Doing Good at Work Feels Good at Home, but Not Right Away: When and Why Perceived Prosocial Impact Predicts Positive Affect

By Sabine Sonnentag, Adam M. Grant. 2012

194 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/406436db8efc48d08fb293f65af0ec6c136ce67a

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In Applied Psychology

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Recovery from job stress: The stressor‐detachment model as an integrative framework (2015, result): “This interpretation is in line with other studies reporting that positively reflecting about one’s work is associated with a decrease in exhaustion and an improvement of positive affective states (Fritz & Sonnentag, 2005; Sonnentag & Grant, 2012).”
Supervisor Prosocial Motivation, Employee Thriving, and Helping Behavior: A Trickle-Down Model of Psychological Safety (2018, background): “…are affiliative and cooperative in nature (Flynn, 2006; Mossholder, Richardson, & Settoon, 2011), and thus contribute to increases in interpersonal trust (McAllister, 1995) and personal well-being among those who engage in helping (Glomb, Bhave, Miner, & Wall, 2011; Sonnentag & Grant, 2012).”
Serving You Depletes Me? A Leader-Centric Examination of Servant Leadership Behaviors (2020, background): “…and higher performance evaluations for leaders who engage in servant leadership behaviors (Muraven & Slessareva, 2003; Tice, Baumeister, Shmueli, & Muraven, 2007) and by creating a positive social environment where servant leadership behaviors are appreciated by others (Sonnentag & Grant, 2012).”
Goal gradient in helping behavior (2013, background): “The currentfindings add to anemerging literature about the importance of impact for triggering generous acts (Cryder et al., 2013; Grant et al., 2007) and ultimately, for increasing the satisfaction that prosocial actors can feel (Sonnentag & Grant, 2012).”
How Does Workplace Helping Behavior Step Up or Slack Off? Integrating Enrichment-Based and Depletion-Based Perspectives (2018, unknown): “…research findings that help providers also experience feeling that they have positively affected coworkers and reciprocated social support from coworkers further empirically support this enrichment-based perspective (e.g., Halbesleben & Wheeler, 2015; Koopman et al., 2016; Sonnentag & Grant, 2012).”
Experience Sampling Methods: A Discussion of Critical Trends and Considerations for Scholarly Advancement (2018, background): “Some delivered developmental feedback to the participants and their organization upon completion of the study (e.g., Barnes, Lucianetti, Bhave, & Christian, 2015; Sonnentag, 2003; Sonnentag & Grant, 2012).”
The Short-lived Benefits of Abusive Supervisory Behavior for Actors: An Investigation of Recovery and Work Engagement (2017, background): “This extends previous research which has focused exclusively on exploring how so-called “good” behaviors, such as citizenship, voice, and prosocial behaviors, promote resource conservation and generation (Koopman et al., 2016; Lin & Johnson, 2015; Sonnentag & Grant, 2012).”
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): “The emotional benefits of prosocial impact can also extend outside the workplace: on days when employees perceive high prosocial impact at work, they experience greater activated positive affect at home those evenings (Sonnentag & Grant, 2012).”
The effect of positive work reflection during leisure time on affective well-being: Results from three diary studies (2016, methodology): “By demonstrating that positive work reflection reduces negative mood, our findings expand the extant literature that suggests positive work reflection increases positive mood (Daniel & Sonnentag, 2014; Sonnentag & Grant, 2012).”