Interestingly, we found that responding to many help requests was particularly problematic for prosocial employees, people who value helping others and who help on a regular basis. Perhaps because helping others is so important to their sense of self, prosocial employees devote more time and cognitive resources to helping others. Thus, the high-quality help that prosocial employees tend to provide seems to come at a higher cost for them — they feel more depleted and derive less replenishment even when their help is beneficial to coworkers.
有趣的是,我们发现多次帮助别人对那些亲社会的职员来说尤其是个问题,他们很看重帮助他人并且这对他们来说是常事。或许是因为帮助他人对他们的自我存在很重要,亲社会的职员会投入更多的时间和认知资源来帮助他人。因此,他们提供高质量的帮助似乎代价惨重。即便他们真正帮到了同事们,自己更多地还是会感到心力交瘁且难以恢复。
My coauthors and I find similar results in another study published in the Academy of Management Journal. We surveyed 82 employees from various organizations multiple times a day for 10 consecutive workdays. We found that daily helping had both positive and negative consequences for helpers. Helping was associated with positive emotions, which then enhanced helpers’ sense of energy as well as their satisfaction and commitment to work that day. At the same time, helping interfered with helpers’ own progress at work, depleted their inner resources, and hurt their job satisfaction and commitment. The positive effects of helping were more pronounced for people who are risk seeking, enjoy challenging themselves, and are motivated by the possibility of reward, whereas the negative effects of helping were more pronounced for people who are risk averse, prefer avoiding mistakes, and are motivated by preventing harm.
【助人为乐吗?不,研究表明:助人为“累”】相关文章:
最新
2019-01-07
2019-01-07
2019-01-07
2019-01-07
2019-01-07
2019-01-05