青铜铸造业

青铜铸造业

Results (Thai) 1:

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Results (Thai) 2:

These results replicated and extended our findings from Study 1. In a larger sample, we found that the benevolence dimension of trustworthiness—rather than integrity, as in the previous study— strengthened the association between prosocial motivation and the performance outcome of money raised. In addition, we found that as predicted, dispositional trust propensity compensated for low manager trustworthiness to increase the association between prosocial motivation and performance. Although these results are encouraging, they raise several questions. First, can the three-way interaction be replicated in a different sample and for the integrity dimension as well as the benevolence dimension of manager trustworthiness? Second, will both the two-way and three-way interactions, as well as the mediated moderation findings in Study 1, generalize to a sample of adults working full-time in more complex, professional jobs outside the context of entry-level call center work? Third, researchers now recognize that job perfor- mance is increasingly dependent not only on the proficiency with which employees fulfill their core task responsibilities but also on the extent to which employees take the initiative to engage in proactive behaviors (Frese & Fay, 2001; Grant & Ashford, 2008; Parker, Williams, & Turner, 2006). Such proactive behaviors are particularly important in work contexts characterized by high
Figure 4. Study 2 regression slopes for the interaction of prosocial motivation and manager trustworthiness.
levels of uncertainty and interdependence, where it is difficult to formalize expectations and predict and evaluate performance in terms of core task proficiency (Griffin, Neal, & Parker, 2007). In these contexts, organizations have begun to define performance in terms of the extent to which employees take initiative to be proactive (Crant, 2000). In such a context, will prosocial motiva- tion and trust cues interact to predict proactive as well as in-role dimensions of job performance?

Results (Thai) 3:

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