摘要：员工主动助人行为对组织的成功十分重要，这种行为往往取决于员工的地位寻求行为导向，却被以往研究忽略。基于社会等级信念理论，本研究解释了地位合作和竞争导向与员工主动助人行为之间关系，以及主管支持与阻抑的调节。本研究认为，地位合作和竞争导向与员工主动助人行为之间关系存在明显差别，对于上述关系，主管支持与阻抑的调节作用也存在明显差别。基于300套主管—员工两阶段配对数据的实证结果表明，地位合作导向正向影响员工主动助人行为，地位竞争导向负向影响员工主动助人行为，同时有关主管支持与阻抑调节作用的相关假设也得到了支持。上述研究发现不仅拓展了地位竞争动机的理论内容，而且还为组织提升员工主动助人行为提供了新思路。

Abstract: Employee proactive helping behaviors are key to organizational success. Proactive behaviors are influenced by employee status-striving behavior orientations. However, this has been ignored by previous research. Based on the social hierarchy belief theory, this study suggests that there are significant differences in the relationship between status cooperation and competition orientation and employee proactive helping behaviors, and there are significant differences in the moderating effects of supervisor supporting and undermining on these relationships. Based on 300 sets of two-stage supervisor and employee matching data, the empirical results show that status cooperation orientation positively influenced employee proactive helping behaviors, while status competition orientation negatively influenced employee proactive helping behaviors. The relevant hypotheses about the moderating effect of supervisor supporting and undermining are also supported. The findings not only expand the theoretical content of status-competition motivations, but also provide new ideas for organizations to improve employee proactive helping behaviors.