摘要
不同于亲组织行为、利他行为和主动性行为,组织中的亲社会行为(prosocial behavior)指个人为促进或保护他人、团队、组织福祉所采取的行为,具体包括亲社会组织行为、组织公民行为、指导、知识共享等。基于量表与实验测量的独立研究和多样本元分析发现:亲社会行为不仅有利于员工职业成功,改善工作态度和工作绩效,而且还能促进组织创新、降低员工流失率、提升组织有效性;而影响亲社会行为的因素则有个人特质、领导风格、同事因素、工作设计等。本文构建了亲社会行为循环管理机制,并提出未来理论研究应侧重亲社会行为的测量工具、影响机制、非线性影响、本土研究;而管理实践应重点关注亲社会行为的识别、评估与干预。
Nowadays, work is becoming more team-oriented and flexible. Organizations hope and need employees to help each other, cooperate and share in their work, and devote more energy to the overall interests of organizations beyond the completion of their own work. Prosocial behavior has gradually become an important hot topic in the field of organizational behavior. Previous studies have emphasized the importance of prosocial behavior and achieved some results, but the overall dispersion hinders the development of prosocial behavior research. Therefore, this paper systematically reviews the relevant literature, including the definition of prosocial behavior, similar concepts, measurement methods, antecedents, results, research prospects and practical enlightenment, so as to present a clear and complete development framework, deepen the understanding of prosocial behavior, and provide inspiration for relevant domestic research. More importantly, it can provide reference for the practice of organizational management. Specifically, prosocial behavior in organizations refers to the acts that promote or protect the welfare of individuals, groups and organizations, which is unlike pro-organizational behavior, altruistic behavior and proactive behavior. In the past, OCB is often regarded as the prototypical prosocial behavior. Over the years, with the development of academics, organizational researchers have identified a number of other constructs that are consistent with the definition of prosocial behavior in that they are acts benefiting others: mentoring, knowledge sharing, brokering introductions, and compassion, etc. Based on the extensive independent researches and meta-analysis results of prosocial behavior in China and abroad in recent years, we can see that scale and experiment are the main methods of prosocial behavior measurement. It is worth learning that some scholars combine the two methods in their studies. At the individual level, prosocial behavior is beneficial to employees' working attitude, performance and career success;at the organizational level, prosocial behavior can promote the innovation of organizations, decrease the turnover rate of the staff, and improve the effectiveness of organizations. However, some studies also show that prosocial behavior can lead to negative effects. The factors that influence prosocial behavior are personality traits, peers, leadership and job characteristics, etc. On the above basis, this paper constructs a prosocial behavior cycle management mechanism, which integrates specific measures to stimulate prosocial behavior into human resource management practice such as recruitment and selection, training, performance appraisal, salary incentives, job design, etc. It is suggested that future theoretical research should focus on the measurement tools, impact mechanism, non?linear impact and local research of prosocial behavior, while management practice should focus on the identification, evaluation and intervention of prosocial behavior.
作者
彭小平
田喜洲
郭小东
Peng Xiaoping;Tian Xizhou;Guo Xiaodong(School of Management,Chongqing Technology and Business University,Chongqing 400067, China)
出处
《外国经济与管理》
CSSCI
北大核心
2019年第5期114-127,共14页
Foreign Economics & Management
基金
国家自然科学基金面上项目(71872023
71372213)
重庆市社科规划项目(2016WT39)
重庆市研究生创新型科研项目(CYS17246)
