Making a Difference in the Teamwork: Linking Team Prosocial Motivation to Team Processes and Effectiveness

By Jia Hu, R. Liden. 2014

251 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/59d4c46cdde129e29b943bfea10f74bd9c442d62

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In Applied Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

When Job Performance is All Relative: How Family Motivation Energizes Effort and Compensates for Intrinsic Motivation (2017, background): “Whereas existing studies have examined coworkers and customers as beneficiaries (e.g., Bellé, 2012; Grant & Berry, 2011; Hu & Liden, 2015), we study the family as 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48…”
When and how does functional diversity influence team innovation? The mediating role of knowledge sharing and the moderation role of affect-based trust in a team (2016, background): “, 2008; Nijstad and De Dreu, 2012 for thorough reviews) and a recent field study (Hu and Liden, 2015) provide support for the theory.”
How Colleagues Can Support Each Other's Needs and Motivation: An Intervention on Employee Work Motivation (2018, background): “…nature of collective phenomena makes them qualitatively different from individual level constructs, while others regard team motivation as functionally equivalent to individual level motivation (Chen & Kanfer, 2006; Hu & Liden, 2015; Li, Kirkman, & Porter, 2014; Park, Spitzmuller, & DeShon, 2013).”
How Authentic Leadership Influences Team Performance: The Mediating Role of Team Reflexivity (2017, background): “In turn, given that teams are regarded as social information processors capable of developing collective understandings and shared mental models (Hu & Liden, 2014; Konradt et al. in press), team member self-regulation is likely to converge as a bottom-up process (Klein & Kozlowski, 2000),…”
Mediating Role of Prosocial Motivation in Predicting Social Entrepreneurial Intentions (2020, background): “Previous research studies linked prosocial motivation to a number of positive outcomes like transformational leadership (Zhu and Akhtar 2014), team effectiveness (Hu and Liden 2015), charity (Scharf 2014) and social entrepreneur (Miller et al. 2012).”
The influence of prosocial motivation and civility on work engagement:The mediating role of thriving at work (2018, background): “…compensations (De Dreu, Weingart, & Kwon, 2000), by inspiring individuals to reveal about how their behaviors will help colleagues and why that matters (Arieli, Grant, & Sagiv, 2014) and by giving knowledge about how work will give advantage to the beneficiaries (Belle, 2013; Hu & Liden, 2015).”
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): “…prosocial motivation, showing that when teams are motivated to help others, they achieved higher performance and engaged in more collective citizenship behavior as a result of higher cooperation, and their members were more likely to stay with the team due to greater viability (Hu & Liden, 2015).”
An Updated Guideline for Assessing Discriminant Validity (2020, background): “For this group of researchers, the term referred to “whether the two variables . . . are distinct from each other” (Hu & Liden, 2015, p. 1110).”
Examining the “I” in Team: A Longitudinal Investigation of the Influence of Team Narcissism Composition on Team Outcomes in the NBA (2020, background): “Thus, the antecedents that predict team performance may fail to predict individual performance and vice versa (Hu & Liden, 2015; see also Hollenbeck, Beersma, & Schouten, 2012).”