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研究生:古思婕
研究生(外文):Szu-chieh Ku
論文名稱:見賢思齊或嫉賢妒能?探討良性與惡性妒羨與任務績效、人際反生產力行為的關係:個人目標導向、競爭心理氣候及團隊規模的干擾效果
論文名稱(外文):Moving up or pulling down?The Relationship between Benign and Malicious Envy, Task Performance and Interpersonal Counterproductive Work Behaviors:The Moderating Goal Orientations, Competitive Psychological Climate and Group Size
指導教授:紀乃文紀乃文引用關係
指導教授(外文):Nai-Wen Chi
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2017
畢業學年度:105
語文別:中文
論文頁數:79
中文關鍵詞:任務績效惡性妒羨良性妒羨團隊規模競爭心理氣候目標導向人際面反生產力行為
外文關鍵詞:Malicious EnvyGoal OrientationsBenign EnvyCompetitive Psychological ClimateGroup SizeTask PerformanceInterpersonal Counterproductive Work Behaviors
相關次數:
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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
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