Better to Give and to Compete? Prosocial and Competitive Motives as Interactive Predictors of Citizenship Behavior

ABSTRACT

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.

Keywords:

• citizenship behavior
• competitive motivation
• mixed motives
• prosocial motivation

Notes

1. We note that Cronbach’s alphas are lower in this sample. For prosocial motivation this difference is explained by the lower average inter-item correlation in Study 2 vs. Study 1 (.52 vs. .86). For bankers, the item “I prefer to work on tasks that allow me to have a positive impact on others” had the lowest average correlation with the other items; however, reliability was not improved when this item was removed. For competitive motivation, the difference is also explained by the lower average inter-item correlation in Study 2 vs. Study 1 (.32 vs. .64). For bankers, the item “I am most motivated when I am doing better than others” had the lowest average correlation with other items; however, reliability was not improved when this item was removed.

Additional information

Notes on contributors

M. Teresa Cardador

M. Teresa Cardador is an Assistant Professor in the School of Labor and Employment Relations, University of Illinois at Urbana-Champaign. Her research focuses on meaningful work, occupational identity, and employee perceptions of making a difference through work.

Amy Wrzesniewski

Amy Wrzesniewski is a Professor in the School of Management, Yale University. Her research focuses on how people make meaning of their work, and how employees shape their interactions and relationships with others in the workplace to change both their work identity and the meaning of the job.