本研究以社會比較(social comparison)觀點，探討員工產生的良性、惡性妒羨與其任務績效及人際反生產力行為的關係，並進一步探討員工的目標導向、競爭心理氣候及組織的團隊規模，是否會干擾妒羨與依變數間的關係。為驗證本研究提出的假設，本研究分別以兩個研究分別檢視之。
在研究一，採用2因子受試者間實驗設計的方式，以跨產業員工51人為研究對象進行實驗操弄。ANOVA分析結果發現：(1)員工良性妒羨對其任務績效有正面影響，惡性妒羨對其人際反生產力行為亦呈正向關係；(2)學習目標導向會減緩惡性妒羨對任務績效的負面影響，證明目標導向減緩良性妒羨對人際反生產力行為的負面影響。在研究二中，以配對問卷的方式，資料收集自42 個團隊，共188 位保險、汽車及房仲業務人員與其團隊主管，並以階層線性模式分析。結果發現：(1)員工良性妒羨與其任務績效呈顯著正向關係：當員工競爭心理氣候高或團隊規模小時會強化其正向關係；(2)惡性妒羨與人際反生產力行為呈顯著正向關係：員工的競爭心理氣候高時會強化其正向關係；團隊規模較小能夠緩和其正向關係。本研究亦針對本文的理論貢獻與管理意涵，加以討論之。

Drawing on the social comparison theory, the present study examines the relationships between employees’ benign and malicious envy and their task performance and interpersonal counterproductive work behaviors, and the moderating effects of goal orientations, competitive psychological climate and group size on these relationships. To test these hypotheses, two studies are conducted to investigate the proposed relationships.
In Study 1, a two between-subject factorial design was administered to different industries employees. The results of the ANOVA shows: (1) Employees’ benign envy positively related to their task performance, and malicious envy positively associated with interpersonal counterproductive work behaviors. (2) Learning goal orientations attenuates the negative relationships between malicious envy and task performance；Prove goal orientation attenuates the negative relationships between benign envy and interpersonal counterproductive work behaviors. In Study 2, the samples were collected from 188 supervisor-salespeople pairs at two different time points from insurance, car dealer, estate agent industry. The results of the hierarchical regression analyses shows：(1) Employees’ benign envy positively predicted their task performance. In addition, competitive psychological climate and group size strengthen the positive relationships between benign envy and task performance. (2) Malicious envy positively related to their interpersonal counterproductive work behaviors. In addition, competitive psychological climate strengthen the positive relationships between malicious envy and interpersonal counterproductive work behaviors, whereas group size attenuates the positive relationships between malicious envy and interpersonal counterproductive work. Theoretical and practical implications of the findings are also discussed in this study.

論文審定書 i
誌謝 ii
中文摘要 iii
英文摘要 iv
第一章 緒論 1
第二章 文獻探討 6
第一節 職場妒羨的內涵、衡量方式及構面 6
第二節 良性妒羨對任務績效之影響 8
第三節 惡性妒羨對人際面反生產力行為之影響 9
第四節 目標導向的干擾角色 10
第五節 競爭心理氣候的干擾角色 12
第六節 團隊規模的干擾角色 13
第三章 研究一之研究方法與結果 15
第一節 研究方法 15
第二節 研究結果 18
第三節 研究發現與討論 23
第四章 研究二之前導研究 25
第一節 研究方法 25
第二節 研究結果與討論 26
第五章 研究二之研究方法與結果 28
第一節 研究方法 28
第二節 研究結果 31
第三節 研究發現與討論 39
第六章 綜合結論與建議 40
第一節 研究主要發現與討論 40
第二節 管理實務與意涵 41
第三節 研究限制 43
第四節 未來研究建議 44
參考文獻 45
附錄一：研究一之良性妒羨組 52
附錄二：研究一之惡性妒羨組 57
附錄三：研究二之前導研究問卷 62
附錄四：研究二之主管問卷 65
附錄五：研究二之部屬問卷 68



圖 次
圖1-1 本研究架構圖 5
圖3-1 學習目標導向對良性妒羨與任務績效關係之干擾效果(研究一) 21
圖3-2 證明目標導向對惡性妒羨與人際反生產力行為關係之干擾效果(研究一) 22
