摘要：知识经济时代，帮助行为作为一种亲社会行为一直备受学者关注。基于自我评价理论，从受助者的视角出发，探讨了组织情境下员工接受帮助影响工作绩效的自我评价机制，以及员工宜人性在这一过程中所起的调节作用。分析354名员工三阶段的问卷调查数据，结果发现：（1）接受帮助通过提升员工基于认知的被信任感知正向影响其任务绩效；（2）接受帮助通过提升员工基于情感的被信任感知正向影响其人际公民行为；（3）宜人性正向调节了接受帮助与基于认知的被信任感知和基于情感的被信任感知之间的关系，即宜人性高的员工接受帮助会有更高的基于认知和情感的被信任感知。

Abstract: In the era of the knowledge economy, helping behavior as a kind of pro-social behavior has attracted much attention of scholars. From the perspective of the recipients, this paper explores the self-evaluation mechanisms that employees' receiving help affects their job performance in the organizational context based on the self-evaluation theory,andthe moderating role of employee agreeableness in this process. Through the three-stage questionnaire survey data of 354 employees, the results show that: (1) employees'receiving help positively affects their taskperformance through cognitive-based felt trusted; (2) employees'receiving help positively affects their interpersonal citizenship behavior through affective-based felt trusted; (3) agreeableness positively moderates the relationship between receiving help and cognitive-based felt trusted, as well as affective-based felt trusted; that is,employees with higher agreeableness will have higher cognitive and affective felt trusted when receiving help.