| Summary: | Because of its important impact on organizational effectiveness, interpersonal helping behavior (IHB) has received a tremendous amount of scholarly attention. Little research, however, has explored IHB from the recipient's perspective in the Chinese context where cultural values and emphases are different from those of in Western contexts. Therefore, the author develops a theoretical model and systematically investigate the impact of receiving IHB on an employee's performance appraisal, manager's liking of the employee, perceived generalized self-efficacy (GSE), and organization-based self-esteem (OBSE) in the Chinese context. In particular, the author proposes the following. First, receipt of IHB has a negative impact on a Chinese employee's GSE and OBSE. Second, managerial performance appraisal and manager's liking mediate the relationship between receipt of IHB and a Chinese employee's GSE, and between receipt of IHB and a Chinese employee's OBSE. Third, a Chinese employee's organizational tenure moderates the relationship between receipt of IHB and a Chinese employee's GSE, and between receipt of IHB and a Chinese employee's OBSE. By investigating consequences of receipt of IHB in Chinese organizations, this theoretical model provides important insights into managing the receiving aspect of IHB without discouraging the demonstrating aspect of IHB. © 2018 College of Management, National Cheng Kung University
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