圖5-1 競爭心理氣候對良性妒羨任務績效關係之干擾效果(研究二) 35
圖5-2 團隊規模對良性妒羨與任務績效關係之干擾效果(研究二) 35
圖5-3 競爭心理氣候對惡性妒羨與人際反生產力行為關係之干擾效果(研究二) 38
圖5-4 團隊規模對惡性妒羨與人際反生產力行為關係之干擾效果(研究二) 38


表 次
表2-1 妒羨類型與行為傾向對照表 8
表3-1 良性與惡性妒羨組別與各變項的平均數(與標準差) (研究一) 19
表3-2 任務績效與人際反生產力行為之ANOVA分析(研究一) 19
表3-3 學習目標導向之干擾效果(研究一) 20
表3-4 證明目標導向之干擾效果(研究一) 22
表4-1 各變項之敘述統計與相關係數分析表(研究二之前導研究) 27
表4-2 良性妒羨、惡性妒羨及行為動機之關聯性(研究二之前導研究) 27
表5-1 任務績效與團隊成員獲獎及業績排名之相關係數分析表(研究二) 30
表5-2 各變項之敘述統計與相關係數分析表(研究二) 32
表5-3 測量模式之驗證性因素分析結果(研究二) 33
表5-4 學習目標導向、證明目標導向、競爭心理氣候與任務績效之關係(研究二) 34
表5-5 學習目標導向、證明目標導向、競爭心理氣候與人際反生產力行為之關係(研究二) 37

彭台光、高月慈、林鉦棽，2006。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23(1)，77-98。
張凱鈞、張美燕(2002)。壽險業務人員對績效考核與酬賞制度的激勵效果認知之研究。保險專刊，1，93-111。
黃　灩（2013）。妒羨同事會降低工作績效表現嗎？自我效能、職場友誼與知覺主管支持的干擾效果（未出版之碩士論文）。國立彰化師範大學人力資源管理研究所，彰化縣。
鐘友健（2003）。壽險業務人員行銷績效及其教育訓練相關性之研究（未出版之碩士論文）。逢甲大學保險學研究所，台中市。
Aiken, L. S. & West, S. G., 1991. Multiple regression: Testing & interpreting interactions. Sage.
Bagozzi, R. P., Yi, Y., & Phillips, L. W. (1991). Assessing construct validity in organizational research. Administrative science quarterly, 36(3),421-458. doi: 10.2307/2393203
Barron, K. E., & Harackiewicz, J. M. (2001). Achievement goals and optimal motivation: testing multiple goal models. Journal of personality and social psychology, 80(5), 706-722. doi:10.1037//0022-3514.80.5.706
Barth, F. D. (1988). The role of self-esteem in the experience of envy. The American Journal of Psychoanalysis, 48(3), 198-210. doi:10.1007/BF01252843
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of applied psychology, 85(3), 349-360. doi: 10.1037/0021- 9010.85. 3.349
Borman, W. C. & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N.Schmitt W. C. Borman, & Associates, (Eds.), Personnel Selection in Organization, San Francisco: Joseey-Bass: 71-98.
Brown, S. P., Cron, W. L., & Slocum Jr, J. W. (1998). Effects of trait competitiveness and perceived intraorganizational competition on salesperson goal setting and performance. The Journal of Marketing, 62(4), 88-98. doi:10.2307/1252289
Brown, S. P., Samaraweera, M., & Zahn, W. (2011). The use of organizational climate in sales force research. In Cravens, D. W., LeMeunier-Fitzhugh, K., and Piercy, N. F. (Eds.), Oxford Handbook of Strategic Sales and Sales Management, pp.374-402 doi:10.1093/oxfordhb/9780199569458.003.0014
Browne, M. W., & Cudeck, R. 1993. Alternative ways of assessing model fit. In K. A. Bollen & J. S. Long (Eds.), Testing Structural Equation Models: 136-162. Newbury Park, CA: Sage.
Buunk, B. P., Collins, R. L., Taylor, S. E., VanYperen, N. W., & Dakof, G. A. (1990). The affective consequences of social comparison: either direction has its ups and downs. Journal of personality and social psychology, 59(6), 1238-1249. doi: 10. 1037//0022-3514.59.6.1238
Carron, A.V. (1990). Group size in sport and physical activity: social psychological and performance consequences. International Journal of Sport Psychology, 21(4), 286-304.
