Impact of customer incivility on restaurant employee stress spread and turnover: COVID-19 vaccination mandate.

In response to the unprecedented pandemic in recent history, COVID-19 vaccination mandates in the U.S. caused significant changes and disruption in hospitality operations and customer experiences. The primary goal of this study is to examine whether and how customer incivility induced by the COVID-19 vaccine mandate in the U.S. affects employees' behavioral outcomes (i.e., stress spread between employees and turnover intention) via psychological mechanisms (i.e., stress and negative emotion) and when the relationship is moderated by personal (employee prosocial motivation) and organizational (supervisor support) characteristics. Findings show that customer incivility increases employee turnover intention as well as interpersonal conflicts at work via increased stress and negative emotions. These relationships are weakened when prosocial motivation of employees and the level of supervisor support is high. Findings expand the occupational stress model by specifically incorporating the context of the COVID-19 vaccine mandate and further provide implications for restaurant managers and policy makers.

Surprisingly Happy to Have Helped: Underestimating Prosociality Creates a Misplaced Barrier to Asking for Help.

Performing acts of kindness increases well-being, yet people can be reluctant to ask for help that would enable others' kindness. We suggest that people may be overly reluctant because of miscalibrated expectations about others' prosocial motivation, underestimating how positively others will feel when asked for help. A pretest identified that interest in asking for help was correlated with expectations of how helpers would think and feel, but a series of scenarios, recalled experiences, and live interactions among adult participants in the United States (total N = 2,118) indicated that those needing help consistently underestimated others' willingness to help, underestimated how positively helpers would feel, and overestimated how inconvenienced helpers would feel. These miscalibrated expectations stemmed from underestimating helpers' prosocial motivation while overestimating compliance motivation. This research highlights a limitation of construing help-seeking through a lens of compliance by scholars and laypeople alike. Undervaluing prosociality could create a misplaced barrier to asking for help when needed.

Effects of psychosocial stress on prosociality: the moderating role of current life stress and thought control.

To date, only a few studies have examined whether and when stressed individuals are still prosocially motivated and willing to help others, which is in contrast to the relevance and importance that helping others has for our society. The present study investigates the impact of affective and biopsychological acute stress responses on prosociality (prosocial motivation, helping behavior) under controlled laboratory conditions. In addition, it was examined whether this relationship is affected by individuals' current life stress and the cognitive ability to keep stress-related thoughts at bay. To induce acute stress responses (heart rate, negative affect, salivary alpha-amylase, cortisol), 55 individuals (28 women, M = 24 years old, SD = 4.53) were exposed to the Trier Social Stress Test (TSST). Current life stress (cortisol) was assessed over two days of participants' everyday lives. Thought control ability was assessed with the think/no-think paradigm and was additionally manipulated after the acute stress intervention (TSST) via instructions. The results showed that acute stress was positively associated with prosociality. Specifically, negative affect was positively related to prosocial motivation and salivary alpha-amylase was positively associated with helping behavior. Current life stress moderated the relationship between salivary cortisol and helping behavior: the association was positive at low levels of current life stress. The instruction to control one's thoughts but not participants' general ability to do so reduced stress responses (negative affect). In sum, the findings suggest that prosociality increases following acute stress and that this effect depends on the level of current life stress. Additionally, adopting the strategy of controlling stress-related thoughts was found to be promising for attenuating individuals' stress responses.

The effect of felt trust from patients among nurses on attitudes towards nursing service delivery.

AIMS: To examine how felt trust motivates nurses to desire to deliver better nursing services and how perspective taking makes nurses feel trusted by their patients. By introducing the concept of prosocial motivation into nursing research, this study further explored a boundary condition that influences the positive relationship between felt trust from patients and attitudes towards nursing service delivery. DESIGN: This study used a cross-sectional and survey design. METHOD: This study was conducted among 339 nurses on medical teams sent to support Hubei, China, during the COVID-19 pandemic in April 2020. RESULTS: The results indicate that felt trust from patients mediated the positive relationship between perspective taking and attitudes towards nursing service delivery. In addition, prosocial motivation moderated the relationship between felt trust from patients and attitudes towards nursing service delivery, such that the relationship was stronger when prosocial motivation was high (vs. low). Prosocial motivation also moderated the indirect effects of perspective taking on attitudes towards nursing service delivery via felt trust from patients. CONCLUSION: This study shows that despite the challenges posed by COVID-19, nurses who experience a high level of trust from patients are still eager to deliver high-quality nursing services, and this finding is especially salient among those with high prosocial motivation. IMPACT: This study introduces felt trust from patients as a new motivational mechanism that can induce nurses' willingness to deliver better nursing services. We suggest that nurses and nurse leaders should be aware of the significance of the trust relationship between nurses and patients. Nurses need to be trained to take patients' perspectives in the interaction process, which can make them feel trusted by patients and can consequently be motivated to deliver better nursing services.

