Covid-19 Vaccination Intentions and Prosocial Motives

2021 ◽  
Author(s):  
Jun Hyung Kim
Keyword(s):  
Prosocial Motives

Self-Interested Giving: The Relationship Between Conditional Gifts, Charitable Donations, and Donor Self-Interestedness

2021 ◽  
Author(s):  
Matthew Chao ◽  
Geoffrey Fisher
Keyword(s):  
Decision Analysis ◽  
Experimental Evidence ◽  
Laboratory Experiments ◽  
Self Report ◽  
Negative Effects ◽  
Charitable Donations ◽  
Prosocial Motives ◽  
The Gift ◽  
Other Regarding ◽  
The Relationship

Nonprofits regularly use conditional “thank you” gifts to entice prospective donors to give, yet experimental evidence suggests that their effects are mixed in practice. This paper uses multiple laboratory experiments to test when and why thank you gifts vary in effectiveness. First, we demonstrate that although gifts often increase donations to charities that donors did not rate highly, many of the same gifts had no effects or negative effects for charities that prospective donors already liked. We replicate these findings in a second experiment that uses a different range of charity and gift options as well as different measures of participant perceptions of a charity. We also find that making gifts optional, as is common in fundraising campaigns, does not eliminate these negative gift effects. In additional experiments, we directly test for donor motives using self-report and priming experiments. We find that thank you gifts increase (decrease) the weight that donors place on self-interested (prosocial) motives, leading to changes in donation patterns. Altogether, our results suggest that practitioners may find gifts more useful when appealing to donors not already familiar with or favorably inclined to their charity, such as during donor acquisition campaigns. They may be less useful when appealing to recent donors or others who already favor the charity, in part because the gift may activate mindsets or norms that emphasize self-interested motives instead of more prosocial, other-regarding motives. This paper was accepted by Yan Chen, decision analysis.

scholarly journals Belief in altruistic motives predicts prosocial actions and inferences

2019 ◽  
Author(s):  
Ryan W. Carlson ◽  
jamil zaki
Keyword(s):  
The Self ◽  
Lay Theories ◽  
Prior Work ◽  
Altruistic Motivation ◽  
Social Correlates ◽  
Prosocial Motives ◽  
Self Interest ◽  
Trait Empathy

Are humans ever truly altruistic? Or are all actions, however noble, ultimately motivated by self-interest? Scientists and philosophers have long grappled with this question, but few have considered laypeople’s beliefs about the nature of prosocial motives. Here we examine these beliefs and their social correlates. In line with prior work, we find that people tend to believe humans can be, and frequently are, altruistically motivated. Moreover, people who more strongly believe in altruistic motivation act more prosocially themselves—for instance, sacrificing relatively high levels of money and time to help others—a relationship that holds even when controlling for trait empathy. People who believe in altruism also judge other prosocial agents to be more genuinely kind, especially when agents’ motives are ambiguous. Together, this work suggests that believing in altruism predicts the extent to which people both see altruism and act altruistically, possibly reflecting the self-fulfilling nature of such lay theories.

Social Capital and Knowledge Sharing in Knowledge-Based Organizations

2011 ◽  
pp. 119-139
Author(s):  
Chay Yue Wah
Keyword(s):  
Social Capital ◽  
Knowledge Sharing ◽  
Performance Management ◽  
Educational Institution ◽  
Cost Benefit ◽  
Organizational Factors ◽  
Performance Management Systems ◽  
Knowledge Based ◽  
Prosocial Motives ◽  
Knowledge Intensive

The study aims to understand the social and organizational factors that influence knowledge sharing. A model of knowledge management and knowledge sharing was developed inspired by the work of Nahapiet and Ghoshal. Data on KM processes and various social capital measures were collected from a sample of 262 members of a tertiary educational institution in Singapore. Rewards and incentives, openmindedness, and cost-benefit concerns of knowledge hoarding turned out to be the strongest predictors of knowledge sharing rather than prosocial motives or organizational care. Individuals who are highly competent in their work abilities are less likely to share what they know when they perceive that there are few rewards or when sharing is not recognized by the organization. The findings provide evidence for the importance of social capital as a lubricant of knowledge sharing and engaging performance management systems in knowledge-intensive organizations.

scholarly journals The effects of psychosocial stress on intergroup resource allocation

2019 ◽  
Vol 9 (1) ◽  
Author(s):  
Adam Schweda ◽  
Nadira Sophie Faber ◽  
Molly J. Crockett ◽  
Tobias Kalenscher
Keyword(s):  
Social Preferences ◽  
Social Dilemma ◽  
Opposite Pattern ◽  
Physiological Factors ◽  
Prosocial Motives ◽  
Tend And Befriend ◽  
Stress Changes ◽  
Effects Of Stress ◽  
Other Regarding ◽  
Fight Or Flight