Carron, A.Y., & Hausenblas, H.A. (1998). Group dynamics in sport(2nd ed.). Morgantown, WV. Fitness lnformation Technology.
Cohen, J. (1988). Statistical Power Analysis for the Behavioral Sciences. NJ: Lawrence Erlbaum Associates.
Cohen‐Charash, Y. (2009). Episodic envy. Journal of Applied Social Psychology, 39(9), 2128-2173. doi:10.1111/j.1559-1816.2009.00519.x
Cohen-Charash, Y., & Mueller, J. S. (2007). Does perceived unfairness exacerbate or mi tigate interpersonal counterproductive work behaviors related to envy?. Journal of Applied Psychology, 92(3), 666-680. doi:10.1037/0021-9010.92.3.666
Conlon, D. E., Meyer, C. J., & Nowakowski, J. M. (2005). How does organizational justice affect performance, withdrawal, and counterproductive behavior? In J. Greenberg & J. A. Colquitt (Eds.), Handbook of organizational justice (pp. 301-327). Mahwah, NJ: Erlbaum.
Corcoran, K., Crusius, J., & Mussweiler, T. (2011). Social comparison: Motives, standards, and mechanisms. In D. Chadee (Ed.), Theories in social psychology (pp. 119-139). Oxford, UK: Wiley-Blackwell.
Crusius, J., & Lange, J. (2014). What catches the envious eye? Attentional biases within malicious and benign envy. Journal of Experimental Social Psychology, 55, 1-11. doi: 10.1016/j.jesp.2014.05.007
Crusius, J., & Mussweiler, T. (2012). When people want what others have: The impulsive side of envious desire. Emotion, 12(1), 142-153. doi:10.1037/a0023523
Duffy, M. K., & Shaw, J. D. (2000). The Salieri syndrome consequences of envy in groups. Small group research, 31(1), 3-23. doi: 10.1177/104649640003100101
Duffy, M. K., Scott, K. L., Shaw, J. D., Tepper, B. J., & Aquino, K. (2012). A social context model of envy and social undermining. Academy of Management Journal, 55(3), 643-666. doi: 10.5465/amj.2009.0804
Dunn, J. R., & Schweitzer, M. E. (2004). Too good to be trusted? Relative performance, envy and trust. In Academy of Management Proceedings (Vol. 2004, No. 1, pp. B1-B6). Academy of Management.
Dweck, C. S. (1999). Self-Theories: Their role in motivation, personality and development. Philadelphia, Psychology Press.
Dweck, C. S., & Leggett, E. L. (1988). A social-cognitive approach to motivation and personality. Psychological review, 95(2), 256-273. doi:10.1037/0033-295X.95. 2.256
Elliott, E. S., & Dweck, C. S. (1988). Goals: an approach to motivation and achievement. Journal of personality and social psychology, 54(1), 5-12. doi: 10.1037/0022-351 4. 54.1.5
Falcon, R. G. (2015). Is envy categorical or dimensional? An empirical investigation using taxometric analysis. Emotion, 15(6), 694-698. doi:10.1037/emo0000102
Fox, S., & Spector, P. E. (1999). A model of work frustration–aggression.Journal of organizational behavior, 20(6), 915-931. doi: 10.1002/(SICI)1099-1379(199911) 20:6 <915::AID-JOB918>3.3.CO;2-Y
James, L. R., James, L. A., & Ashe, D. K. (1990). The meaning of organizations: The role of cognition and values. In Benjamin Schneider (Ed.), Organizational climate and culture : 41-80. San Franciso, CA: Jossey-Bass
Janssen, O., & Van Yperen, N. W. (2004). Employees' goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of management journal, 47(3), 368-384. doi: 10.2307/20159587
Jaramillo, F., & Marshall, G. W. (2004). Critical success factors in the personal selling process: An empirical investigation of Ecuadorian salespeople in the banking industry. International Journal of Bank Marketing, 22(1), 9-25. doi: 10.1108 /02652320410514906
Jöreskog, K. G., & Sörbom, D. (1989). LISREAL 7: A Guide to the program and application. Chicago: SPSS Inc.
