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Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes

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A special issue of Behavioral Sciences (ISSN 2076-328X).

Deadline for manuscript submissions: closed (30 October 2023) | Viewed by 27763

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Dr. Rona Hart

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School of Psychology, University of Sussex, Brighton BN1 9RH, UK
Interests: positive psychology; economic psychology; positive work and organizational psychology; mindfulness
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Dear Colleagues,

Prosocial behaviour is a broad category of voluntary behaviours or actions that are intended to benefit others and are valued by society (Eisenberg & Spinrad, 2014). In a work context, prosocial behaviours are often performed by a person or group and can be directed to an individual, group, organisation, community, or higher social goal. For example, political, social, or environmental activism can be considered as types of prosocial behaviour if they are directed towards the benefit of society and have positive consequences.

As an umbrella term, prosocial organisational behaviour encompasses numerous concepts, including citizenship behaviour, civility, respect, care, support, altruism, kindness, benevolence, giving, generosity, volunteering, and philanthropy, to name a few. It is also often associated with empathy, sympathy, perspective taking, humanity and compassion, collaboration, and cooperation and with personality traits such as agreeableness, prosocial personality, social value orientation, and even heroism.

One of the key critiques on the concept of prosocial behaviour is the lack of conceptual clarity (Gilbert et al. 2019; Toumbourou, 2016). For example, in some papers, prosocial organisational behaviour and organisational citizenship behaviour are referred to as synonymous terms, and in others they are seen as distinct concepts (Zettler, 2022; Reizer et al., 2020).

With these theoretical challenges in mind, this Special Issue focuses on prosocial organisational behaviour and its numerous related concepts. It invites several types of papers:

Theoretical papers that can help clarify some of the current ambiguities and offer clearer distinctions between concepts.
Reviews (narrative, systematic, meta-analyses, or others) that explore what impinges on prosocial behaviours at work, and the impact of prosocial organisational behaviours on givers, receivers, and others.
New measures for concepts that fall under the umbrella of prosocial organisational behaviour
Empirical papers on the antecedents of prosocial work behaviours.
Empirical papers on the outcomes of prosocial behaviours at work for individuals and organisations.
Reports on experimental research evaluating the impact of interventions that are either aimed towards promoting prosocial work behaviours or towards assessing the effects of prosocial work-based interventions on employees or the organisation.

References:

Eisenberg, N., & Spinrad, T. L. (2014). Multidimensionality of prosocial behavior: Rethinking the conceptualization and development of prosocial behavior. In L. M. Padilla-Walker & G. Carlo (Eds.), Prosocial development: A multidimensional approach (pp. 17–39). Oxford University Press

Gilbert, P., Basran, J., MacArthur, M., & Kirby, J. N. (2019). Differences in the semantics of prosocial words: an exploration of compassion and kindness. Mindfulness, 10(11), 2259-2271.

Reizer, A., Galperin, B. L., & Koslowsky, M. (2020). Is Prosocial Behavior Always Good for the Workplace? On the Direction and Strength of the Relationship Between Prosocial Behaviors and Workplace Outcomes. Frontiers in Psychology, 11, 1886.

Toumbourou, J. W. (2016). Beneficial action within altruistic and prosocial behavior. Review of General Psychology, 20(3), 245-258.

Zettler, I. (2022). A glimpse into prosociality at work. Current opinion in psychology, 44, 140-145.

Dr. Rona Hart
Guest Editor

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Keywords

prosocial behavior
prosocial organisational behaviour
prosocial personality
organisational citizenship behaviour

Published Papers (13 papers)

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Editorial

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5 pages, 163 KiB

Open AccessEditorial

Prosocial Behaviors at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes

by Rona Hart

Behav. Sci. 2024, 14(1), 78; https://doi.org/10.3390/bs14010078 - 22 Jan 2024

Cited by 1 | Viewed by 1076

Abstract

At the heart of every thriving organization lies a complex network of personal dynamics, often guided more by human nature than by formal protocols [...] Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

Research

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14 pages, 1235 KiB

Open AccessArticle

Positive Impact, Creativity, and Innovative Behavior at Work: The Mediating Role of Basic Needs Satisfaction

by Konstantinos Papachristopoulos, Marc-Antoine Gradito Dubord, Florence Jauvin, Jacques Forest and Patrick Coulombe

