。不同测量点处压力脉动幅值差异显著，在设计点及大流量工况，叶频处压力脉动幅值极大值点出现在隔舌后端区域范围内，而在隔舌前部区域内，压力脉动幅值较小;且随着角度的增加，叶频处压力脉动幅值呈现递减的趋势，而在小流量工况叶频处压力脉动幅值并没有出现在隔舌后端区域内。流量对叶频处压力脉动幅值影响显著，压力脉动幅值极小值点出现在0.9岛附近，而在偏离该工况时，压力脉动幅值迅速上升。
Subjects: Dynamic and Electric Engineering >> Engineering Thermophysics submitted time 2017-06-07 Cooperative journals: 《工程热物理学报》
Abstract：轴流式冷却循环泵是舰船动力系统中的关键设备之一，泵内非稳态流动诱发的压力脉动是影响泵振动水平的主要水力因素。运用特定设计方法对某比转速为471的循环泵进行了设计并通过实验测量进行了性能验证。基于非定常数值计算，获得了不同工况下循环泵多个截面上压力脉动系数的变化规律。研究表明：叶轮进口压力脉动系数沿径向呈递增趋势，轮缘处流体激励能量最大且主要集中于叶频；叶轮出口压力脉动系数在轮缘和轮毂处取得极大值，主要激励频率为叶频及其高次谐频；导叶出口压力脉动系数沿径向基本一致，主要激励频率为轴频；叶轮出口诱发的叶频压力脉动是决定泵振动水平的主导因素。研究结论为循环泵减振技术的发展提供了一定的理论支撑。
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