Date of Award

7-2023

Document Type

Thesis

Degree Name

Master of Science (MS)

Department

Psychology

First Advisor

Patrick D. Converse

Second Advisor

Lisa A. Steelman

Third Advisor

Youngju Sohn

Fourth Advisor

Robert A. Taylor

Abstract

Prosocial behavior yields important benefits for both employees and organizations. This research was designed to extend our understanding of the antecedents of prosocial behavior by focusing on self-construal. Specifically, this study investigates (a) the distinction between affiliative and challenging forms of prosocial behavior and how these relate to self-concept orientations (SCOs), (b) workplace affective commitment variables (workgroup commitment and organizational commitment) and motives (prosocial values and organizational concern) as potential mediators, and (c) independent self-construal as a potential moderator of the link between interdependent SCOs and affective and motivational mediators. The study involved 205 full-time workers completing two Qualtrics surveys that included measures of SCO, affective commitment, motives, and prosocial behavior. We utilized the PROCESS macro and R for mediation and moderation analyses. Results indicated that (a) there were positive relationships between relational self-construal and affiliative prosocial behavior and between collective self-construal and challenging prosocial behavior; (b) there were indirect relationships involving workgroup affective commitment, prosocial values, and affiliative prosocial behavior and involving organizational affective commitment, organizational concern, and challenging prosocial behavior; and (c) there was no support for independent self-construal as a moderator of these relationships. Findings from this study provide new insights regarding prosocial behavior in organizations that could be used to inform theoretical models and practical applications related to the antecedents of these forms of behavior.

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