GIVING COMMITMENT: EMPLOYEE SUPPORT PROGRAMS AND THE PROSOCIAL SENSEMAKING PROCESS

By Adam M. Grant, Jane E. Dutton, Brent D. Rosso. 2008

566 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/fa753cbad524ba08cbf12df558d20b99236ddab1

How researchers see this paper

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

In Gender Studies

1. J. B. Rodell
2. Adam M. Grant
3. John W. Lynch
4. Brent D. Rosso
5. Kathryn Dekas
6. Émilie Lapointe
7. Michele J. Gelfand
8. Amy Wrzesniewski

In Organizational Behavior and Human Resource Management

1. Adam M. Grant
2. Ante Glavas
3. J. B. Rodell
4. Jane E. Dutton
5. Herman Aguinis
6. John W. Lynch
7. Arnold B. Bakker
8. Sharon K. Parker

In Sociology and Political Science

1. J. B. Rodell
2. Adam M. Grant
3. John W. Lynch
4. Jane E. Dutton
5. Brent D. Rosso
6. Émilie Lapointe
7. Alexandra Panaccio
8. L. Roberts

Citations in the corpus

• The Grateful Workplace: A Multilevel Model of Gratitude in Organizations (2017, background): “Grant, Dutton, and Rosso (2008) proposed that opportunities to help others serve a psychological benefit, promoting employee gratitude by enhancing the fulfillment employees find in their work.”
• Pathways for Positive Identity Construction at Work: Four Types of Positive Identity and the Building of Social Resources (2010, background): “, caring, humane) identity after participating (via financial contribution) in an employee support program (Grant et al., 2008).”
• Examining the influence of servant and entrepreneurial leadership on the work outcomes of employees in social enterprises (2018, background): “The present study makes an important theoretical and empirical contribution by examining the role played by servant and entrepreneurial leadership in enhancing the organizational commitment and innovative behavior of employees in social enterprises, whilst controlling for employees’ pro-social motiv”
• Giving Time, Time After Time: Work Design and Sustained Employee Participation in Corporate Volunteering (2012, methodology): “Whereas previous research focused on the consequences of participation (e.g., Bartel, 2001; Grant et al., 2008) and the individual and program characteristics that predict the likelihood and extent of participation (e.”
• Compassion revealed: What we know about compassion at work (and where we need to know more) (2011, background): “Grant et al. (2008) studied an employee support program (ESP) in which employees could choose to regularly contribute to a fund that provided financial support for employees if they faced emergency conditions.”
• The Forgiving Organization: A Multilevel Model of Forgiveness at Work (2012, background): “In this section we examine how forgiveness climates influence employees’ responses to interpersonal conflict through a prosocial sensemaking process (Grant et al., 2008; Weick, 1995).”
• The Neglected Ethical and Spiritual Motivations in the Workplace (2015, background): “enabling them to see themselves and the organization in more pro-social, caring terms’’ (Grant et al. 2008).”