AbstractStress changes our social behavior. Traditionally, stress has been associated with “fight-or-flight” – the tendency to attack an aggressor, or escape the stressor. But stress may also promote the opposite pattern, i.e., “tend-and-befriend” – increased prosociality toward others. It is currently unclear which situational or physiological factors promote one or the other. Here, we hypothesized that stress stimulates both tendencies, but that fight-or-flight is primarily directed against a potentially hostile outgroup, moderated by rapid-acting catecholamines, while tend-and-befriend is mainly shown towards a supportive ingroup, regulated by cortisol. To test this hypothesis, we measured stress-related neurohormonal modulators and sex hormones in male and female participants who were exposed to a psychosocial stressor, and subsequently played an intergroup social dilemma game in which they could reveal prosocial motives towards an ingroup (ingroup-love) and hostility towards an outgroup (outgroup-hate). We found no significant effects of stress on social preferences, but stress-related heart-rate increases predicted outgroup-hostile behavior. Furthermore, when controlling for testosterone, cortisol was associated with increased ingroup-love. Other-regarding behavior was overall higher in male than female participants. Our mixed results are of interest to scholars of the effects of stress on prosocial and aggressive behavior, but call for refinement in future replications.

scholarly journals A trickle-down model of task and development i-deals

2018 ◽  
Vol 71 (11) ◽  
pp. 1508-1534 ◽  
Author(s):  
Yasin Rofcanin ◽  
Mireia Las Heras ◽  
P Matthijs Bal ◽  
Beatrice IJM Van der Heijden ◽  
Didem Taser Erdogan
Keyword(s):  
Social Information Processing ◽  
The Philippines ◽  
Work Outcomes ◽  
Individual Level ◽  
Work Arrangements ◽  
Prosocial Motives ◽  
The Individual ◽  
Context Specific ◽  
Zero Sum ◽  
Trickle Down

In today’s competitive landscape, employees increasingly negotiate idiosyncratic deals (i-deals), referring to personalized work arrangements that address recipients’ unique work needs and preferences. While i-deals unfold in a dyadic context between subordinates and their managers, the consequences of i-deals concern everyone including co-workers and the organization. Focusing on task and development i-deals, we propose a trickle-down model to explore whether and how organizations benefit from i-deals. First, we argue that managers’ task and development i-deals cascade down to their subordinates, leading them to have similar i-deals with downstream consequences for co-workers and the organization. Furthermore, we propose that effective implementation of task and development i-deals are context-specific: we integrate the role of managers’ servant leadership as a boundary condition to explore the association between managers’ and subordinates’ task and development i-deals. We also integrate subordinates’ prosocial motives to explore the association between subordinates’ task and development i-deals and their work outcomes. We draw on work adjustment, social learning and social information processing theories to study our proposed associations. The results of a matched employee–manager dataset collected in the Philippines support our hypothesized model. This study contributes to i-deals research by: (1) testing whether and how task and development i-deals can be mutually beneficial for all the involved parties; and (2) revealing how the context, at the individual level, explains how and when task and development i-deals can best be implemented in workplaces. This study highlights that individualization of HR practices need not be a zero-sum game.

scholarly journals Relationships between Interpersonal Trust and Knowledge Sharing in Workplace: The Mediational Role of Prosocial Motives

2018 ◽  
Vol 11 (8) ◽  
pp. 163 ◽  
Author(s):  
Weixu Ding ◽  
Eugene Choi ◽  
Atsushi Aoyama
Keyword(s):  
Knowledge Sharing ◽  
Interpersonal Trust ◽  
Future Research ◽  
Empirical Methods ◽  
Emotional Factors ◽  
Prosocial Motives ◽  
The Future ◽  
Mediational Role ◽  
The Relationship

This study is different from the usual cases that testing the intuitive factor as rewarding that affects the employees’ knowledge sharing. In this study, the focus shifts to concentrating on the emotional factors such as interpersonal trust and the prosocial motives. Empirical methods are used to test the hypotheses, and the results show that interpersonal trust affects employees’ knowledge sharing significantly. Moreover, the prosocial motives have been evidenced that it moderately mediates the relationship between interpersonal trust and knowledge sharing. This study has well evidenced all the hypotheses and gives suggestions for the future research at the end.

Serving the Country or Serving Thyself: The Quest for Prosocial Motives of Russian MPA Students

2017 ◽  
Vol 39 (1) ◽  
pp. 106-134 ◽  
Author(s):  
Tamara G. Nezhina ◽  
Alexey G. Barabashev
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Theoretical Perspective ◽  
Political Trust ◽  
Public Service Motivation ◽  
Theoretical Frameworks ◽  
Prosocial Motives ◽  
Informal Volunteering ◽  
Prosocial Motive ◽  
First Time

U.S. and European scholars have established the association between work in government and public service motivation (PSM). Yet, few studies measure PSM among master of public administration (MPA) students and link it to their intention to work in government. For the first time in Russia, the study tests the association between culturally determined measures of prosocial motives of Russian MPA students and their intention to work for government upon graduation. Three theoretical frameworks help structuring this research: public administration, political trust, and volunteering. The data in this study confirm that Russian MPA students with prosocial motives tend to choose work in government. We explain this phenomenon by deriving the prosocial motive theoretical perspective from the larger concept of PSM and from the theory of political trust. In addition, the study finds that formal and informal volunteering is not related to choosing work in government. The implications of these findings are discussed.

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