| This dissertation examined the construct of prosocial organizational behavior. Specifically, it attempted to provide empirical evidence for the importance of the conceptual distinction between various types of prosocial behavior as discussed by Brief and Motowidlo (1986). Individual difference variables, job satisfaction, equity, organizational commitment, empathy, and the values of achievement and concern for others, were used to analyze differential relationships to prosocial behavior directed at the organization and to prosocial behavior directed at an individual.; Subjects were 100 secretaries in a western Kentucky University. The subjects completed self-reports of job satisfaction, equity, organizational commitment, empathy, achievement and concern for others. Prosocial organizational behavior was gathered from two to seven individuals who had opportunities to observe the secretaries' work behaviors.; Factor analysis of the prosocial behavior items revealed three distinct types of prosocial behavior: role prescribed (PSOBr); extra-role behavior directed at the organization (PSOBe); and extra-role behavior directed at specific individuals (PSIBe).; As hypothesized it was found that the independent variables were better predictors of extra-role prosocial acts than of role prescribed acts where the range of different behaviors is limited. Feelings of equity and the anticipation of receiving extrinsic rewards (pay and/or praise) were found to be significantly and positively related to extra-role behaviors benefiting the organization (PSOBe). Job satisfaction and the value "concern for others" were found to be significant predictors of extra-role prosocial acts directed at specific individuals (PSIBe).; Factor scores of prosocial behavior, which are more precise measures, revealed greater effects than summated prosocial behavior scores.; Limitations of this research and implications for future research are discussed. |