Behav. Sci. 2023, 13(12), 984; https://doi.org/10.3390/bs13120984 - 28 Nov 2023

Viewed by 1964

Abstract

In recent research, a growing body of empirical evidence suggests that prosocial impact at work can play a significant role in enhancing creativity and innovativeness. Drawing from self-determination theory, we hypothesized that basic psychological needs and benevolence satisfaction could serve as a mediating factor in the relation between an employee’s perceived social impact and innovative work behavior and creativity, thus illuminating the manner in which the contentment of psychological needs fosters inventive proclivities within the organizational milieu. Results from a study in Greece and Canada (N = 528) showed that both perceived social impact and prosocial motivation are positively associated with innovative work behavior and creativity while autonomy and competence satisfaction mediate the relation between perceived social impact and the work outcomes examined within this study. Moreover, prosocial motivation was found to moderate the relation between benevolence satisfaction and innovativeness. Findings extend prior research on the role of prosociality on creative behavior at work and provide supporting evidence for the organizations that encourage and support employees’ initiatives to make a positive difference in the lives of others. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

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15 pages, 947 KiB

Open AccessArticle

Psychological Capital and Organizational Citizenship Behaviors of Construction Workers: The Mediating Effect of Prosocial Motivation and the Moderating Effect of Corporate Social Responsibility

by Wei Su and Juhee Hahn

Behav. Sci. 2023, 13(12), 981; https://doi.org/10.3390/bs13120981 - 28 Nov 2023

Cited by 1 | Viewed by 1412

Abstract

Due to construction industry projects’ large-scale, long-period, and outdoor operation characteristics, employees’ organizational citizenship behavior (OCB) plays an essential role in cost-saving, high-efficiency, and environmentally friendly development strategies. This study discusses how to improve employees’ OCB from two levels of employees’ psychological factors and corporate social responsibility (CSR) at the organizational level. We verified this study’s hypotheses based on 336 valid questionnaires collected from 56 teams. The results indicated that (1) positive psychological capital (PsyCap) was a positive predictor of employees’ OCB; (2) PsyCap was positively related to employees’ prosocial motivation, and prosocial motivation partially mediated the relationship between PsyCap and employees’ OCB; and (3) CSR moderated the relationship between PsyCap and prosocial motivation and played a significant moderating role between prosocial motivation and OCB. These findings provide an empirical research basis for the theories of conservation of resources (COR), self-determination, and affective events. This research also has managerial implications for improving employees’ OCB in the construction industry. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

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22 pages, 1910 KiB

Open AccessArticle

First, Be a Good Citizen: Organizational Citizenship Behaviors, Well-Being at Work and the Moderating Role of Leadership Styles

by Reinaldo Sousa Santos, Eva Petiz Lousã, Maria Manuel Sá and João Alves Cordeiro

Behav. Sci. 2023, 13(10), 811; https://doi.org/10.3390/bs13100811 - 30 Sep 2023

Viewed by 2408

Abstract

The study investigates the effect of organizational citizenship behavior (OCB) on well-being at work. The study further examines the moderating role of people and task-focused leadership styles between OCB on well-being at work. Individual-directed organizational citizenship behaviors (OCBI) and organizational-directed organizational citizenship behaviors (OCBO) will also be analyzed. A quantitative study was conducted and convenient sampling was adopted in selecting respondent workers (n = 200) in different Portuguese organizations. The results show that OCBs positively and significantly influence well-being at work. The strength of individual-directed organizational citizenship behaviors (OCBI) on well-being at work is stronger than that of organization-directed organizational citizenship behaviors (OCBO). Contrary to expectations, the relationship between leadership styles and well-being was not statistically significant, offering possibilities for discussion regarding the central importance usually attributed to leadership in the organizational context. However, leadership styles have a moderating effect between OCB and well-being at work, except when the employee adopts OCBO and the leadership style is people-oriented. The present study is innovative because it positions OCB as an antecedent in the relationship with well-being at work and investigates the moderating role of leadership styles in the relationship between organizational citizenship behavior and well-being. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

