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The concept of ego-altruism has emerged progressively from multiple intervention-research projects carried out by the ISEOR research center according to the SEAM methodology. A dynamic temporal analysis is necessary to better account for the fluctuations in the behaviors of all actors around the two poles of egocentrism and altruism. The originality of the concept comes from its dialectical character: each actor adopts a behavior partly guided by his/her personal interest, and partly guided by the interest shown to others: colleagues, managers, and companies. This concept, positioned in the paper in relation to connected theories, sheds light on individual and collective behaviors. The major managerial implications of the concept concern the need for management actions to act in concert with the actors, on their ego-altruism “cursor.” Specific applications in human resource management are also presented: recruitment, integration, and competencies and skills development.