帮助行为指在工作相关领域自愿帮助组织其他成员的行为，是组织公民行为的重要维度。在协同创新时代，相互帮助是提高效率、激发活力与创造力的重要影响因素。以往的研究大多站在帮助者的角度，探索帮助行为的积极影响，以及影响帮助行为产生的前提因素。由于帮助行为是帮助者和受助者双方的互动过程，仅仅从帮助者视角的研究是不完整的；另外，帮助行为未必都是积极的效果，所谓“好心未必好报”、甚至“恩将仇报”就是这种现象。本研究基于帮助者和受助者互动的视角，探讨组织背景下帮助行为可能存在的双刃剑效应及其发生机制，以期达到激发帮助行为的积极效果和抑制其消极效果的管理目标。具体包括帮助行为的积极效果与受助者感恩机制研究；帮助行为的消极效果与受助者自尊威胁或失望机制研究；以及作为组织环境的人力资源管理实践在激发帮助行为的积极效果和抑制其消极效果的调节机制研究。

Abstract: Helping behavior refers to volunteering to help organizational members in the workplace, which is a significant aspect of organizational citizenship behavior. In the era of collaborative innovation，helping each other is a very influential factor for promoting efficacy, stimulating vitality and creativity in the organization. Most of previous studies have focused on helper, investigating the positive effect of helping behavior and the antecedents for generating such behaviors. However, helping behavior is a dynamic process between helper and recipient. The research is incomplete so long as it only takes on the helper’s viewpoint. Moreover, the results of helping behavior are not always positive. “Return kindness with ingratitude” and “charity is not rewarded” are examples of this phenomenon. Looking at the phenomenon through the lens of the helper-recipient interaction, this research aims to investigate the double-edged sword effect and mechanisms of helping behavior in the organizational context, so as to foster the positive effects and prohibit the negative effects of helping behavior in managerial practices. Specifically, the current research will include 1) the study of the positive impact of helping behavior through mediator of recipients’ gratitude; 2) the study of the negative impact of helping behavior with the mediators of recipients’ disappointment or threats to their self-esteem; 3) the moderation effect of human resource management practices in enhancing the positive effects and inhibiting the negative effects of helping behavior.