“You Don’t Want My Help?” The Negative and Positive Consequences of Help Offer Rejection

IF 9.3 1区 管理学 Q1 BUSINESS
Andrea L. Hetrick, Trevor M. Spoelma, Daniel W. Newton, Alexander C. Romney
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引用次数: 0

Abstract

Helping is ubiquitous in organizations and vital to individual and organizational effectiveness. Yet, for various reasons, offers to help are sometimes rejected. Help offeror reactions to help offer rejection, or how employees respond to coworkers refusing their propositions to assist with work tasks, is an important but overlooked area of inquiry in organizational research. Although negative reactions to having help rejected might seem intuitive, help offer rejection may also produce positive outcomes for help offerors. Drawing upon sociometer and sensemaking theories, we present a theoretical model in which help offer rejection indirectly reduces subsequent helping through reduced organization-based self-esteem (OBSE) and indirectly increases subsequent creativity through enhanced sensemaking. We propose that the strength of these effects is moderated by coworkers’ explanation sensitivity such that coworkers’ sensitive and sincere communication reduces the negative effect on OBSE and enhances the positive effect on sensemaking. We test and find general support for this conceptual model in two multiwave, multisource field studies of full-time workers and in an experimental vignette study. We discuss the theoretical and practical implications of our findings and suggest fruitful avenues for future research.
"你不需要我的帮助?拒绝提供帮助的消极和积极后果
帮助在组织中无处不在,对个人和组织的效率至关重要。然而,出于各种原因,提供帮助的提议有时会遭到拒绝。求助者对求助被拒的反应,或者说员工如何应对同事拒绝其协助完成工作任务的提议,是组织研究中一个重要但被忽视的探究领域。尽管员工对求助被拒的负面反应看似直观,但求助被拒也可能给求助者带来积极的结果。借鉴 "社会度量器 "和 "感觉创造 "理论,我们提出了一个理论模型,在该模型中,求助被拒会通过降低组织自尊(OBSE)间接减少后续帮助,并通过增强感觉创造间接提高后续创造力。我们提出,这些效应的强度受同事解释敏感度的调节,因此同事敏感而真诚的沟通会降低对 OBSE 的负面影响,并增强对感性创造的正面影响。我们在两项针对全职工作者的多波次、多来源实地研究和一项实验性小插曲研究中对这一概念模型进行了测试,并发现其得到了普遍支持。我们讨论了研究结果的理论和实践意义,并为今后的研究提出了富有成效的途径。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
22.40
自引率
5.20%
发文量
0
期刊介绍: The Journal of Management (JOM) aims to publish rigorous empirical and theoretical research articles that significantly contribute to the field of management. It is particularly interested in papers that have a strong impact on the overall management discipline. JOM also encourages the submission of novel ideas and fresh perspectives on existing research. The journal covers a wide range of areas, including business strategy and policy, organizational behavior, human resource management, organizational theory, entrepreneurship, and research methods. It provides a platform for scholars to present their work on these topics and fosters intellectual discussion and exchange in these areas.
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