In recent years, a rapidly growing literature has shed light on important costs and benefits of prosocial motivation in the workplace. However, researchers have studied prosocial motivation using various labels, conceptualizations, and operationalizations, leaving this body of knowledge fragmented. In this study, we contribute to the literature by providing an integrated framework that organizes extant constructs and measures of prosocial motives along two dimensions: level of autonomy (discretionary/obligatory) and level of generality (global/contextual/positional). Drawing upon this framework, we conducted a meta-analysis with 252 samples and 666 effect sizes to examine the effects of prosocial motivation on workplace outcomes. Moderator analyses were performed to resolve inconsistencies in the empirical literature and understand the context under which prosocial motivation had the strongest or weakest effect. We found that prosocial motivation, in general, was beneficial for employee well-being ( ρ ¯ ^ = .23), prosocial behavior ( ρ ¯ ^ = .35), job performance ( ρ ¯ ^ = .20), and career success ( ρ ¯ ^ = .06). The direction and magnitude of these effects depended on the autonomy, generality, and measurement of prosocial motivation, the nature of the outcome (i.e., type of prosocial behavior, subjectivity of performance measures, and forms of career success), as well as the cultural context. Importantly, prosocial motivation had incremental validity above and beyond general cognitive ability and Big Five personality traits for predicting all four outcomes. We discuss the theoretical, methodological, and practical implications of these findings and offer a guiding framework for future research efforts.

中文翻译：

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感觉良好，做得好，并取得成功：对工作中亲社会动机结果的元分析调查。

近年来，快速增长的文献揭示了工作场所亲社会动机的重要成本和收益。然而，研究人员已经使用各种标签、概念化和操作化来研究亲社会动机，从而使这一知识体系变得支离破碎。在这项研究中，我们通过提供一个综合框架来为文献做出贡献，该框架沿两个维度组织现存的亲社会动机的结构和措施：自治水平（自由裁量/强制性）和普遍性水平（全球/背景/位置）。利用这个框架，我们对 252 个样本和 666 个效应量进行了荟萃分析，以检验亲社会动机对工作场所结果的影响。进行调节分析以解决实证文献中的不一致之处，并了解亲社会动机产生最强或最弱影响的背景。我们发现，一般而言，亲社会动机有利于员工幸福感 ( ρ ¯ ^ = .23)、亲社会行为 ( ρ ¯ ^ = .35)、工作绩效 ( ρ ¯ ^ = .20) 和职业成功( ρ¯ ^ = .06)。这些影响的方向和幅度取决于亲社会动机的自主性、普遍性和测量、结果的性质（即亲社会行为的类型、绩效测量的主观性和职业成功的形式）以及文化语境。重要的是，亲社会动机在预测所有四种结果方面具有超出一般认知能力和大五人格特征的增量有效性。