Based on survey evidence drawn from nine Australian (N = 1,349 employees) and six Chinese firms (N = 828 employees), and using structural equation modeling, we show that organizational identification mediates the effects of perceived support from these three sources on coworker assistance.

Human Performance

This article investigates how different sources of management support promote coworker helping behavior in organizations. We contend that senior management, managers responsible for Human Resource practices, and team leaders contribute to coworker assistance by encouraging employees to identify with the organization. Based on survey evidence drawn from nine Australian (N = 1,349 employees) and six Chinese firms (N = 828 employees), and using structural equation modeling, we show that organizational identification mediates the effects of perceived support from these three sources on coworker assistance. Differences in the strength of relationships between the variables are highlighted and discussed.

Based on survey evidence drawn from nine Australian (N = 1,349 employees) and six Chinese firms (N = 828 employees), and using structural equation modeling, we show that organizational identification mediates the effects of perceived support from these three sources on coworker assistance.

Managing Coworker Assistance Through Organizational Identification