Self-Focused and Other-Focused Health Concerns as Predictors of the Uptake of Corona Contact Tracing Apps: Empirical Study.

BACKGROUND: Corona contact tracing apps are a novel and promising measure to reduce the spread of COVID-19. They can help to balance the need to maintain normal life and economic activities as much as possible while still avoiding exponentially growing case numbers. However, a majority of citizens need to be willing to install such an app for it to be effective. Hence, knowledge about drivers for app uptake is crucial. OBJECTIVE: This study aimed to add to our understanding of underlying psychological factors motivating app uptake. More specifically, we investigated the role of concern for one's own health and concern to unknowingly infect others. METHODS: A two-wave survey with 346 German-speaking participants from Switzerland and Germany was conducted. We measured the uptake of two decentralized contact tracing apps officially launched by governments (Corona-Warn-App, Germany; SwissCovid, Switzerland), as well as concerns regarding COVID-19 and control variables. RESULTS: Controlling for demographic variables and general attitudes toward the government and the pandemic, logistic regression analysis showed a significant effect of self-focused concerns (odds ratio [OR] 1.64, P=.002). Meanwhile, concern of unknowingly infecting others did not contribute significantly to the prediction of app uptake over and above concern for one's own health (OR 1.01, P=.92). Longitudinal analyses replicated this pattern and showed no support for the possibility that app uptake provokes changes in levels of concern. Testing for a curvilinear relationship, there was no evidence that "too much" concern leads to defensive reactions and reduces app uptake. CONCLUSIONS: As one of the first studies to assess the installation of already launched corona tracing apps, this study extends our knowledge of the motivational landscape of app uptake. Based on this, practical implications for communication strategies and app design are discussed.

Factors associated with work-family enrichment among Chinese nurses assisting Wuhan's fight against the 2019 COVID-19 pandemic.

AIMS AND OBJECTIVES: To examine the relationship between work-family enrichment and two contextual factors (job support and family support), together with two personal factors (family boundary flexibility and prosocial motivation) among Chinese nurses assisting Wuhan in its fight against the Coronavirus Disease 2019 (COVID-19) pandemic. BACKGROUND: The COVID-19 pandemic was first reported in Wuhan, China, and has now spread worldwide, which has brought attention to the pivotal role of nurses in public health emergencies. Work-family enrichment is a bidirectional structure, including work-to-family enrichment and family-to-work enrichment, that can yield many mutually beneficial results in both work and family domains among clinical nurses. However, few studies have investigated work-family enrichment and its influential factors among front-line nurses during public health emergencies. METHODS: A cross-sectional research design was adopted with a snowball sample of 258 Chinese nurses assisting Wuhan's anti-pandemic efforts. Data were collected from 21 March 2020 until 10 April 2020 through a battery of online questionnaires. Descriptive, univariate and hierarchical linear regression analyses and a Pearson correlation test were performed. A STROBE checklist was used to report findings. RESULTS: The results showed that prosocial motivation, family support and job support predicted high work-to-family enrichment in those nurses, while prosocial motivation, family support and family boundary flexibility predicted high family-to-work enrichment. CONCLUSIONS: The study confirmed the importance of paying attention to the work-family enrichment of front-line medical workers during the COVID-19 pandemic, so that they could concentrate on their anti-pandemic work and maintain their enthusiasm for disaster nursing. RELEVANCE TO CLINICAL PRACTICE: The findings can help health administrators in affected countries around the world identify the influential factors of work-family enrichment among front-line nurses during infectious disease outbreaks, specifically in the areas of mobilising nurses' prosocial motivation and giving sufficient job support.

Trait anxiety and bystander motivation to defend victims of school bullying.

