Abstract and Keywords
In this chapter, I develop a dual model of reciprocity in organizations that brings together mainstream reciprocity theory and positive organizational scholarship (POS). Reciprocity theory assumes that people are self-regarding; they give only if doing so builds a reputation for generosity that pays off in the future. Positive organizational scholarship assumes that people are naturally other-regarding, giving to others without regard to self. Moral sentiments, defined as positive emotions such as gratitude, motivate prosocial behavior. I take a middle ground, arguing that most people in organizations have mixed motives, simultaneously concerned for self and for others. The dual model combines the mechanisms of reputation and moral sentiments. I describe examples of this dual model in organizations, focusing on human resource practices and everyday work practices that appeal to people with mixed motives. I conclude with a discussion of future research directions based on this dual model.
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