OCB as a handicap: an evolutionary psychological perspective

By Sabrina Deutsch Salamon, Yuval Deutsch. 2006

93 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/1c92ae28f725119cb8ce69e6ac0726e181328621

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In Experimental and Cognitive Psychology

In Safety Research

In Social Psychology

Citations in the corpus

Linking Feedback Quality and Goal Orientation to Feedback Seeking and Job Performance (2012, background): “Likewise, indirect evidence suggests that employees define their roles to include OCB requirements ( Bolino & Turnley, 2005 ; Salamon & Deutsch, 2006 ), indicating that many behaviors traditionally thought to be discretionary are in fact perceived by employees to be part of their role requirements.”
The centrality of communication norm alignment, role clarity, and trust in global project teams (2016, background): “Organizational research has demonstrated that role clarity positively impacts both performance (Bolino and Turnley, 2005; Podsakoff et al., 2000; Salamon and Deutsch, 2006) and satisfaction (Martins et al., 2004; Moynihan and Pandy, 2007).”
The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, background): “Further, by engaging in costly prosocial behaviors, employees are able to signal their unique skills, which may raise others’ perceptions of their competence (Salamon & Deutsch, 2006).”
How Does Workplace Helping Behavior Step Up or Slack Off? Integrating Enrichment-Based and Depletion-Based Perspectives (2018, background): “…may preferentially treat help providers, such that supervisors may not punish them even when they make a work mistake, further bolstering help provider psychological safety (Frazier, Fainshmidt, Klinger, Pezeshkan, & Vracheva, 2017; Salamon & Deutsch, 2006; Spitzmuller & Van Dyne, 2013).”
The Development of a Feedback Environment and Role Clarity Model of Job Performance (2007, background): “…role clarity for improving task performance, an emerging literature also suggests that role clarity may be important to facilitating contextual performance as well (Bolino & Turnley, 2005; Podsakoff, MacKenzie, & Bommer, 1996; Podsakoff, MacKenzie, Paine, & Bachrach, 2000; Salamon & Deutsch, 2006).”
Challenging the Norm of Self-Interest: Minority Influence and Transitions to Helping Norms in Work Units (2012, background): “By engaging in helping behavior toward other unit members, the challenger may also garner goodwill among the direct recipients; feeling grateful leads recipients to judge the challenger more favorably as a result of the effort undertaken on their behalf (Bolino, 1999; Bolino, Turnley, & Bloodgood, 2”