ÖйúÒ»¼¶Æ¬

We conceptualize workplace helping as a deliberate process that is fundamentally altered by both internal and intrapersonal sensemaking processes. The present study highlights how competitive climates may change the natural behaviors of prosocial identifying employees through both distal and proximal effects. Namely, we expected that these climates would both mute the relationship between prosocial identity and interpersonal helping as well as strategically encourage more instrumental helping motives. Those who expect rewards for their helping, however, would not reap the performance benefits normally associated with helping. By surveying 406 employees from a variety of industries along with their supervisors at multiple time points, we uncovered curvilinear indirect effects of prosocial identity on job performance through interpersonal helping. The highest levels of helping were associated with diminishing returns of performance. In addition, our results revealed that both stages of this instantaneous indirect effect were moderated by group-level competitive climates. These group perceptions exerted a direct moderating effect on the first stage and an indirect moderating effect on the second stage through increasing individual-level instrumental helping motives. Integrating these two situational and personal moderators into the model helps to further clarify the psychological and interpersonal processes linking prosocial identity and workplace behaviors.