De Dreu Carsten K W
Department of Psychology, University of Amsterdam, Amsterdam, The Netherlands.
J Appl Psychol. 2006 Nov;91(6):1245-52. doi: 10.1037/0021-9010.91.6.1245.
B. M. Meglino and M. A. Korsgaard (2004). argued that rational self-interest varies across individuals and negatively relates to other orientation (OO). OO moderates effects of job characteristics on attitudes, motivation, and helping. Viewing organizations as social dilemmas in which employees face a mixture of competitive and cooperative incentives, the author argues in this article that strength of self-interest links to self-concern (SC), which should be distinguished from OO. SC and OO are orthogonal and unipolar. Implications are that some propositions by Meglino and Korsgaard need to be rewritten in terms of SC or OO, and that SC is predicted to moderate effects of self-related variables (e.g., job characteristics), whereas OO might moderate effects of social variables (e.g., team climate) on satisfaction, motivation, and helping. This also implies that when both SC and OO are strong (weak), individual- and group-level constructs are both (in)valid predictors of satisfaction, motivation, and helping.
B.M. 梅利诺和M.A. 科斯gaard（2004年）认为，理性的自我利益因个体而异，且与他人导向（OO）呈负相关。OO调节工作特征对态度、动机和助人行为的影响。作者在本文中认为，将组织视为员工面临竞争和合作激励混合的社会困境，自我利益的强度与自我关注（SC）相关联，SC应与OO区分开来。SC和OO是正交且单极的。这意味着梅利诺和科斯gaard的一些命题需要根据SC或OO进行重写，并且预计SC会调节与自我相关变量（如工作特征）的影响，而OO可能会调节社会变量（如团队氛围）对满意度、动机和助人行为的影响。这也意味着当SC和OO都很强（弱）时，个体和群体层面的构念都是（不）满意度、动机和助人行为的有效预测指标。
