AbstracSocial interactions at work require constant monitoring of skills and self attributes to help individuals adapt to contextual demands. Four self-regulatory processes (SRPs) are responsible for such adjustment: self-enhancement (SE), self-verifi cation (SV), self-assessment (SA) and self-improvement (SI). This study introduces a measure of the SRPs in typical social interactions with peers and supervisors at work -the Work-Related Self-regulatory Process Scale (WR-SRPS). An exploratory (268 professionals, 59.5% women) and another confi rmatory study (205 participants, 56.6% women) were conducted. Results show that the scale evaluates SE, SA and SI satisfactorily. Additionally, they indicate the need of different versions of the WR-SRPS to evaluate the relationship with peers and supervisors. Despite the limitations, results demonstrate that it is a promising measure to assess SRPs at work. Keywords: Self-regulatory processes, work relationships, scale. ResumoInterações sociais no trabalho requerem monitoramento constante de habilidades e atributos do self para auxiliar na adaptação dos individuos às exigências contextuais. Quatro processos reguladores do self (SRPs) são responsáveis por tal ajuste: positividade (SE), confi rmação (SV), avaliação (SA) e aprimoramento (SI). O estudo introduz uma medida desses SRPs na interação com colegas e supervisores: Escala de reguladores do self em interações sociais no trabalho (WR-SRPS). Foram realizados um estudo exploratório (268 profi ssionais, 59.5% mulheres) e um confi rmatório (205 profi ssionais, 56,6% mulheres). Os resultados mostram que a escala avalia SE, SA e SI satisfatoriamente e indicam a necessidade de diferentes versões da WR-SRPs para avaliar relações com colegas e supervisores. Apesar dessas limitações, a medida é promissora para avaliar SRPs no trabalho. Palavras-chave: Reguladores do self, relações de trabalho, escala.Establishing and keeping quality social interactions requires that individuals constantly evaluate their own skills and attributes in order to adapt to contextual demands. The internal processes responsible for these adjustments are named self-regulatory processes (SRPs). SRPs infl uence how information derived from the environment (feedback) is selected, evaluated, and used to make inferences and to plan for the future (Sedikides & Strube, 1997). According to Cooley (1902) and Mead (1967), these processes occur primarily through observation of one's behavior and of how others respond to it.Monitoring and adjusting behaviors to contextual demands is particularly important in organizational set-

Introduction: The number of publications related to prosocial organizational behaviors (POB) increased in the past years. however, only a small number of studies focus on the intrapersonal process associated with these individual differences. Goals: The present article investigated the mediation role that three self-regulatory processes (SRP) play on the relationship between POB and perceived partner responsiveness (PPR). Method: Participants were 206 Brazilian professionals (56 % women), with mean age of 34.4 years (SD = 9.16 years), hired in different organizations, who answered an online survey. Most participants worked in the services (31.1%) and industry (27.7%) fields. Data provided was analyzed using Structural Equation Modeling. Results: SRP help to understand the interpersonal relationships at the work place in their complexity. They also stress the need to help professionals to be aware of the existence of SRP and the ways in which they influence their behaviors. Discussion: SRP might interfere significantly, for example, on how the PPR contributes to promote POB. Conclusions: Our findings encourage researchers to pay closer attention to the relationship between the constructs of PPR and POB in the future, and to explore other possible mediating or moderating variables within the larger social network of organizations.

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