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19 pages, 353 KiB

Open AccessFeature PaperArticle

The Outcomes of Organizational Citizenship Behaviors in Part-Time and Temporary Working University Students

by Emma Johansson and Rona Hart

Behav. Sci. 2023, 13(8), 697; https://doi.org/10.3390/bs13080697 - 21 Aug 2023

Cited by 2 | Viewed by 1910

Abstract

The personal outcomes of Organizational Citizenship Behavior (OCB) have recently gained popularity in research, but it is rarely studied in part-time or temporary employees and, in particular, in employed university students. The aim of the current study was to address this gap in the literature by investigating the outcomes of OCB, including job stress, work–university conflict, work–leisure conflict, intent to quit, well-being, and job satisfaction, in university students who undertake contingent and part-time work. Using a correlational research design, data collection was conducted through an online survey administered to 122 employed university students. The correlation analysis revealed that OCB correlated positively with work–university conflict and work–leisure conflict, which is aligned with earlier work. However, in contrast to earlier findings, OCB did not correlate with well-being, stress, job satisfaction or intent to quit. Regression analyses revealed that OCB positively predicted job satisfaction, when entered together with work–university conflict, job stress, and intent to quit. OCB also predicted job stress when entered with job satisfaction. However, OCB did not predict well-being. In turn, work–university conflict negatively predicted well-being. The current findings differ from the wider literature on full-time employees, which suggests a need for further research to examine why these differences exist and what are their practical implications. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

18 pages, 806 KiB

Open AccessArticle

Determinants of Preschool Teachers’ Knowledge-Sharing Behavior from a Thinking Style Perspective

by Lu Cheng, Dang Wu and Junwei Cao

Behav. Sci. 2023, 13(3), 230; https://doi.org/10.3390/bs13030230 - 06 Mar 2023

Cited by 3 | Viewed by 1471

Abstract

Knowledge sharing not only promotes communication among teachers to achieve self-professional growth but also facilitates knowledge innovation. Thus, knowledge sharing among preschool teachers deserves attention. This study explored the factors influencing preschool teachers’ knowledge-sharing behaviors. A questionnaire was administered to 297 preschool teachers using a Norm Activation Model from a thinking style perspective. Data analysis was performed using partial least square-structural equation modelling (PLS-SEM). The findings indicate that executive thinking style preschool teachers showed a significant positive influence of awareness of consequences; legislative thinking style preschool teachers showed a significant positive influence of awareness of consequences and ascription of responsibility; awareness of consequences had a significant positive influence on ascription of responsibility; awareness of consequences and ascription of responsibility had a significant positive influence on personal norms; and personal norms had a significant positive influence on knowledge-sharing behavior. Meanwhile, the influence of executive thinking style on ascription of responsibility, legislative thinking style on ascription of responsibility, and awareness of consequences on personal norms emerged as significantly different among preschool teachers in two different contexts: interpersonal sharing and Internet sharing. This study confirmed the factors influencing preschool teachers’ knowledge-sharing behaviors from a thinking style perspective and provides suggestions for improving preschool teachers’ knowledge-sharing behaviors. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

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15 pages, 508 KiB

Open AccessArticle

Helping Others Results in Helping Yourself: How Well-Being Is Shaped by Agreeableness and Perceived Team Cohesion

by Abira Reizer, Tal Harel and Uzi Ben-Shalom

Behav. Sci. 2023, 13(2), 150; https://doi.org/10.3390/bs13020150 - 09 Feb 2023

Cited by 4 | Viewed by 3320

Abstract

This longitudinal research explores team cohesion as a potential mediator explaining the associations between agreeableness as a personality trait and well-being. Additionally, the study examines whether the leader offering support moderates the mediating role of perceived group cohesion. The sample consists of male military personnel (N = 648) from six different units. The longitudinal design examined two time points, T1 and T2, during the soldiers’ training period. The PROCESS macro for SPSS was utilized to determine the significance of the moderator and the mediation effect. The results indicate that an agreeable personality and team cohesion at T1 predicted increased well-being at T2 (two months later). In addition, the moderated mediation hypothesis was significant, indicating that when leaders offered more support, the indirect link between an agreeable personality and well-being via team cohesion was stronger than when they offered less. The findings suggest that an agreeable personality and leader support are important in the organizational domain, and these variables promote well-being. By understanding the contribution of both external and internal sources of support to soldiers’ well-being, intervention plans can be developed to lessen the stressors of their mental well-being and help them reach their maximum potential. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

