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This study investigates how and when employees' perceived corporate social responsibility (CSR) encourages their workplace pro-environmental behavior (WPB).

Survey data were collected from 189 employees of different industries in southern China. Data were analyzed using PROCESS macro.

This study found that intrinsic motivation mediated the relationship between perceived CSR and WPB. Furthermore, self-concern strengthened the indirect perceived CSR–WPB link.

This study contributes to the existing literature of micro-CSR by highlighting intrinsic motivation as a mediating mechanism explaining how employees' perceived CSR encourages WPB. In addition, studying the moderating effects of other-orientation and self-concern enriches the understanding of when perceived CSR may or may not stimulate employees' WPB.

Research has found that the effects of directly experiencing mistreatment at work are consistently negative; however, results from studies examining employees' reactions to witnessing mistreatment are less consistent. This study focuses on nurses witnessing patient mistreatment in order to examine how third parties respond when witnessing patients mistreating co-workers. We argue that nurses high on other-orientation are less likely to experience emotion exhaustion in the face of witnessing patient mistreatment, whereas nurses high on self-concern are more likely to experience emotional exhaustion. We further argue that the indirect effect of witnessing patient mistreatment on job performance through emotional exhaustion is moderated by other-orientation and self-concern.

We used data collected at two time points, with six months apart, from 287 nurses working in a hospital. The study tests the hypotheses by using multiple regression analyses.

Emotional exhaustion mediated the relationships between witnessing patient mistreatment and two forms of job performance: patient care behaviors and counterproductive work behaviors. Furthermore, other-orientation moderated these indirect relationships such that the indirect relationships were weaker when other-orientation was high (vs. low). Self-concern did not moderate these relationships.

Service and care-oriented businesses may protect their employees from the risk of burnout by promoting prosocial orientation among their patient and customer-facing employees.

This study contributes to the literature by demonstrating the detrimental effects of witnessing patient mistreatment on nurses' performance. It also extends the current understanding of why and when witnessing patient mistreatment is related to performance by demonstrating the joint effects of witnessing patient mistreatment and an individual difference construct, other-orientation on employees' performance.

The current study examined the effects of gender and motivation on negotiation strategy and outcome. It was hypothesized that findings suggesting that women obtain lower joint outcomes from integrative bargaining than men may result from women, but not men, entering negotiation settings with a high level of concern for the other's outcomes. Drawing on the dual concern model of Pruitt and his colleagues, it was predicted that situationally induced high self‐concern would result in high joint outcomes for female dyads—ay high as those for male dyads under any conditions. Male dyads were expected to require situationally‐induced self‐ and other‐concern to reach optimal joint outcomes. Where there was no situationally induced concern for either self or other, male dyads were expected to obtain higher joint outcomes than female dyads. Results from dyads bargaining in a laboratory setting were generally supportive of predictions, except that men tended to do well but for where other‐concern alone had been situationally induced. Discrepant findings are discussed in terms of the generally low level of antagonism present in these dyads.

A hidden issue is whether the more de‐escalatory behavior of cooperatively‐motivated compared to competitively‐motivated conflict parties is the result of less concern for one's own goals, more concern for the other's goals, or both. A scenario study and a simulation experiment among undergraduate students confirmed the hypothesis that the difference in other‐concern is the critical explanator. The stronger other‐concern of cooperatively‐motivated compared to competitively motivated parties fostered more accommodating, more problem solving, more compromising, and less forcing, resulting in more de‐escalation or less escalation.

Online charitable giving is prevalent, and how to attract individuals' attention to donate is essential for charities. Little is known about the interaction effect of empathy (donor) and vulnerability (receiver) on donate intention. To bridge this gap, this study aims to investigate whether the influence of empathy on charitable giving would be moderated by receivers' vulnerability, and if yes, what is the mechanism.

Five experiments were conducted in the context of charitable giving with 1,303 participants to test our hypotheses.

When empathetic individuals confronted high vulnerable receivers, they were less likely to donate; otherwise, they were more likely to donate when they confronted low vulnerable receivers, and this interaction effect was mediated by concern about self.

The present research identifies a novel moderator of the effect of empathy on charitable giving and elucidates the underlying mechanism of concern about self. Based on these findings, the authors provide actionable implications for charities by demonstrating the interaction effect of empathy and vulnerability on donate intention.

