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首页> 外文期刊>Journal of organizational behavior >Organization-specific prosocial helping identity: Doing and belonging as the basis of 'being fully there'
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Organization-specific prosocial helping identity: Doing and belonging as the basis of 'being fully there'

机译：特定于组织的亲社会帮助身份：做事和归属感是“充分存在”的基础

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摘要

Identity theory and social identity theory focus on doing and belonging, respectively, but neither provides a complete picture of being fully there at work (Kahn, ). This three-wave lagged field study links these two perspectives by proposing that beneficiary-specific prosocial helping identity, met expectations for prosocial helping, and their interaction predict the strength of a contextualized, organization-specific prosocial helping identity (OSPHI) targeted at those same beneficiaries and that OSPHI leads to positive employee work outcomes. Results provide strong support for the model and demonstrate that beneficiary-specific prosocial helping identity had indirect relationships with intent to stay with the organization, experienced work meaning, and emotional exhaustion (negative), via OSPHI, only when met expectations for prosocial helping were weak. We discuss the value of OSPHI as an important construct that reflects the psychological state of being fully there at work and predicts subsequent employee work outcomes. Copyright (c) 2016 John Wiley & Sons, Ltd.
机译：认同理论和社会认同理论分别关注做事和归属感，但都没有提供充分发挥作用的完整画面（Kahn，）。这项三波滞后的实地研究提出了受益者特定的亲社会帮助身份，达到了对亲社会帮助的期望，并且它们之间的相互作用预示了针对特定人群的上下文相关的组织特定的亲社会帮助身份（OSPHI）的优势受益人，并且OSPHI可以带来积极的员工工作成果。结果为该模型提供了有力的支持，并证明受益人特定的亲社会帮助身份只有通过满足OSPHI的期望而微弱时才通过OSPHI与保持与组织的意图，经历的工作意义以及情绪疲惫（负）有间接关系。 。我们讨论OSPHI作为重要构架的价值，该构架反映了充分参与工作的心理状态并预测随后的员工工作成果。版权所有（c）2016 John Wiley＆Sons，Ltd.

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