Recent research surrounding the social intuitionist approach suggests that moral emotions may be a strong motivator for employee prosocial behavior. However, existing literature on prosocial behavior in the workplace has been dominated by cognition-based perspectives, wherein cognitive modes of processing have been the prevalent explanatory mechanisms underlying prosocial behavior. While there have been affect-based explanations for prosocial behavior, they tend to downplay the role of cognitive processing, and adopt a broad perspective of affect that does not distinguish between types of emotions. This dissertation addresses these gaps in the literature by proposing a theoretical model that integrates the two perspectives, and focuses on the mechanisms leading to prosocial behavior, involving motivational orientation, emotions, and cognitive processing. Specifically, I argue that other-orientation influences the extent to which individuals experience moral emotions in conflicts of interest situations, and that moral emotions, in turn, elicit intuitive processing that leads to prosocial behavior. The propositions are tested in two laboratory experiments and one field study.
","abstract_html":"<p>Recent research surrounding the social intuitionist approach suggests that moral emotions may be a strong motivator for employee prosocial behavior. However, existing literature on prosocial behavior in the workplace has been dominated by cognition-based perspectives, wherein cognitive modes of processing have been the prevalent explanatory mechanisms underlying prosocial behavior. While there have been affect-based explanations for prosocial behavior, they tend to downplay the role of cognitive processing, and adopt a broad perspective of affect that does not distinguish between types of emotions. This dissertation addresses these gaps in the literature by proposing a theoretical model that integrates the two perspectives, and focuses on the mechanisms leading to prosocial behavior, involving motivational orientation, emotions, and cognitive processing. Specifically, I argue that other-orientation influences the extent to which individuals experience moral emotions in conflicts of interest situations, and that moral emotions, in turn, elicit intuitive processing that leads to prosocial behavior. The propositions are tested in two laboratory experiments and one field study.</p>","abstract_has_math":false,"creators":["Jeong, Sophia Soyoung"],"institution":null,"degree_name":"Ph.D.","degree_level":"Campus Access Dissertation","degree_discipline":"Moore School of Business","degree_department":null,"school":null,"contributors":["AUDREY KORSGAARD"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2011,"date_issued":"2011-01-01T08:00:00Z","date_published":"2011-01-01T08:00:00Z","updated_at":"2026-07-24T04:37:49Z","subjects":["Business","Business Administration, Management, and Operations","EMOTIONS","ETHICAL DECISION MAKING","INTUITION","OCB","OTHER-ORIENTATION","PROSOCIAL BEHAVIOR"],"languages":[],"rights":["© 2011, Sophia Soyoung Jeong"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://scholarcommons.sc.edu/etd/459","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["AUDREY KORSGAARD"]},{"key":"dc:creator","label":"Author","values":["Jeong, Sophia Soyoung"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"thesis:degree_discipline","label":"Discipline","values":["Moore School of Business"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Campus Access Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Business","Business Administration, Management, and Operations","EMOTIONS","ETHICAL DECISION MAKING","INTUITION","OCB","OTHER-ORIENTATION","PROSOCIAL BEHAVIOR"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:rights","label":"Dc Rights","values":["© 2011, Sophia Soyoung Jeong"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://scholarcommons.sc.edu/etd/459"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Recent research surrounding the social intuitionist approach suggests that moral emotions may be a strong motivator for employee prosocial behavior. However, existing literature on prosocial behavior in the workplace has been dominated by cognition-based perspectives, wherein cognitive modes of processing have been the prevalent explanatory mechanisms underlying prosocial behavior. While there have been affect-based explanations for prosocial behavior, they tend to downplay the role of cognitive processing, and adopt a broad perspective of affect that does not distinguish between types of emotions. This dissertation addresses these gaps in the literature by proposing a theoretical model that integrates the two perspectives, and focuses on the mechanisms leading to prosocial behavior, involving motivational orientation, emotions, and cognitive processing. Specifically, I argue that other-orientation influences the extent to which individuals experience moral emotions in conflicts of interest situations, and that moral emotions, in turn, elicit intuitive processing that leads to prosocial behavior. The propositions are tested in two laboratory experiments and one field study.
"]},{"key":"dc:title","label":"Title","values":["Feel-Good Or Feel-Right: the Role of Moral Emotions and Other-Orientation In Prosocial Behavior In the Workplace"]}]}],"canonical_facts":{"dc:contributor":["AUDREY KORSGAARD"],"dc:creator":["Jeong, Sophia Soyoung"],"dc:description.abstract":["Recent research surrounding the social intuitionist approach suggests that moral emotions may be a strong motivator for employee prosocial behavior. However, existing literature on prosocial behavior in the workplace has been dominated by cognition-based perspectives, wherein cognitive modes of processing have been the prevalent explanatory mechanisms underlying prosocial behavior. While there have been affect-based explanations for prosocial behavior, they tend to downplay the role of cognitive processing, and adopt a broad perspective of affect that does not distinguish between types of emotions. This dissertation addresses these gaps in the literature by proposing a theoretical model that integrates the two perspectives, and focuses on the mechanisms leading to prosocial behavior, involving motivational orientation, emotions, and cognitive processing. Specifically, I argue that other-orientation influences the extent to which individuals experience moral emotions in conflicts of interest situations, and that moral emotions, in turn, elicit intuitive processing that leads to prosocial behavior. The propositions are tested in two laboratory experiments and one field study.
"],"dc:identifier":["https://scholarcommons.sc.edu/etd/459"],"dc:rights":["© 2011, Sophia Soyoung Jeong"],"dc:subject":["Business","Business Administration, Management, and Operations","EMOTIONS","ETHICAL DECISION MAKING","INTUITION","OCB","OTHER-ORIENTATION","PROSOCIAL BEHAVIOR"],"dc:title":["Feel-Good Or Feel-Right: the Role of Moral Emotions and Other-Orientation In Prosocial Behavior In the Workplace"],"thesis:degree_discipline":["Moore School of Business"],"thesis:degree_level":["Campus Access Dissertation"],"thesis:degree_name":["Ph.D."]},"updated_at":"2026-07-24T04:37:49Z"}