The present study is developed based on conservation of resources theory (COR) to explore the underlying mechanism and boundary condition for the relationship between helping behavior and innovative behavior. To avoid the shortages of cross-sectional data, the present study collected two-wave and multi-source data. By collecting from 193 full-time Chinese workers and 68 supervisors at two separate time points, this study developed and examined a moderated mediation model using Mplus 7.0. The results show that helping behavior increases innovative behavior through enhancing positive affect, and psychological meaningfulness moderates the indirect relationship between helping behavior and innovative behavior through positive affect. In the condition of high psychological meaningfulness, helping behavior has a stronger indirect impact on innovative behavior through enhancing positive affect. This study enriches the literature on the outcomes of helping behavior. Moreover, this study provides several managerial implications to amplify the positive impact of helping behavior on innovative behavior. This study develops several strategies to enhance psychological meaningfulness and promote the benefits of helping behavior.

IntroductionPsychological entitlement and felt obligation are two correlated but distinctive conceptions. Prior studies have mainly explored their influences on employees' (un)ethical behavior, respectively. Recently, several studies suggest the interactive impacts of psychological entitlement with felt obligation on individual behavioral choices. In consistency with these studies, the present study focuses on the influences of (in)congruences in psychological entitlement and felt obligation on employees' (un)ethical behavior.MethodsA two-wave multi-source questionnaire survey is conducted to collect 202 matched questionnaires from full-time Chinese workers. The polynomial regression with response surface analysis is employed to test hypotheses.ResultsThe results indicate that: (1) employees have higher levels of work engagement and helping behavior but lower levels of unethical behavior when their psychological entitlement and felt obligation are balanced at higher levels rather than lower levels; (2) employees have higher levels of work engagement and helping behavior but lower levels of unethical behavior when they have higher levels of felt obligation but lower levels of psychological entitlement compared to those having lower levels of felt obligation but higher levels of psychological entitlement; and (3) work engagement mediates the relationship between (in)congruences in psychological entitlement and felt obligation and employees' helping behavior and unethical behavior.DiscussionThis study provides a novel insight into the interactive influences of (in)congruence in psychological entitlement and felt obligation on employees' ethical behavioral choices.

Purpose Considering the potential economic losses this might bring about, researchers have begun to explore ways to mitigate procrastination. Drawing on the job demands-resources model and the spillover-crossover model, this study aims to investigate the association between harmonious passion and procrastination at the intra- and interpersonal levels. Design/methodology/approach This study used a two-wave multisource questionnaire survey to acquire 256 cases nested in 128 coworker dyads from two hotels in Shanghai. Multilevel analysis and the actor–partner interdependence model were adopted to examine the hypotheses. Findings The results indicate that employees’ harmonious passion is indirectly negatively associated with procrastination (i.e., cyberslacking and soldiering) through workplace well-being at the intrapersonal level; employees’ harmonious passion is indirectly negatively associated with their coworkers’ procrastination (i.e., cyberslacking and soldiering) through the coworkers’ workplace well-being; and the crossover influence of employees’ harmonious passion on coworkers’ workplace well-being is contingent upon interpersonal conflict at the dyadic level, such that the crossover influence is stronger in condition of low rather than high interpersonal conflict. Practical implications Hotels are suggested to provide training programs to employees for enhancing their capabilities to maintain harmonious passion and promote their communication skills to decrease the likelihood to experience interpersonal conflict. Originality/value This study offers a comprehensive insight into the association between harmonious passion and procrastination in hospitality employees, which extends the understanding of the outcomes of harmonious passion and the profit of harmonious passion at the interpersonal level.

No abstract

No abstract