Scholars are paying increasing attention to the “dark side” of citizenship behavior. One aspect of this dark side that has received relatively scant attention is “helping pressure”—an employee's perception that s/he is being encouraged to, or otherwise feels that s/he should, enact helping behavior at work. Drawing from theory associated with work stress, we examine affective and cognitive mechanisms that potentially explain why helping pressure, counterintuitively, may lead employees to engage in deviant behavior instead. Beyond examining these possible mechanisms, we also answer calls to identify a potential buffer to these effects. Drawing from self‐determination theory, we examine how an employee's intrinsic motivation for citizenship may lessen the deleterious consequences of helping pressure at work. In two studies (a within‐individual experience‐sampling study and a two‐wave between‐individual study), we find consistent evidence that helping pressure has a positive indirect relationship with deviant behavior through increased negative affect. Further, we find evidence that intrinsic motivation for citizenship weakens the positive relationship of helping pressure with negative affect, buffering the indirect effect on subsequent deviant behavior. Theoretical and practical implications of these findings for the study of helping pressure at work are discussed.

中文翻译：

---

为什么帮助他人的压力会伤害到谁？情感和认知机制将帮助压力与工作场所偏差联系起来

学者们越来越重视公民行为的“阴暗面”。这种相对黑暗的一面却很少受到关注，其中一个方面就是“帮助压力”，即员工认为自己受到鼓励或以其他方式认为自己应该在工作中表现出帮助行为。从与工作压力相关的理论出发，我们研究了情感和认知机制，这些机制潜在地解释了为什么反直觉地帮助压力可能导致员工从事异常行为。除了研究这些可能的机制外，我们还回答了呼叫，以找出可能导致这些影响的缓冲区。从自我决定理论出发，我们研究了员工的公民内在动机如何减轻工作压力的有害影响。在两项研究中（一项内部经验抽样研究和一项两波间个人研究），我们发现一致的证据表明，通过增加负面影响，帮助压力与越轨行为具有积极的间接关系。此外，我们发现有证据表明，公民的内在动机削弱了帮助压力带来负面影响的积极关系，从而缓冲了对随后的越轨行为的间接影响。讨论了这些发现对帮助减轻工作压力的理论和实践意义。我们发现，公民的内在动机削弱了以负面影响帮助压力的积极关系，从而缓冲了对随后的越轨行为的间接影响。讨论了这些发现对帮助减轻工作压力的理论和实践意义。我们发现有证据表明，公民的内在动机削弱了帮助压力带来负面影响的积极关系，从而缓冲了对随后的越轨行为的间接影响。讨论了这些发现对帮助减轻工作压力的理论和实践意义。