Abstract
Although research has established that self-interest and prosocial motives between benefactors and recipients increases organizational citizenship behaviors (OCBs), less is known about the extent to which these motives explain variance in OCBs. As such, the purpose of the current research is to examine self-interest and prosocial motives in relation to other antecedents examined in extant OCB literature. The results from this study demonstrate that both self-interest and prosocial motives explain additional variance in OCBs beyond employees’ affective reactions and work environment perceptions. Implications for theory and practice are also discussed.
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