This study systematically explored the role of a range of emotions in the conflict process. In order to do so, we articulated and tested a typology of discreet conflict‐relevant emotion constructs. Emotions were demarcated by the two dimensions of self‐concern versus other‐concern, and motives to approach or withdraw from the other party or conflict. This typology produced four emotion constructs: hostility (self‐focused approach), self‐conscious emotions (self‐focused avoid), relational positivity (other‐focused approach) and fear (other‐focused avoid). Self‐ and other‐blame and self‐ and other‐concern were proposed as cognitive antecedents of emotions and choice of conflict resolution strategy. We measured individual behavior in the conflict using the conflict resolution strategy scale (Rahim & Magner, 1995). A critical incident survey technique was used to gather data on people's self‐report of a conflict experience. We also explored the contextual effects of conflict issue and relative status. Results brought into question the general hypothesis that emotions mediate the effects of cognitive appraisals on choice of conflict resolution strategy. However, there were consistent patterns in the direct links between cognitions, emotions and conflict resolution strategies that shed further light on the complex relationships between these variables.

The purpose of the present studies was to derive an integrative taxonomy of responses to social conflict. In Study 1, we had college‐age participants sort 33 responses to conflict, taken from various research domains, according to their similarities. From this, we generated two different classification systems: a very simple low‐dimensional system, obtained through multi‐dimensional scaling; and a complex high‐dimensional system, obtained through cluster analysis. To aid in the interpretation of the structures, in Study 2 we collected a set of ratings on each of the conflict responses. The results from Study 2 indicated that many of the labels used to describe conflict responses in past research could be used to describe some aspects of these taxonomies. However, no dimension or set of dimensions was sufficient to describe all classes of conflict responses. The results are discussed in terms of their larger theoretical and practical implications.

Dual‐concern models suggest that “concern about self” and “concern about other” motivate individuals to choose conflict‐handling strategies. We test those assumptions with a study of the cognitions associated with the choice of conflict strategies. Consistent with dual‐concern model conceptualizations, regression analyses that account for up to 41% of variance indicate that concern about self and concern about other are significantly associated with dominating and obliging strategies. However, predicted interactions between concern about self and concern about other and avoiding, compromising, and integrating strategies are not consistent with conceptualizations in dual‐concern models. Results from this study suggest the need for a conflict‐handling model with dimensions that account for more of the variance in the choices to avoid, compromise, and integrate.

This study aims to investigate when integrative tactics are more effective in generating higher joint outcomes in an integrative negotiation. The authors test whether, first, the moral identity of the negotiators and, second, the concurrent use of distributive tactics increase the effectiveness of integrative tactics on joint outcomes.

Two weeks prior to the experiment, moral identity was measured using SIMI. Participants were classified into three groups: high, medium, and low SIMI. Two participants from the same group played a modified version of the Towers Market negotiation exercise. Distributive and integrative tactics were measured.

Results show that negotiators with high moral identity achieve higher joint outcomes in an integrative negotiation by using integrative tactics more effectively. In addition, the positive effects of integrative tactics on joint outcomes increase as the two negotiators employ distributive tactics along with integrative tactics rather than integrative tactics alone.

Results support the firm‐flexibility rule and dual‐concern model of negotiation. In addition, the results of this study are consistent with the argument of the differentiation‐before‐integration principle.

Contradictory to the assumption that negotiators should not use distributive tactics to increase joint outcome, negotiators can increase joint outcome when they use distributive tactics along with integrative tactics. In addition, this study shows that negotiators with high morality do a better job in an integrative negotiation not because they adopt integrative tactics more frequently, but because they use them more effectively, especially when coupled with negotiators with a similar level of morality.

This qualitative study was an exploration on the process of self-reflection on identity. The purpose of this paper is to see how mirrors could be used as a therapeutic tool and a meta-physical bridge to one's inner consciousness.

An intergenerational expressive arts group (n=12) was organized around the question of identity. Following an open-discussion around the topic of identity, participants were asked to decorate a mirror with words, images, and/or symbols while reflecting on the question, “Who am I?” A post-session interview was conducted regarding participant's experiences during the creative process.

The results indicated that mirrors can be used to connect to one's inner thoughts and feelings on the question of identity. Three core themes in the process of self-reflection on identity were revealed which included introspection and self-concern, connection and attachment to something or someone other than self, and taking action to help others.

This study was limited not only in size, but also in cultural diversity and disparity of age range. Although this study was limited, it provided a useful indicator for identifying core themes in the process of self-reflection on identity.

While there have been no studies on the therapeutic use of mirrors as a tool for self-reflection and limited intergenerational studies with pre-adolescent and adolescent students and older adults, results from this study will add to the body of expressive arts literature by providing a new metaphor for mirrors as a therapeutic tool for self-reflection on identity.