Prosocial motivation, Self-concern, Expected image risks and gains, and Social capital development behavior

• Main Authors: Yi Ying Lai, 賴怡穎
• Other Authors: Tsang-Kai Hung
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/77517129678899994861

碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 99 === Previous researches discussed the topics of prosocial motivation between persistence, performance, creativity, and citizenship behaviors. Grant and Sumanth (2009) suggest that researchers conduct further studies on prosocial motivation directed toward coworkers and supervisors within the organization. With the suggestion, our study takes social capital development as dependent variable to understand the self-concern considerations and image outcome expectation process in prosocially motivated employee. In view of this, the purpose of this study are: (1) Prosocial motivation has influence to social capital development behavior；(2) The moderating effect of self-concern on prosocial motivation and social capital development；(3) Self-concern has influence to prosocial motivation and social capital development behavior through image outcome expectations. The subjects of the study are common enterprise supervisors and subordinates who are selected by purposive sampling method. There are 270 valid samples in the end. We use confirmation factor analysis, correlation analysis, hierarchical regression, mediated moderated regression, sobel test, and bootstrap to test our hypotheses. After hypotheses testing, we figured out: (1) Prosocial motivation has influence to social capital development behavior；(2) Self-concern strengthens the association between prosocial motivation and social capital development behavior；(3) Expected image gains contribute to partially mediating the moderating effect of self-concern on the association between prosocial motivation and social capital development behavior. The implication of this study are: (1) Creating a benevolence environment motivates the prosocial motivation of employees and strengthens the concept and meanings of the organization；(2) Combining prosocially motivated employee’s goal with the goal of the organization；(3) Paying more attention to the risk concept in the organization.