亲社会动机、帮助行为如何影响关系绩效:认知信任的作用及情境条件

关系绩效强弱是影响员工能否实现持续发展的关键因素,如何最大程度地提升员工关系绩效是理论界和企业界关注的重要问题之一。亲社会动机被视为决定关系绩效的重要前因变量,但尚未出现关于这种内在关系及作用机理的系统阐释与深入研究。本文依托动机信息加工理论和符号互动理论,构建并检验了一个被中介的调节效应模型,探讨了亲社会动机和认知信任对关系绩效的影响及其内在作用机制。研究结果显示:亲社会动机、认知信任与关系绩效显著正相关,帮助行为分别在亲社会动机与关系绩效、认知信任与关系绩效的关系中起部分中介作用,认知信任在亲社会动机与帮助行为之间起调节作用,进一步调节了帮助行为对亲社会动机—关系绩效的中介作用。研究结果证明,被中介的调节效应模型全新地揭示了亲社会动机对员工关系绩效的作用机理和预测力,不仅丰富和拓展了动机的相关研究范围,而且为员工绩效管理实践提供了有益启示。

How Prosocial Motivation and Helping Behavior Influence Contextual Performance:The Mechanism and Context Situation of Cognitive Trust

The contextual performance,derived from performance behavior view,is one of the main themes of the research on employee work performance,and it is also the organic guarantee and support of task performance.Many studies have showed that employee contextual performance has been considered as a critical factor of organizational continuous development,as a consequence,how to improve employee contextual performance is one of the important problems in theory and practice circles.Although existing research suggests motivation can help employee promote performance,the effect of prosocial motivation on employee contextual performance did not give full explanation,the empirical studie s show mixed results and this relationship has remained ambiguous and contested.In view of the existing research gaps,this paper constructs a model based on the motivated information processing theory and symbolic interaction theory.To test the model,data were collected from 315 employees and their colleagues in Beijing,Guangzhou and Yinchuan with the assistance of the human resource manager.The results show that:prosocial motivation and cognitive trust are positively related to contextual performance,and prosocial motivation and cognitive trust are also positively related to helping behavior;Helping behavior partially mediates the relationship between prosocial motivation(cognitive trust)and contextual performance;Cognitive trust moderates(a)the relationship between prosocial motivation and helping behavior,(b)the mediated relationship between pro social motivation and contextual performance,in other words,helping behavior mediate s the relationship between prosocial motivation and employee contextual performance only when the cognitive trust is limited.Finally,compared with previous researches on the relationship between motivation and employee performance,this paper breaks through the analytical framework of relational performance for the first time,making a preliminary test of the effectiveness of prosocial motivation based on the theory of motivational information processing,which is not only helpful for us to understand more thoroughly the deep-seated inducing factors behind contextual performance,but also provides a beneficial enlightenment to the employee contextual performance management practices.