INTRODUCTION: School-based bullying is an omnipresent problem, but is less frequent when bystanders are inclined to defend victims. This makes it important to focus on motivation to intervene in bullying. METHODS: 202 students (Mage = 16.44 years, 52% boys) from public Swedish high schools participated in a vignette experiment. Students were randomized to one of two vignettes (victim belonging to/not belonging to ingroup). Self-report measures of motivation to defend and trait anxiety were used. RESULTS: Participants reported more autonomous motivation when the victim belonged to the ingroup and more extrinsic motivation when the victim did not belong to the ingroup. Trait anxiety interacted with the manipulation: bystanders high in anxiety reported low levels of autonomous motivation when the victim did not belong to the ingroup and low levels of extrinsic motivation when the victim belonged to the ingroup. CONCLUSIONS: Findings suggest that anti-bullying-programs should focus on how defender motivation is influenced by the way in which victim ingroup status is perceived and address the bystander's level of anxiety as this interacts with such perceptions.

The impact of choice on young children's prosocial motivation.

The current study explored how freedom of choice affects preschoolers' prosocial motivation. Children (3- and 5-year-olds) participated in either a choice condition (where they could decide for themselves whether to help or not) or a no-choice condition (where they were instructed to help). Prosocial motivation was subsequently assessed by measuring the amount children helped an absent peer in the face of an attractive alternative game. The 5-year-olds provided with choice helped more than the children not provided with choice, and this effect was stronger for girls than for boys. There was no difference between conditions for the 3-year-olds. These results highlight the importance of choice in young children's prosocial development.

Lending a Helping Hand at Work: A Multilevel Investigation of Prosocial Motivation, Inclusive Climate and Inclusive Behavior.

Purpose People with disabilities often encounter difficulties at the workplace such as exclusion or unfair treatment. Researchers have therefore pointed to the need to focus on behavior that fosters inclusion as well as variables that are antecedents of such 'inclusive behavior'. Therefore the purpose of this study was to research the relationship between prosocial motivation, team inclusive climate and employee inclusive behavior. Method A survey was conducted among a sample of 282 paired employees and colleagues, which were nested in 84 teams. Employees self-rated prosocial motivation and team inclusive climate, their inclusive behavior was assessed by colleagues. Hypotheses were tested using multilevel random coefficient modeling. Results Employees who are prosocially motivated will display more inclusive behavior towards people with disabilities, and this relationship is moderated by team inclusive climate in such a way that the relationship is stronger when the inclusive climate is high. Conclusion This study shows that inclusive organizations, which value a diverse workforce, need to be aware of not only individual employee characteristics, but also team level climate to ensure the smooth integrations of people with disabilities into regular work teams.

Nursing students' prosocial motivation: does it predict professional commitment and involvement in the job?

AIM: This study investigated how prosocial motivation reported by nursing students in their final year of academic studies relates to career commitment and job involvement three years after graduation. BACKGROUND: Most studies investigating nurses' prosocial motivation for choosing the nursing profession examine only their prosocial motivation for entering nursing training; they do not investigate whether this motivation is associated with job involvement or commitment to the profession. DESIGN: A longitudinal survey design was used. METHOD: The present longitudinal study included 160 nurses. In their final academic year of spring 2007, the nurses received a questionnaire about their motivation for entering nursing. Three years after graduation, spring 2010, they received another questionnaire about their level of job involvement and career commitment. RESULTS: The results showed that prosocial motivation measured in their last academic year was related to career commitment three years after graduation, but unrelated to job involvement. CONCLUSION: The results indicated that prosocial motivation is important in identifying with the profession but not necessarily for personal involvement in the job. The study gives important knowledge on how a commonly reported motivation for entering nursing relates to the nurses' attitudes about their work life.

Better to give and to compete? Prosocial and competitive motives as interactive predictors of citizenship behavior.

Research has returned mixed results concerning the relationship between prosocial motivation and citizenship behavior. Building from research suggesting that mixed motives might explain these equivocal findings, we conducted two field studies examining the interaction between prosocial and competitive motives and two types of citizenship behavior. Prosocial motivation, but not competitive motivation, was positively related to citizenship behavior directed at others, though this relationship was weakened when prosocial motives were accompanied by competitive motives. Prosocial motives compensated for weak competitive motives to predict citizenship behavior directed toward the organization. Our studies expand research on prosocial and competitive motivation, mixed-motives, and citizenship behavior. Further, they carry personnel implications given that many organizations seek to hire employees high on both competitive and prosocial motivation.

Prosocial motivation, stress and burnout among direct support workers.

