Helping coworkers only when I have more? Integrating social comparison, attribution and conservation of resources theories

Abstract

Purpose Drawing upon conservation of resources (COR) and attribution theories, prior research in helping behavior has mainly focused on an independent view of the helper’s personal resources. This perspective, however, falls short of capturing the comparative nature of personal resources and attributions in a helping context. The purpose of this paper is, therefore, to develop a theoretical model that helps predict employees’ decisions to help or not to help. Design/methodology/approach A theoretical model was developed by integrating social comparison, COR and attribution theories. Findings The theoretical model proposes the following. First, when employees perceive that they have fewer personal resources than a coworker who needs help, they are less likely to help. Second, when employees perceive that they have more personal resources than a coworker who needs help, they make causal attributions as to why the coworker failed to deploy personal resources. Finally, when employees have more personal resources than a coworker who needs help, they are more likely to help if they make situational, unstable and uncontrollable attributions to the coworker’s failure to deploy personal resources. Originality/value This paper extends the literature by offering a theoretical model that emphasizes comparisons and attributions of personal resources in a helping context. Additionally, this paper offers several managerial implications that help managers manage helping behavior effectively.

Narcissists going above and beyond? The role of perceived negative inequity and self-enhancement motivation

“…Along similar lines, we further theorize that narcissists may strategically determine the form of OCBs to be exhibited to minimize costs and maximize benefits. Because OCBs require individuals to go above and beyond their in-role descriptions using their personal resources (Chou et al. , 2021a, b), how narcissists may strategically allocate their personal resources when determining the type of OCBs to be exhibited is consistent with a basic premise of conservation of resources (COR) theory (Hobfoll, 1989), which suggests that individuals are motivated to protect resources that they value such as time, energy, and effort.…”

“…While OCBs as workplace behaviors are generally desired by managers and coworkers, OCBs can certainly be exhibited based on self-enhancement and impression management motives (Adame and Bisel, 2019). Additionally, employees often make attributions as to why their colleagues engage in OCBs (Chou et al. , 2021a, b).…”

How does compulsory citizenship behavior disturb police employees' psychological health? The roles of work–family conflict and putting family first

“…, 2023). It also explains that resources are not just physical items, but also comprised of individual attributes, energy and conditions (Chou et al. , 2021).…”

“…It proposes that individuals are negatively affected when there is a likelihood of losing a resource, actual resource loss or a lack of anticipated resource gain; conversely, they are positively influenced when there is expected or actual resource gain (Hobfoll et al, 2018;Ahmad et al, 2023). It also explains that resources are not just physical items, but also comprised of individual attributes, energy and conditions (Chou et al, 2021). The theory suggests that resource loss can have overarching consequences, as people who lose resources in one area (i.e.…”

Extra-role behaviour of non-family employees in private family firms through job crafting: mediating role of workplace flourishing

“…, 2018). The definition of resources is not limited to tangible objects only, but it also includes conditions, personal characteristics and energy (Chou et al. , 2021).…”