- Author
- Year
- 2009
- Title
- Self-interest and other-orientation in organizational behavior: Implications for job performance, prosocial behavior, and personal initiative
- Journal
- Journal of Applied Psychology
- Volume | Issue number
- 94 | 4
- Pages (from-to)
- 913-926
- Document type
- Article
- Faculty
- Faculty of Social and Behavioural Sciences (FMG)
- Institute
- Psychology Research Institute (PsyRes)
- Abstract
-
In this article, the authors develop the self-concern and other-orientation as moderators hypothesis. The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior. The authors instead propose that self-concern and other-orientation are independent. The authors also propose that job performance, prosocial behavior, and personal initiative are a function of (a) individual-level attributes, such as job characteristics when employees are high in self-concern, and (b) group-level attributes, such as justice climate when employees are high in other-orientation. Three studies involving 4 samples of employees from a variety of organizations support these propositions. Implications are discussed for theory on work behavior and interventions geared toward job enrichment and team-based working.
- URL
- go to publisher's site
- Language
- Undefined/Unknown
- Persistent Identifier
- https://hdl.handle.net/11245/1.311105
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