I Resent that I Have Helped you! A Qualitative Study of Sources and Consequences of Resentment of Helping

Chou, Shih Yung; Bove, Federica; Ramser, Charles

doi:10.1007/s10672-021-09371-5

Cited by 4 publications

(6 citation statements)

References 77 publications

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“…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.…”

Section: Theory and Hypothesesmentioning

confidence: 88%

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

Chou

Ramser²

2022

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PurposeUtilizing a self-regulatory perspective, the authors examine how narcissism influences perceived negative inequity and the downstream effects on self-enhancement motivation and organizational citizenship behaviors (OCBs) over time.Design/methodology/approachA total of 689 useable three-wave panel data were obtained via Amazon Mechanical Turk during a three-month period. A latent growth curve modeling approach using EQS 6.4 for Windows was employed to test the hypothesized model.FindingsResults illustrate that individuals with higher levels of narcissism perceive higher levels of perceived negative inequity and then form higher levels of self-enhancement motivation, which prompt more OCB directed toward the organization (OCBO) than OCB directed toward individuals (OCBI). When perceived negative inequity increases over time, narcissists experience a faster increase in self-enhancement motivation, which also leads to a faster increase in OCBO compared to the increase in OCBI.Originality/valueTheoretically, this study provides theoretical and empirical insights into understanding the process through which narcissists' OCBs are motivated. Practically, this study offers several practical recommendations that help managers manage OCBs effectively in the organization.

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Section: Theory and Hypothesesmentioning

confidence: 88%

“…Additionally, employees often make attributions as to why their colleagues engage in OCBs (Chou et al. , 2021a, b). In particular, employees often view OCBs as organizationally desirable only when they are prosocially driven (Snell and Wong, 2007).…”

Section: Discussionmentioning

confidence: 99%

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

Chou

Ramser²

2022

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“…As such, we argue that employees holding a transactional contract will be keener to forsake helping behaviours, as their immediate concern is the protection of personal resources that may be needed in case they intend to leave the employer in the near future. In addition, some authors (Chou et al , 2021; Lanaj et al , 2016; Yang et al , 2018) underline the “dark side” of helping behaviours towards co-workers because the provision of support might drain personal resources and diminish the job performance of the provider of support. This might be particularly the case with demanding professions, such as nursing, that deals with human fragilities and is recognized as a highly demanding and stressful job (Yang et al , 2018).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Psychological contract breach and organizational citizenship behaviours: the moderating role of contract type

Santos

Pinho

Ferreira

et al. 2023

MRR

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Purpose Drawing on the conservation of resources (COR) theory, this study aims to assess the moderating effect of the psychological contract (PC) type (relational, transactional and balanced) on the relationship between psychological contract breach (PCB) and organizational citizenship behaviours (OCBs). Design/methodology/approach The authors administered a survey to a sample of 159 nurses working in a large public hospital. To analyse the survey data, the authors used partial least squares with SmartPLS v.3.3, a variance-based structural equation modelling technique that combines principal component analysis, path analysis and regression analysis. Findings This study shows that nurses counteract the loss of resources following a PCB by investing more in stronger interpersonal relationships with co-workers and patients as a way to recuperate from resource loss and gain social resources. In addition, the moderating effect of the PC type reinforces the relationship between a PCB and OCB in a way that relational and balanced PC types support OCB-I positively but negatively OCB-O. Furthermore, the transactional PC does not reinforce negatively the link between PCB and OCB-I, and the negative interacting effect on the PCB and OCB-O link is only partially supported. Research limitations/implications The study findings are grounded on a cross-sectional research design and a convenience sampling strategy. Practical implications The results highlight the relevance of human resources management practices centred on employee involvement and participatory supervision styles for ensuring OCB display at the workplace. Originality/value The results add new evidence to COR theory by highlighting the importance of social resources as a mitigator in the relationship between nurses’ PCB and OCB towards co-workers and patients (OCB-I). Hence, the OCB-I display will vary in function of the target and the moderating effect of PC type (relational, balanced or transactional).

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“…Helping behavior: the functional and exchange-based theoretical underpinnings Conceptually speaking, helping behavior refers to an individual's direct and intentional contributions to a coworker's organizational task performance (Dalal and Sheng, 2019). Helping behavior is vital to organizational effectiveness and efficiency because many organizations are unable to foresee the scope of resources needed for attaining organizational goals (Chou et al, 2021). As such, helping behavior serves as an additional vital organizational resource that fosters efficient and effective organizational functioning (De Clercq et al, 2019).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Conceptually speaking, helping behavior refers to an individual's direct and intentional contributions to a coworker's organizational task performance (Dalal and Sheng, 2019). Helping behavior is vital to organizational effectiveness and efficiency because many organizations are unable to foresee the scope of resources needed for attaining organizational goals (Chou et al. , 2021).…”

Section: Literature Reviewmentioning

confidence: 99%

Helicopter helping in the organization: its conceptualization, key characteristics and possible antecedents and consequences

Chou

Barron

Ramser

2022

IJOTB

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PurposeSince its inception, helping behavior has been viewed as a cooperative and affiliative behavior with prudent employee involvement. The paradox of employee involvement, however, implies that helping behavior can be intrusive and obstructive. The primary purpose of this article is to conceptualize helicopter helping as an intrusive and obstructive type of discretionary workplace behavior. In addition, the authors discuss possible antecedents and consequences of helicopter helping.Design/methodology/approachTo conceptualize helicopter helping, the authors utilized the ABI/INFORM Global, Academic Search Complete, Business Source Complete, PsycARTICLES and JSTOR Archive Collection databases focusing on the helping behavior and helicopter parenting research. In particular, the authors applied the hovering nature of helicopter parenting to the conceptualization of helicopter helping exhibited by an employee in the organization. Additionally, the authors discuss antecedents and consequences of helicopter helping by integrating the bright and dark side of helping behavior research.FindingsThe authors conceptualize helicopter helping as an employee's excessive involvement in and interference with coworkers' task environment. Based upon the conceptualization of helicopter helping, the authors further propose that the need for achievement, Type-A personality, group rewards, high-performance group norms, a hierarchy organizational culture and strong social ties are possible antecedents of helicopter helping. Furthermore, the authors suggest that helicopter helping can result in reduced organization-based self-esteem, general self-efficacy, group creativity and innovation, quality of social-exchange relationships, learning and development and increased organizational vulnerability.Originality/valueThis article is one of the few studies exploring helping behavior from an intrusive and invasive perspective. Theoretically, the authors advance the dark side of helping behavior literature. Drawing upon the propositions, the authors offer some managerial recommendations that help managers mitigate the intrusive and obstructive type of helping in the organization.

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I Resent that I Have Helped you! A Qualitative Study of Sources and Consequences of Resentment of Helping

Cited by 4 publications

References 77 publications

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

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

Psychological contract breach and organizational citizenship behaviours: the moderating role of contract type

Helicopter helping in the organization: its conceptualization, key characteristics and possible antecedents and consequences

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