The DOI matches its Crossref record; 8 of the 8 references it cites were found in a registry or an index.
Self-interest and other-orientation in organizational behavior: Implications for job performance, prosocial behavior, and personal initiative.
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.
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Cites
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Measuring individual differences in empathy: Evidence for a multidimensional approach.
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Social psychology of intergroup relations
Tajfel, H. (1982) · Annual Review of Psychology · doi:10.1146/annurev.ps.33.020182.000245 · Cited by 7,949
Development of the Job Diagnostic Survey.
Hackman, J. R., & Oldham, G. R. (1975) · Journal of Applied Psychology · doi:10.1037/h0076546 · Cited by 7,246
The Social Psychology of Procedural Justice
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Prosocial Behavior: Multilevel Perspectives
Penner., L. A., Dovidio., J. F., Piliavin., J. A., & Schroeder., D. A. (2005) · Annual Review of Psychology · doi:10.1146/annurev.psych.56.091103.070141 · Cited by 2,308
Grant, A. M. (2008) · Journal of Applied Psychology · doi:10.1037/0021-9010.93.1.108 · Cited by 1,114
How motives, skills, and values determine what people do.
McClelland, D. C. (1985) · American Psychologist · doi:10.1037/0003-066x.40.7.812 · Cited by 965
Cited by
Bolino, M. C., & Grant, A. M. (2016) · Academy of Management Annals · doi:10.5465/19416520.2016.1153260 · Cited by 682
Chamberlin, M., Newton, D. W., & Lepine, J. A. (2017) · Personnel Psychology · doi:10.1111/peps.12185 · Cited by 532
Thau, S., & Mitchell, M. S. (2010) · Journal of Applied Psychology · doi:10.1037/a0020540 · Cited by 367
Seppälä, T., Lipponen, J., Bardi, A., & Pirttilä‐Backman, A. (2012) · Journal of Occupational and Organizational Psychology · doi:10.1111/j.2044-8325.2010.02010.x · Cited by 110
Zhu, H., Zhao, F., Liu, J., Chen, Y., & Wang, L. (2026) · Human Resource Management · doi:10.1002/hrm.70051 · Cited by 4
Metadata
- Authors
- De Dreu, C. K. W., & Nauta, A.
- Venue
- Journal of Applied Psychology
- Published
- 2009
- Volume
- 94
- Issue
- 4
- Pages
- 913-926
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W2132480721
- Cited by
- 469
- References
- 8
- FWCI
- 19.45
- Type
- journal article
- Language
- en
- Open access
- closed
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Bibliographic data: Semantic Scholar, OpenAlex, Crossref.
Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.
