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| 題 名 | 不招人妒是庸才?探討員工被同事良性與惡性妒羨對於後續任務績效及人際偏差行為的關係:追求地位與報復動機的中介效果,及挑戰型壓力源評估的干擾效果=Being Envied by Your Coworkers? Exploring the Relationship between Being Benignly and Maliciously Envied by Coworkers and Subsequent Task Performance and Interpersonal Deviance: The Mediating Role of Status Striving and Revenge Motives, and the Moderating Effect of Challenging Stressors Appraisals |
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| 作 者 | 紀乃文; 王若筠; 林瑀甄; | 書刊名 | 臺灣管理學刊 |
| 卷 期 | 26:1 2026.02[民115.02] |
| 頁 次 | 頁57-80 |
| 分類號 | 494.3 |
| 關鍵詞 | 被同事妒羨; 報復與追求地位動機; 任務績效; 人際偏差行為; 壓力源評估; Being envied by coworkers; Revenge and status striving motivation; Task performance; Interpersonal deviance; Challenging stressors appraisals; |
| 語 文 | 中文(Chinese) |
| DOI | 10.6295/TAMJ.202602_26(1).0003 |
| 中文摘要 | 有別於過往研究多探討員工間的妒羨,本研究聚焦被妒羨者的經驗,結合 社會地位動態觀點與壓力認知評估因應理論,區分被同事妒羨為「被良性」與 「被惡性」妒羨,並探討挑戰型壓力源評估的干擾效果。透過兩階段蒐集 146 組主管 – 員工配對資料,發現被同事良性妒羨能提升員工追求地位動機及任務 績效,且此效果在員工視之為挑戰時更為顯著;被惡性妒羨則會提升員工報復 動機與人際偏差行為,但若員工視之為挑戰,則可減緩該前述效果。 |
| 英文摘要 | Compare to prior research that primarily focused on envy emotion among employees, this study focuses on the experiences of those who are envied. Drawing on the dynamic perspective of social hierarchies and the cognitive appraisal theory of stress and coping, we distinguish being benignly envied and being maliciously envied by coworkers, and explore the moderating role of challenge stressors appraisal. Based on 146 supervisor–employee dyads data collected in two waves, the results show that being benignly envied enhances employees’ status striving motivation and task performance, especially when employees appraise being benignly envied as a challenge. In contrast, being maliciously envied increases employees’ revenge motivation and interpersonal deviance, but this effect is attenuated when employees appraise being maliciously envied as a challenge. |
本系統中英文摘要資訊取自各篇刊載內容。