Challenging the Norm of Self-Interest: Minority Influence and Transitions to Helping Norms in Work Units

By Adam M. Grant, Shefali V. Patil. 2012

146 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6b36ca9daee0eeb489594046d79703068504cfeb

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. M. Bolino
2. J. B. Rodell
3. John W. Lynch
4. Adam M. Grant
5. M. Frazier
6. C. Tupper
7. Jiing-Lih Farh
8. A. Bardi

In Social Psychology

1. M. Bolino
2. John W. Lynch
3. J. B. Rodell
4. M. Frazier
5. C. Tupper
6. Adam M. Grant
7. Jiing-Lih Farh
8. A. Bardi

In Sociology and Political Science

1. J. B. Rodell
2. John W. Lynch
3. M. Bolino
4. Adam M. Grant
5. M. Frazier
6. C. Tupper
7. Andrew J. Nelson
8. Stine Grodal

Citations in the corpus

• The motivation and inhibition of breaking the rules: : Personal values structures predict unethicality (2015, background): “…of capitalist values emphasizing self-interest, a desire for personal financial success and competition between people, comes at the expense of more universalistic values that cultivate interpersonal relationships and helping behavior (Grant & Patil, 2012; Kasser, Cohn, Kanner, & Ryan, 2007).”
• Help-Seeking and Help-Giving as an Organizational Routine: Continual Engagement in Innovative Work (2015, background): “Moreover, helping can be pervasive in such environments because workers cannot anticipate the many challenges that may arise and because their interdependence decrees that a challenge for one worker will likely affect the work of others (Grant & Patil, 2012).”
• Supervisor Prosocial Motivation, Employee Thriving, and Helping Behavior: A Trickle-Down Model of Psychological Safety (2018, background): “We posit that the direct supervisor may serve as a role model that has the ability to minimize the norms of self-interest that are pervasive in many organizations (Grant & Patil, 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): “As mentioned above, empirical research on how prosocial norms emerge in groups has not kept up with the theoretical frameworks that have been developed (Ehrhart & Naumann, 2004; Grant & Patil, 2012; Li et al., 2014).”
• Perceptions of Employee Volunteering: Is It “Credited” or “Stigmatized” by Colleagues? (2016, background): “Given the benefits of a helping orientation in the workplace (Grant & Patil, 2012; Rioux & Penner, 2001), colleagues are likely to want to encourage the behavior (Luthans &Kreitner, 1985; Stajkovic & Luthans, 1997).”