It is known that motivation is an important factor in attaining the needs and achieving the desired things. Individuals are motivated by internal and external factors. People are mostly motivated to attain their own needs, achieve personal achievements, and reach their goals. There are situations where people are motivated to benefit someone else, the group, or the organization. Prosocial motivation is defined as the desire of a person who has no expectation of benefiting himself or herself to benefit others and/or others. With prosocial motivation, it is desirable to benefit by helping others. Prosocial motivation is seen as the source of positive behaviors. Some positive behaviors are the result of prosocial motivation. It is assumed that some positive behaviors are the result of prosocial motivation. Positive behaviors that occur as a result of prosocial motivation are called prosocial behavior. Prosocial behaviors are actions which are carried out voluntarily in order to provide and sustain the welfare of others. They are positive social behaviors such as helping, sharing, donating, supporting and protecting. These behaviors can occur in individual and organizational environments. Prosocial organizational behavior is accepted as positive actions within the organization exhibited by the members of the organization beyond the roles clearly defined by the organization. Collaboration of employees with their colleagues, taking action to protect or protecting the organization against unexpected dangers, contributing to the development of the organization and making suggestions for improvement, preparing oneself for organizational responsibility and aiming to develop are among the prosocial organizational behaviors. Prosocial behaviors within the organization include actions directed towards the organization and the individual (employee). It is a prosocial organizational behavior for an individual to help another employee and to take useful actions. Prosocial behavior towards the organization is the voluntary actions of the employee towards the interests and goals of the organization, apart from their basic duties or roles. It is an example of prosocial organizational behavior when an employee says positive things about the organization to the external stakeholders of the organization, even though he or she has no obligation. As a result of prosocial behavior, inner relaxation, happiness, pleasure/enjoyment etc. positive feedback on well-being will enable the prosocial behavior to be repeated. In addition, it is possible that memories contribute to the repetition and sustainability of prosocial behaviors.