| Summary: | 碩士 === 東吳大學 === 心理學系 === 98 === Since Brief and Motowidlo (1986) presented the concept of prosocial organizational behavior, the majority of relevant researches have emphasized on the benefit of this behavior regarding individuals and organizations; however, these researches still involve insufficient information about harming organization. The study will attempt to confer deeply that prosocial organizational behavior is not only assisting people, but hurting organization.
According to some relevant literature reviews and researches, the study divides into positive and negative prosocial organizational behavior. Positive prosocial organizational behavior is that when the employees assist people in the organization, the benefit of organization could be improved indirectly. On the other hand, negative prosocial organizational behavior is that when the employees assist others, the benefit of organization would be damaged.
Empathy is the antecedent variable of the behavior of helping people in the field of social psychology, so this study uses empathy to predict that the positive and negative prosocial organizational behavior. Perceived organizational support and it’s effect are the significant issues, which are concerned by the organizational behavior researchers. Therefore, this study uses perceived organizational support to predict positive and negative prosocial organizational behavior and moderate the relationship between empathy and positive or negative prosocial organizational behavior. Nowadays, more and more organizations adopt teamwork; as a result, the support and the cooperation among coworkers play an essential role in the job performance. This study uses perceived coworker support to predict positive and negative prosocial organizational behavior, and moderate the relationship between empathy and positive or negative prosocial organizational behavior. In the aspect of outcome variable, job performance is also the issue which is concerned by several organizational behavior researchers. Thus, this study uses job performance to be the outcome variable of positive and negative prosocial organizational behavior.
Firstly, by collecting critical incidents, the scale of positive and negative prosocial behavior is edited. Then, this study uses questionnaires to collect data by dyad method. 262 valid dual-questionnaires are collected from participants who are on the job. The regression analysis demonstrates that empathy and perceived coworker support could predict positive prosocial organizational behavior. Perceived coworker support can moderate the relationship between empathy and positive prosocial organizational behavior. In addition, positive and negative prosocial organizational behavior could predict job performance.
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