Rational self-interest and other orientation in organizational behavior: a critical appraisal and extension of Meglino and Korsgaard (2004).

By Carsten K. W. De Dreu. 2006

157 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/dbf9097f4a6e7932627846396e05d0c5e0224f98

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In Organizational Behavior and Human Resource Management

In Safety Research

In Social Psychology

Citations in the corpus

Exporting and innovating among emerging market firms: The moderating role of institutional development (2017, background): “This may lead to dysfunctional conflict, hinder communication and coordination, and decrease social integration, all of which would be expected to inhibit knowledge transfer, sharing and integration within a firm (De Dreu, 2006; Harrison & Klein, 2007; Jehn, 1995; Li & Hambrick, 2005).”
The significance of task significance: Job performance effects, relational mechanisms, and boundary conditions. (2008, background): “Task significance communicates to employees with strong prosocial values that their jobs provide the opportunity to express and fulfill their values of benefiting others (Cable & Edwards, 2004; Clary et al., 1998; De Dreu, 2006; Meglino & Korsgaard, 2004; Rioux & Penner, 2001).”
Intrinsic and Prosocial Motivations, Perspective Taking, and Creativity (2011, background): “Pro- social motivation can thus be understood as a psychological state in which employees are focused on the goal of benefiting other people (Batson, 1998; De Dreu, 2006; Grant, 2007).”
The influence of corporate social responsibility on investment efficiency and innovation (2019, unknown): “…(i.e., CSR performance) increases cognitive flexibility, willingness to take risks, and an openness to complexity, which in turn creates an environment where innovative ideas and solution sets to complex problems can flourish (De Dreu 2006; Porter and Kramer 2006, 2011; Grant and Berry 2011).”
Good soldiers and good actors: prosocial and impression management motives as interactive predictors of affiliative citizenship behaviors. (2009, background): “Recently, De Dreu (2006) asserted that other-concern and self-concern are independent traits and states, suggesting that employees can vary independently in prosocial and impression management motives (see also Meglino & Korsgaard, 2006).”
Supervisor Prosocial Motivation, Employee Thriving, and Helping Behavior: A Trickle-Down Model of Psychological Safety (2018, background): “This is not to suggest that prosocially motivated individuals ignore their own self-interests (De Dreu, 2006).”
Cooperative outcome interdependence, task reflexivity, and team effectiveness: a motivated information processing perspective. (2007, background): “First, evidence suggests that cooperative outcome interdependence by itself does not predispose individuals to engage in more or less deliberate and thorough, or shallow and heuristic, information processing ( De Dreu, 2006; De Dreu, Koole, & Oldersma, 1999).”