| 中文摘要 |
本研究以社會比較理論為基礎，檢視員工的良性妒羨與其任務績效、以及惡性妒羨與其人際面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，是否會對前述關係產生干擾效果。在研究一，以51位跨產業員工為研究對象進行實驗，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面影響；（2）證明目標導向會強化惡性妒羨與人際反生產力行為的關係。在研究二中，則以不同時間點、配對問卷的設計，收集自42個團隊，共188位業務人員與其團隊主管的資料。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：員工競爭心理氣候高時會強化其正向關係；團隊規模小時可緩和其正向關係。
Based on the social comparison theory, the present study examines the relationships among 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. In Study 1, we employed the experimental design to collect data from 51 employees in different industries/occupations. The results showed: (1) employees' benign envy was positively related to their task performance, and malicious envy was positively associated with interpersonal counterproductive work behaviors (CWB), and (2) prove goal orientation strengthens the positive relationship between malicious envy and interpersonal CWB, whereas learning goal orientation did not moderate the relationship between benign envy and task performance. In Study 2, we collected data from 188 supervisor-salespeople pairs in 42 teams from the insurance, car dealer, estate agent industries at two different time points. The results of HLM showed that: (1) employees' benign envy was positively related their task performance, and competitive psychological climate and group size strengthen this relationship; (2) malicious envy was positively related to interpersonal CWB and competitive psychological climate strengthen this relationship. However, group size can attenuate the positive relationship between malicious envy and interpersonal CWB. |
本站僅提供期刊文獻檢索。