AIM: This study explores whether the desire to engage in work that is beneficial to others moderates the effects of stress on burnout. METHOD: Based on a survey of 1570 direct support professionals in Ontario, this study conducted linear regression analyses and tested for the interaction effects of prosocial motivation on occupational stress and burnout. RESULTS: Prosocial motivation significantly moderated the association of emotional exhaustion (EE) and role boundary stress with depersonalization (DP). Prosocial motivation also moderated the effects of role ambiguity stress with a direct support worker's sense of personal accomplishment. In contrast, prosocial motivation magnified feelings of EE when interacted with a sense of personal accomplishment. CONCLUSIONS: Prosocial motivation plays an important role in explaining the relatively low levels of DP in the sector. The study advances our understanding of the key components of burnout among direct support workers.

The promotional effect of prosocial motivation on time-based prospective memory.

Time-based prospective memory (TBPM) is the ability to remember to do a planned task at the right time. In social interactions, people are often motivated to do things for others, which reflects an important factor that influences prospective memory, namely prosocial motivation. According to the motivational cognitive model, prosocial motivation promotes TBPM by paying more attention or adopting more effective strategies. This study explored the effect of prosocial motivation on TBPM under different time-monitoring conditions within the motivational cognitive model framework. One hundred and thirty-one university students participated in this experiment that adopted a 2 (groups: control, prosocial motivation) × 2 (viewing time conditions: limited, unlimited) between-subjects design. The results revealed that the prosocial motivation group had better TBPM performance than the control group under both limited and unlimited viewing time conditions. At the same time, compared with the control group, the prosocial motivation group consumed more internal attention and utilized more strategies under both viewing time conditions, and their external attention was more effective. In addition, the external attention of the prosocial motivation group was higher only when time-monitoring was unlimited. The results of this study further extend knowledge of the motivational cognitive model and expand its scope of application, which has theoretical significance.

Calling and job involvement: the role of prosocial motivation in the performance of mission-driven organization.

Previous studies suggested that individuals with prosocial motivation have better job performance in mission-driven organizations. However, the mediating mechanisms underlying this link remain unclear. On the basis of person-environment theory, this research proposed that work as a calling and job involvement are two important mediators between employees' prosocial motivation and their job performance in mission-driven organizations. Through a multi-wave and muti-source approach, 420 independent subordinate-immediate supervisor dyads from 173 divisions or stations of the police department in Taiwan were obtained. Our results illustrated that the prosocial motivation-job performance relationship is sequentially mediated by work as a calling and job involvement. We further discuss implications for future research and practices in light of these findings.

Listening and the pursuit of communal relationships.

Two motivations linked to developing and maintaining communal relationships include caring for others' welfare and striving to be viewed as a desirable communal relationship partner. We review evidence suggesting that both motivations promote high-quality listening. Furthermore, high-quality listening signals listeners' prosocial motivation and enhances the perceived relational value of both listeners and speakers. Thus, high-quality listening likely functions as an effective strategy in the formation and maintenance of communal relationships. This review suggests several directions for future research, including longitudinal research on the role of listening in relationship development, accuracy and bias in detecting and interpreting listening, the influence of conversation topic on listening, the role of people's beliefs about the usefulness of listening, and individual and relationship factors that determine people's motivations for listening.

The Mental Health Implications of Corporate Social Responsibility: The Significance of the Sense-Making Process and Prosocial Motivation.

As corporate social responsibility (CSR) has progressively ascended to prominence among academics and industry professionals, numerous studies have embarked on examining its impact on employees' perceptions, attitudes, and behaviors. Notwithstanding, the current body of research has predominantly overlooked the influence of CSR on employees' mental health, encompassing depression, anxiety, and burnout. In order to acknowledge the critical role of employee mental health within an organization, our exploration is focused on discerning the effect of CSR on depressive states. Furthermore, our paper undertakes a thorough analysis of the link between CSR and depression, probing its underlying processes and potential contingent factors. We posit that CSR can alleviate the incidence of employee depression by amplifying the sense of meaningfulness that work provides. Moreover, the element of prosocial motivation among employees may act as a positive moderating variable that intensifies the beneficial effect of CSR on the sense of meaningfulness derived from work. By relying on data obtained through a tripartite online survey involving 214 South Korean workers, this paper scrutinized the proposed hypotheses via the application of moderated mediation analysis with structural equation modeling. We contend that the insights yielded by this study bear significant theoretical and practical implications.

Prosocial motivation can promote the time-based prospective memory of school-age children.