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13 pages, 553 KiB

Open AccessArticle

The Divergent Effects of the Public’s Sense of Power on Donation Intention

by Yanpeng Yuan, Pingping Li and Fanghui Ju

Behav. Sci. 2023, 13(2), 118; https://doi.org/10.3390/bs13020118 - 31 Jan 2023

Viewed by 1314

Abstract

Studies of the relationship between individuals’ sense of power and donation intention have inconsistent findings. Classifying donor intention into two types, this study explored the mechanism through which a sense of power affects donation intention. Using a three-wave time-lagged survey of 1200 people, this study found that situational prevention focus mediates the positive effect of a sense of power on avoidance-based donation intention, and situational promotion focus mediates the positive effect of a sense of power on improvement-based donation intention. Furthermore, a strong perceived ethical climate strengthens the effects of a sense of power. These findings have practical implications for increasing charitable giving and improving the development of charitable programs. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

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22 pages, 1031 KiB

Open AccessArticle

The Experience of Self-Transcendence in Social Activists

by Carol Barton and Rona Hart

Behav. Sci. 2023, 13(1), 66; https://doi.org/10.3390/bs13010066 - 11 Jan 2023

Cited by 6 | Viewed by 2470

Abstract

Every day the wellbeing of disadvantaged individuals and communities is being transformed through the activities of self-transcendent social activists. The positive contagion generated by their actions is felt globally through influence, replication, leadership training and education. These people are visionary, brave, and describe their lives as joyful, deeply fulfilled, and impactful. Seeking no personal recognition or accolade, born from a deep feeling of connectedness and a vision of how life could be better, participants describe the factors that influenced their decision to dedicate their lives to serving the greater good. Using Constructivist Grounded Theory, in-depth semi structured interviews were carried out with eight participants who self-identified as self-transcendent social activists, who have initiated non-mandated and not-for-profit community action. Data was analyzed to explore each participant’s personal experiences of self-transcendence and how being self-transcendent has manifested their life choices. The findings present a definition of ‘self-transcendent social activism’ and a theoretical model that explains the development of participants’ activism: trigger, activate, maintain and sustain, resulting in an impact experienced at three levels - individual, community and global. Theoretical and practical implications are discussed. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

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Review

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17 pages, 895 KiB

Open AccessReview

Kindness Isn’t Just about Being Nice: The Value Proposition of Kindness as Viewed through the Lens of Incivility in the Healthcare Workplace

by David A. Fryburg

Behav. Sci. 2023, 13(6), 457; https://doi.org/10.3390/bs13060457 - 01 Jun 2023

Viewed by 2929

Abstract

The healthcare workplace is a high-stress environment. All stakeholders, including patients and providers, display evidence of that stress. High stress has several effects. Even acutely, stress can negatively affect cognitive function, worsening diagnostic acumen, decision-making, and problem-solving. It decreases helpfulness. As stress increases, it can progress to burnout and more severe mental health consequences, including depression and suicide. One of the consequences (and causes) of stress is incivility. Both patients and staff can manifest these unkind behaviors, which in turn have been shown to cause medical errors. The human cost of errors is enormous, reflected in thousands of lives impacted every year. The economic cost is also enormous, costing at least several billion dollars annually. The warrant for promoting kindness, therefore, is enormous. Kindness creates positive interpersonal connections, which, in turn, buffers stress and fosters resilience. Kindness, therefore, is not just a nice thing to do: it is critically important in the workplace. Ways to promote kindness, including leadership modeling positive behaviors as well as the deterrence of negative behaviors, are essential. A new approach using kindness media is described. It uplifts patients and staff, decreases irritation and stress, and increases happiness, calmness, and feeling connected to others. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

