Browsing by Author "Li, Shike"

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    Dark side of good behaviors: essays on helping, thanking and apologizing
    (IE University, 2022-02-09) Li, Shike; Jain, Kriti; https://ror.org/02jjdwm75
    This dissertation examines the negative outcomes of three widely-studied prosocial behaviors: helping, thanking and apologizing, and aims at providing a broader understanding of when and why these behaviors fail to serve a prosocial function. Chapter 1 differentiates the effect of proactive (i.e., unsolicited) help vis-à-vis reactive (i.e., solicited) help on the helper’s subsequent selfish behaviors, and investigates a novel mechanism—perceived cost of helping—underlying such relationship. In three experimental studies, I demonstrate that after providing reactive help (vis-à-vis proactive help), the helpers are more likely to engage in selfish behaviors for selfbenefits, and this is because the disruptiveness of providing reactive help makes the helpers to perceive the cost of help (i.e., time, effort and resources invested in help) as higher, the effect of which is strengthened when helpers are more intolerant of under-reward. Chapter 2 investigates a ubiquitous yet unstudied phenomenon: when a benefactor solicits gratitude expression from a beneficiary after offering help, namely, gratitude expression solicitation. Based on the results from one pilot study and three experimental studies, I demonstrate the real-life instances of gratitude expression solicitation, how soliciting gratitude expression is different from soliciting other monetary and non-monetary resources in social exchanges, and how it can lead the beneficiary to avoid the benefactor more through perceived benefactor arrogance. I also examine the moderating effect of whether gratitude has been expressed before it is solicited, which jointly contribute to an in-depth understanding of soliciting gratitude expression. Last, in Chapter 3, I explore when apology may impair reconciliation process by exploring the situation when the alleged transgressor does not perceive any wrongdoing but still apologizes. Adopting a transgressor-centric approach and using a mixed-approach design, I investigate the nature and the prevalence of apologizing with no felt transgression at the workplace, demonstrate its related affective and reconciliation outcomes from the transgressor’s perspective, and illustrate the role of organizational conflict cultures in influencing employees’ restoration efforts upon apologizing with no felt transgression.
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    When apologizing hurts: Felt transgression and restoration efforts
    (John Wiley and Sons Ltd, 2023) Li, Shike; Radivojevic, Ivana; Conrad, Carlina; Jain, Kriti; Ministerio de Ciencia, Innovación y Universidades; Ministerio de Economía y Competitividad; European Regional Development Fund; Agencia Estatal de Investigación; https://ror.org/02jjdwm75
    Apologizing is important for conflict resolution and relationship reconciliation,yet apologies often fail to restore the damaged relationship. While much research has been devoted to investigating the victims' reactions upon receiving an apology,in this paper,we adopt an apologizer-centric approach and explore the phenomenon of apologizing with no felt transgression (vis-à-vis when there is felt transgression) along with its affective and reconciliation outcomes for the apologizer. Based on Appraisal Tendency Framework,we predict that apologizing with no felt transgression will lead to reduced guilt and increased anger in the apologizer,which will result in a decreased level of their restoration efforts towards the victim. In addition,we further hypothesize about the role of organizational conflict cultures in influencing the relationship between apologizing and restoration efforts via guilt and anger. Study 1 uses a micro-narrative procedure and an inductive data analysis approach to demonstrate the varied situations and motivations of employees apologizing with (no) felt transgression,Study 2 utilizes an experimental design to examine the mediation effect,and Study 3 employs the critical incident technique to test our whole research model. Our hypotheses were largely supported across our studies. Theoretical and practical implications are discussed. © 2022 The Authors. Journal of Organizational Behavior published by John Wiley & Sons Ltd.