Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity.

By Adam M. Grant. Journal of Applied Psychology, 2008

1,788 citations recorded by the source corpus.

Subfields: Applied Psychology, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/4fb192f1f12dd6e972b98c5645e8a03f754f445c

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Citations in the corpus

Motivational mechanisms of employee creativity: A meta-analytic examination and theoretical extension of the creativity literature (2016, methodology): “Prosocial motivation Prosocial motivation reflects individuals’ desire to expend effort to help or contribute to other people (Grant, 2008).”
Mapping India’s regional subcultures: Implications for international management (2015, background): “Based on this argument, in regions where more importance is given to Luxury Life, individuals are likely to emphasize productivity and performance (Grant, 2008; Lee, Sheldon, & Turban, 2003).”
Should I Stay or Should I Go? Identity and Well-Being in Sensemaking About Retention and Turnover (2017, background): “For example, training managers to dialogue about the purposes of employees’ work and how it relates to life domains for employees and other people, such as customers, is also in line with findings on prosocial motivation (Grant, 2008).”
Crowdfunding motivations: A focus on donors' perspectives (2019, background): “…motivated supporters fund crowdfunding because it is innately pleasant and enjoyable for them by itself (e.g., personal interest) and they value contributing to crowdfunding projects and gain a sense of satisfaction and fulfilment by doing so (Cox et al., 2018; Grant, 2008; Zhang and Chen, 2018a).”
Mediating Role of Prosocial Motivation in Predicting Social Entrepreneurial Intentions (2020, methodology): “This desire to make efforts keeping the benefit of others in mind or concern for helping or other people has been labelled ‘prosocial motivation’ in previous research (Batson 1987; Grant 2008; Renko 2013).”
Examining the impact of abusive supervision on employees’ psychological wellbeing and turnover intention: The mediating role of intrinsic motivation (2020, background): “Employee satisfaction is impaired by poor innate commitment (Grant, 2008).”
Good soldiers and good actors: prosocial and impression management motives as interactive predictors of affiliative citizenship behaviors. (2009, background): “Thus, employees with strong prosocial and impression management motives are likely to gravitate toward citizenship behaviors that simultaneously “do good” and “look good”— actions that are beneficial to others and themselves (Grant, 2008; Sheldon, Arndt, & Houser-Marko, 2003).”
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, methodology): “Grant and Mayer (2009) S1–S2 measures: Prosocial citizenship motives, using the four-item scale developed by Grant (2008a) S1: Prosocial citizenship motives and impression management motives interacted to determine interpersonal OCBs.”
Does employees’ spirituality enhance job performance? The mediating roles of intrinsic motivation and job crafting (2020, background): “Several studies (e.g., Grant 2008; Karatepe and Tekinkus 2006; Joo et al. 2010) suggest that employees’ intrinsic motivation has an impact on their job performance.”
Job and team design: Toward a more integrative conceptualization of work design (2008, background): “…and colleagues (Humphrey et al., 2007; Morgeson & Campion, 2002; Morgeson, Delaney-Klinger, & Hemingway, 2005; Morgeson & Humphrey, 2006; Morgeson, Johnson, Medsker, Campion, & Mumford, 2006) and Grant and colleagues (Grant, 2007; Grant, 2008a; Grant, Campbell, Chen, Cottone, Lapedis, & Lee, 2007).”
The Hot and Cool of Death Awareness at Work: Mortality Cues, Aging, and Self-Protective and Prosocial Motivations (2009, background): “Thus, the core theme cutting across generativity re- search is that death awareness strengthens prosocial motivation—a desire to give, contribute, help, benefit, make a difference, or protect and promote the welfare of other people (Grant, 2007, 2008).”
Supervisor Prosocial Motivation, Employee Thriving, and Helping Behavior: A Trickle-Down Model of Psychological Safety (2018, methodology): “Supervisor prosocial motivation was measured with a four-item scale from Grant (2008).”
Self-Efficacy and Intrinsic Motivation Guiding Environmental Behavior (2011, background): “Intrinsic motivation can be defined as the desire to expend effort based on interest in and enjoyment of the task itself, whereas extrinsic motivation is the desire to expend effort to obtain outcomes external to the task, such as reward or recognition (Grant, 2008, p. 49).”
Doing good buffers against feeling bad: Prosocial impact compensates for negative task and self-evaluations (2010, background): “…to enrich employees’ experiences of task significance and contact with beneficiaries—both of which can increase perceptions of prosocial impact (Grant, 2008b; Grant et al., 2007)—may prove valuable in preventing against burnout for those who lack high intrinsic motivation or core…”
Experimental Evidence on the Relationship between Public Service Motivation and Job Performance (2013, methodology): “150 Public Administration Review • January | February 2013 2007; Grant 2008b) and self-persuasion interventions (Aronson 1999; Heslin, Latham, and Van de Walle 2005; Morwitz and Fitzsimons 2004; Nelson and Norton 2005) at improving the performance of public employees.”