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14 pages, 551 KiB

Open AccessReview

The Prosocial-Culture-Work Nexus: An Integrative Literature Review and Future Research Agenda

by Stephen Gibb

Behav. Sci. 2023, 13(3), 203; https://doi.org/10.3390/bs13030203 - 25 Feb 2023

Cited by 1 | Viewed by 1199

Abstract

Organization culture is a potential antecedent and moderator of prosocial behaviors at work. So, what is currently known about the prosocial-culture-work nexus? Studies of this nexus may be predicted to exist in the form of research on organization cultures of three types. One would be studies of specific organization cultures representing espoused Employer Value Propositions (EVPs). One would be etic studies using constructs of organization culture. The other would be emic studies, with the ‘thick description’ associated with ethnography/anthropology. An integrative literature review on the prosocial-organization culture-work nexus located 22 studies. Most studies are of the etic type, while others are mainly concerned with theory development. There is no evidence of a clear concept of organization culture being used in any study. The future research agenda for the prosocial-culture-work nexus follow from this. Constructs of organization culture need to be adopted and used. There is huge scope for EVP studies to explicitly and critically explore the breadth of the prosocial themes these often contain. Etic studies are the ones where the lack of organization culture constructs is most striking, given their methodologies. More emic studies with ethnographic/anthropological depth to explore, both work organizations in single countries, and in comparative studies across countries, are needed. Better clarified prosocial constructs will not in themselves advance knowledge if the organizational culture contexts in which prosociality exists remain under-appreciated. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

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Other

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35 pages, 583 KiB

Open AccessConcept Paper

Examining the Pro-Self and Prosocial Components of a Calling Outlook: A Critical Review

by Rona Hart and Dan Hart

Behav. Sci. 2023, 13(8), 684; https://doi.org/10.3390/bs13080684 - 16 Aug 2023

Cited by 1 | Viewed by 1502

Abstract

Work on callings has burgeoned in the past 20 years, yet recent reviews exposed a lack of conceptual clarity and disagreements around its definition, components and measures. One lingering point of contention revolves around the element of prosociality: is a calling orientation primarily motivated by self-interest, prosocially orientated, or a mix of both? This conceptual paper reviews and examines the pro-self and prosocial component of a calling outlook, by examining and comparing the ways in which they feature in different calling subtypes: classic, neoclassic and modern callings. Our analysis suggests that these subtypes vary in where they are located on a pro-self–prosocial continuum: classic callings are located on the prosocial side of the axis, modern callings are located on pro-self side of the axis, and neoclassic callings can be situated in the middle of the continuum, integrating self-orientated and other-orientated motivations. Our analysis further suggests that these calling subtypes draw on divergent value systems: classic callings are propelled by self-transcendent values, modern callings are driven by self-actualization motivations, and neoclassic callings integrate both value systems. We therefore argue that the subjective experiences of pursuing a calling within each subtype pathway differ, although they may culminate in similar outcomes. The paper offers a novel framework for analyzing people’s calling that draws on their values. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

13 pages, 294 KiB

Open AccessConcept Paper

Untying the Text: Organizational Prosociality and Kindness

by Rona Hart and Dan Hart

Behav. Sci. 2023, 13(2), 186; https://doi.org/10.3390/bs13020186 - 18 Feb 2023

Cited by 5 | Viewed by 2042

Abstract

The scholarly field of organizational prosociality is experiencing a renewed interest, yet despite its long track record, researchers still disagree on the definitions of primary concepts. Two umbrella terms, prosocial behaviors and kindness, are particularly baffling, as they are defined similarly, at times used synonymously, yet the differences between them are unclear. Consequently, the field suffers from conceptual ambiguity, which hampers its development. In this brief critical paper, we provide a review of the definitions of prosocial behavior and kindness, in an attempt to semantically untie the text, unpack the context, and discuss the subtext that underlies these concepts. Our analysis suggests that the two concepts overlap in their emphasis on dispositions and actions that aim to promote the welfare of others. However, acts of kindness and prosocial behaviors differ in actors, their target recipients and scale. Acts of kindness are performed by an individual and directed at a person or a small group, while prosocial behaviors can be performed by a person or an organization, and can be directed at a person or a group, but may also be directed at a much larger entity: an organization, community, nation, or society at large. Full article

(This article belongs to the Special Issue Prosocial Behaviours at Work: Key Concepts, Measures, Interventions, Antecedents, and Outcomes)

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