In real life, we are often motivated to plan things to be performed at specific times in the future. Some of these intended actions help other individuals, and thus involve time-based prospective memory (TBPM) under prosocial motivational conditions. Children's social development is very rapid, and they have relatively stable prosocial motivation during school age. Few studies have paid attention to this issue. This study focuses on three aspects of this issue: (1) the impact of prosocial motivation on the TBPM of school-age children, (2) whether there are sex differences in this effect, and, for the first time, (3) the processing mechanism by which prosocial motivation affects TBPM in school-age children in the framework of the motivation cognitive model. A total of 112 elementary school students, aged between 8 and 12, participated in the experiment, using a 2 (group: prosocial motivation, control) × 2 (sex: boy, girl) between-subjects design. The results showed that prosocial motivation can significantly reduce children's time difference of TBPM. However, we found no sex differences in the effect of prosocial motivation on TBPM in the above two indicators. With regard to the processing mechanism, we found that the prosocial motivation group paid more attention to external time information throughout the experiment. However, their internal attention and the effectiveness of attention did not improve. These results partially support the motivation cognitive model. Overall, this study found that prosocial motivation relies mainly on external attention to improve the TBPM performance of school-age children.

Why do I teach? Teachers' instrumental and prosocial motivation predict teaching quality across East and West.

BACKGROUND: Individuals pursue teaching careers for numerous reasons, such as for instrumental or prosocial purposes. AIMS: This study examined the personal (instrumental motivation) and social (prosocial motivation) utility of teaching as predictors of teaching quality in terms of clarity of instruction, classroom management, and cognitive activation. SAMPLE: We used data from the Teaching and Learning International Survey (TALIS) 2018, which included 50,595 teachers from 1252 schools in 10 countries and regions. METHODS: We performed a series of regression analyses to test a model of instrumental and prosocial motivation to predict three indicators of teaching quality (clarity of instruction, classroom management, and cognitive activation) while controlling for demographic characteristics (age, sex, educational level, and teaching experience). We examined this model in countries and regions from Eastern (Japan, Korea, Singapore, Shanghai and Taipei) and Western (Australia, Canada, New Zealand, United Kingdom and the United States of America) cultures. RESULTS: Results demonstrated that instrumental motivation predicted clarity of instruction in the East and classroom management in both the East and West; prosocial motivation, however, was a more consistent predictor of all indicators of teaching quality, except classroom management in the West, across cultures. CONCLUSION: Teachers' prosocial motivation to benefit others and contribute to society must be considered to understand teaching quality across various cultural contexts. Implications for theory, practice and policy are discussed.

Positive Impact, Creativity, and Innovative Behavior at Work: The Mediating Role of Basic Needs Satisfaction.

In recent research, a growing body of empirical evidence suggests that prosocial impact at work can play a significant role in enhancing creativity and innovativeness. Drawing from self-determination theory, we hypothesized that basic psychological needs and benevolence satisfaction could serve as a mediating factor in the relation between an employee's perceived social impact and innovative work behavior and creativity, thus illuminating the manner in which the contentment of psychological needs fosters inventive proclivities within the organizational milieu. Results from a study in Greece and Canada (N = 528) showed that both perceived social impact and prosocial motivation are positively associated with innovative work behavior and creativity while autonomy and competence satisfaction mediate the relation between perceived social impact and the work outcomes examined within this study. Moreover, prosocial motivation was found to moderate the relation between benevolence satisfaction and innovativeness. Findings extend prior research on the role of prosociality on creative behavior at work and provide supporting evidence for the organizations that encourage and support employees' initiatives to make a positive difference in the lives of others.

Psychological Capital and Organizational Citizenship Behaviors of Construction Workers: The Mediating Effect of Prosocial Motivation and the Moderating Effect of Corporate Social Responsibility.

Due to construction industry projects' large-scale, long-period, and outdoor operation characteristics, employees' organizational citizenship behavior (OCB) plays an essential role in cost-saving, high-efficiency, and environmentally friendly development strategies. This study discusses how to improve employees' OCB from two levels of employees' psychological factors and corporate social responsibility (CSR) at the organizational level. We verified this study's hypotheses based on 336 valid questionnaires collected from 56 teams. The results indicated that (1) positive psychological capital (PsyCap) was a positive predictor of employees' OCB; (2) PsyCap was positively related to employees' prosocial motivation, and prosocial motivation partially mediated the relationship between PsyCap and employees' OCB; and (3) CSR moderated the relationship between PsyCap and prosocial motivation and played a significant moderating role between prosocial motivation and OCB. These findings provide an empirical research basis for the theories of conservation of resources (COR), self-determination, and affective events. This research also has managerial implications for improving employees' OCB in the construction industry.