近代ビジネスではスピードと効率性が重要視され、従業員は時間的制約の中で働いている。特に、上司は業務遂行を迅速化し、競争優位を確保するために時間への緊急感（Time Urgency）を持ち、部下の作業進行を厳しく管理する。高い緊急感を持つ上司は、職場全体の業務速度を向上させるが、一方で部下同士のヘルプ行動を低下させる可能性がある。本研究では、ヘルプ行動の減少メカニズムに着目し、上司の時間緊急感と認知資源理論を活用し、上司の時間緊急感が部下の認知資源に与える影響と、その負の効果が部下の時間緊急感によって軽減される可能性を検証した。その結果、まずヘルプ行動の減少は、認知資源の消耗につながることがわかっていた。緊急感の高い上司のもとでは、部下は作業に極度に集中し、他者支援に割く認知資源が不足するため、相互理解が希薄になり助け合いが減少する。しかし、上司の時間緊急感の影響は部下自身の時間緊急感によって調整される可能性がある。部下自身も高い緊急感を持つ場合、上司と目標への意識が一致し、一体感が生まれることで業務要求を強制的とは捉えにくくなる。また、時間的圧力もヘルプ行動の重要な調整要因と考えられる。感情的な疲労と時間的圧力を同時に感じる部下は、認知資源を回復しようとし、支援を得るためにヘルプ行動を増加させる可能性がある。

Given the essential role that helping behavior plays in an organization's competitiveness, it has been the subject of extensive research. In complex environments, members may need workplace assistance to address various job-related issues. Helping behavior can enhance team cohesion and sense of belonging, attract talented individuals to the team, and bring benefits to workplace and organizational performance. However, the COVID-19 pandemic has significantly disrupted the foundational relational dynamics crucial for fostering helping behaviors within organizations. Amidst the pandemic, the daily interpersonal interactions that underpin trust among employees dwindled, and the limitation on collaborative efforts within shared physical environments impeded the natural observation of peers’ activities. This shift has posed considerable challenges to the traditional engagement in helping behaviors, which were previously facilitated by proximate and face-to-face interactions.According to this background, by integrating social information processing theory and cognitive processes, this paper empirically examines the impact of employees' awareness, along with its antecedents—sensitivity and information accuracy—on helping behavior in remote work. The study specifically considers how the frequency of remote working and team-member exchange (TMX) moderate these dynamics. Through the analysis of data from 396 employees in China, all with remote work experience, employing both multiple regression and structural equation modeling techniques, we unearthed pivotal insights. A principal discovery is that awareness of workplace and colleagues' circumstances, significantly enhances the propensity to engage in helping behavior, especially in the remote work context. In additional, awareness acts as a mediator in the relationship between the sensitivity to and accuracy of information and the manifestation of helping behavior. Physical separation inherent to telecommuting, alongside the psychological distances narrowed through effective TMX, synergistically moderates these mechanisms. These insights underscore the nuanced interplay between cognitive processes and the structural aspects of remote work, offering strategies for problems aimed at ameliorating the decline in helping behaviors observed in telecommuting scenarios.This paper was presented at The Japanese Association of Administrative Science

Following the subsidence of the COVID-19 pandemic, remote work and telecommuting have gained increasing prevalence. The widespread adoption of remote work offers several benefits, including increased perceived autonomy and reduced commuting time for employees. However, by limiting physical contact between employees and increasing their isolation in the workplace, remote work can also decrease the extent to which employees assist others, which can have negative effects on organizational development. Considering the inherent limitations of remote work, it is imperative to investigate approach of remedying its deficiencies and leveraging its strengths to yield positive outcomes.Therefore, the aim of this study is to explore how employees are more likely to engage in helping others when working from home and to develop a framework for understanding organizational citizenship behavior in remote work. To facilitate this study, prior research on organizational citizenship behaviors in remote work was reviewed. Based on the findings of the literature review, an empirical study is being conducted to examine the impact of leader behaviors on organizational citizenship behaviors in remote work. An oral presentation on the study's findings is planned for the The Japanese Association of Administrative Science.