Abstract
In this study, we investigate the relationship between employees’ help-giving behavior and help-seeking behavior from the intrapersonal perspective. Based on self-regulation theory, we point out and demonstrate two serial underlying mechanisms (i.e., reputation pathway and credits pathway) between employees’ help-giving behavior and their subsequent dependent help-seeking behavior. Furthermore, we identify and test the moderating effect of leader respect to solve the opposite effect of help-giving behavior on subsequent dependent help-seeking behavior indicated by the two serial underlying mechanisms. We tested our hypotheses using a multi-wave data collected from 276 employees. Our results showed that the positive (negative) relationship between workplace help-giving behavior and dependent help-seeking behavior is serially mediated by personal reputation and reputation maintenance concerns (moral credits and help-seeking justification). Leader respect weakens such a positive relationship and strengthens the negative relationship. We discuss the theoretical and practical implications for helping literature.
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