Journal ArticleDOI
Beyond helping: do other-oriented values have broader implications in organizations?
TLDR
In this article, the authors examined individuals' reactions to performance feedback and found that persons high in concern for others were less contingent than those of persons low in concern on the personal costs and benefits of accepting and responding to feedback.Abstract:Â
On the basis of H. A. Simon (1990), the value of concern for others is proposed to derive from a process whereby individuals accept social information without carefully weighing its personal consequences. This value may thus reflect a sensitivity to social information that is unrelated to helping others. In 3 studies examining individuals' reactions to performance feedback, the reactions of persons high in concern for others were less contingent than those of persons low in concern for others on the personal costs and benefits of accepting and responding to feedback. In contrast, persons low in concern for others were likely to reject feedback that did not result in valued personal outcomes. Because many models of organizational behavior maintain that individuals act on the basis of their evaluation of personal consequences, this value may relate to a wide range of organizational phenomena.read more
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Journal ArticleDOI
The Social Psychology of Organizations.
Journal ArticleDOI
Relational Job Design and the Motivation to Make a Prosocial Difference
TL;DR: In this article, the authors introduce a model of relational job design to describe how jobs spark the motivation to make a prosocial difference, and how this motivation affects employees' actions and identities.
Journal ArticleDOI
Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs
TL;DR: In this paper, the authors present a conceptual framework suggesting that employee silence and voice are best conceptualized as separate, multidimensional constructs, and further propose that silence has differential consequences to employees in work organizations.
Journal ArticleDOI
Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity.
TL;DR: Self-determination theory is drawn on, proposing that prosocial motivation is most likely to predict these outcomes when it is accompanied by intrinsic motivation, and two field studies support the hypothesis that intrinsic motivation moderates the association between Prosocial motivation and persistence, performance, and productivity.
Journal ArticleDOI
Individual Values in Organizations: Concepts, Controversies, and Research
TL;DR: In this paper, the authors discuss how values have been defined and conceptualized, and describe how they affect individuals in organizations and discuss some of the salient controversies that characterize contemporary research on values.
References
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Book
Work and motivation
TL;DR: In this paper, the authors integrate the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance, including motivation, goal incentive, and attitude.
Journal ArticleDOI
Agency Theory: An Assessment and Review
TL;DR: In this article, the authors review agency theory, its contributions to organization theory, and the extant empirical work and develop testable propositions and conclude that agency theory offers unique insight into information systems, outcome uncertainty, incentives, and risk.