More than a quarter century ago, organizational scholars began to explore the implications of prosociality in organizations. Three interrelated streams have emerged from this work, which focus on prosocial motives (the desire to benefit others or expend effort out of concern for others), prosocial behaviors (acts that promote/protect the welfare of individuals, groups, or organizations), and prosocial impact (the experience of making a positive difference in the lives of others through one's work). Prior studies have highlighted the importance of prosocial motives, behaviors, and impact, and have enhanced our understanding of each of them. However, there has been little effort to systematically review and integrate these related lines of work in a way that furthers our understanding of prosociality in organizations. In this article, we provide an overview of the current state of the literature, highlight key findings, identify major research themes, and address important controversies and debates. We call for an expanded view of prosocial behavior and a sharper focus on the costs and unintended consequences of prosocial phenomena. We conclude by suggesting a number of avenues for future research that will address unanswered questions and should provide a more complete understanding of prosociality in the workplace.

四分之一世纪以前，组织学者开始探索社会亲密关系在组织中的意义。这项工作产生了三个相互关联的流，它们集中在亲社会动机（使他人受益或出于对他人的关注而付出努力的愿望），亲社会行为（促进/保护个人，团体或组织的福利的行为）以及亲社会的影响（通过自己的工作对他人的生活产生积极影响的经验）。先前的研究强调了亲社会动机，行为和影响的重要性，并增强了我们对每种动机的理解。但是，几乎没有做出任何努力来系统地审查和整合这些相关的工作方式，从而加深了我们对组织中的亲社会关系的理解。在本文中，我们概述了文学的现状，重点介绍了主要发现，确定了主要的研究主题，并解决了重要的争议和辩论。我们要求对亲社会行为有更广阔的视野，并更加关注亲社会现象的成本和意想不到的后果。