Khan, A. K., Quratulain, S., & M Bell, C. (2014). Episodic envy and counterproductive work behaviors: Is more justice always good?. Journal of Organizational Behavior, 35(1), 128-144. doi: 10.1002/job.1864
Kim, E., & Glomb, T. M. (2014). Victimization of high performers: The roles of envy and work group identification. Journal of Applied Psychology, 99(4), 619-634. doi: 10.1037/a0035789
Kreft, I., & deLeeuw, J. (1998). Introducing multilevel modeling. Thousand Oaks, CA: Sage
Lange, J., & Crusius, J. (2015a). The tango of two deadly sins: The social-functional relation of envy and pride. Journal of Personality and Social Psychology, 109(3), 453-472. doi:10.1037/pspi0000026
Lange, J., & Crusius, J. (2015b). Dispositional envy revisited: Unraveling the motivational dynamics of benign and malicious envy. Personality and Social Psychology Bulletin, 41(2), 284-294. doi:10.1177/0146167214564959
Mola, D. J., Saavedra, B. A., & Reyna, C. (2014). Evidences of reliability and validity of the dispositional envy scale in Argentinian samples. International Journal of Psychological Research, 7(1), 73-80. doi: 10.21500/20112084.668
Parks, C. D., Rumble, A. C., & Posey, D. C. (2002). The effects of envy on reciprocation in a social dilemma. Personality and Social Psychology Bulletin, 28(4), 509-520. doi:10.1177/0146167202287008
Parrott, W. G., & Smith, R. H. (1993). Distinguishing the experiences of envy and jealousy. Journal of Personality and Social Psychology, 64(6), 906-920. doi:10. 1037/0022-3514.64.6.906.
Payne, S. C., Youngcourt, S. S., & Beaubien, J. M. (2007). A meta-analytic examination of the goal orientation nomological net. Journal of Applied Psychology, 92(1), 128- 150. doi: 10.1037/0021-9010.92.1.128
Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of management journal, 38(2), 555-572. doi:10.2307/256693.
Schaubroeck, J., & Lam, S. S. K. (2004). Comparing lots before and after: Promotion rejectees’ invidious reactions to promotees. Organizational Behavior and Human Decision Processes, 94(1), 33-47. doi:10.1016/j.obhdp.2004.01.001
Schneider, B., & Reichers, A. E. (1983). On the etiology of climates. Personnel psychology, 36(1), 19-39. doi: 10.1111/j.1744-6570.1983.tb00500.x
Silver, M., & Sabini, J. (1978). The perception of envy. Social Psychology, 41(2), 105- 117. doi:10.2307/3033570
Smith, R. H., & Kim, S. H. (2007). Comprehending envy. Psychological Bulletin, 133(1), 46-64. doi:10.1037/0033-2909.133.1.46
Tai, K., Narayanan, J., & McAllister, D. J. (2012). Envy as pain: Rethinking the nature of envy and its implications for employees and organizations. Academy of Management Review, 37(1), 107-129. doi:10.5465/amr.2009.0484
Van de Ven, N. (2017). Envy and admiration: Emotion and motivation following upward social comparison. Cognition and Emotion, 31(1), 193-200. doi: 10.1080/02699931.2015.1087972
Van de Ven, N., Zeelenberg, M., & Pieters, R. (2009). Leveling up and down: The experience of benign and malicious envy. Emotion, 9(3), 419-429. doi:10.1037 /a0015669
Van de Ven, N., Zeelenberg, M., & Pieters, R. (2011a). Why envy outperforms admiration. Personality and Social Psychology Bulletin, 37(6), 784-795. doi: 10. 1177/0146167211400421
Van de Ven, N., Zeelenberg, M., & Pieters, R. (2011b). The envy premium in product evaluation. Journal of Consumer Research, 37(6), 984-998. doi:10.1086/657239
Van de Ven, N., Zeelenberg, M., & Pieters, R. (2012). Appraisal patterns of envy and related emotions. Motivation and Emotion, 36(2), 195-204. doi: 10.1007/s11031 -011-9235-8
VandeWalle, D. (1997). Development and validation of a work domain goal orientation instrument. Educational and Psychological Measurement, 57(6), 995-1015. doi: 10.1177/0013164497057006009
Vecchio, R. (2005). Explorations in employee envy: Feeling envious and feeling envied. Cognition & Emotion, 19(1), 69-81. doi: 10.1080/02699930441000148