先前的研究表明人們經常透過與他人比較來評斷自己的價值，羨慕之情也隨之產生，而在競爭激烈的職場上更是如此。本研究認為，在職場中「被羨慕者」乃爲企業貢獻更多的員工，企業更應正視職場羨慕對其造成的影響。因此，本研究以「被同事羨慕」的員工為研究對象，探究此情境對其所產生之影響。本研究以自我耗損理論（Ego Depletion Theory）為基礎建構模型，以兩種反應行為（表面行為及利他幫助）與「資源耗損」作為中介變數，研究「被羨慕」與「員工工作承諾」之關係。除此之外，本研究亦探討「被羨慕」與「資源耗損」之間潛在的調節效果，並以「觀點採擇」與「領導者誠信」作為調節變數。
本研究共蒐集 266 份有效問卷，分別來自台灣與中國的企業。研究結果顯示「被羨慕」與兩種反應行為皆具正向關係，說明「表面行為」及「利他幫助」均會因員工感受到被其他同事羨慕而產生。且「表面行為」與「利他幫助」皆會導致「資源耗損」，但「表面行為」與「資源耗損」之間的正向關係較強。此外，「領導者誠信」會調節被羨慕與表面行為之間的關係。簡而言之，此研究揭示了被羨慕將如何影響員工資源消耗的情況與不同反應行為之影響差異。

Envy is ubiquitous in workplace. As the target of coworker envy usually has greater contribution to the organization, it is essential to understand the consequence of being envied. Thus, the present study focuses on the perspective of envied employees. On the basis of Ego Depletion Theory (Baumeister, Bratslavsky, Muraven, & Tice, 1998), we further propose a theoretical framework to investigate and compare the mechanism between being envied and work unit commitment via two response behaviors, surface acting and altruistic helping. Furthermore, we investigate and compare how these response behaviors influence resource depletion. Also, we examine the potential moderators between being envied and two response behaviors. We test this model among 266 supervisor-subordinate dyads from various industries in Taiwan and China, including technology and manufacturing industries.
The result of the current study indicates that both surface acting and altruistic helping would be stimulated when being envied by coworkers. In line with our expectation, both surface acting and altruistic helping would lead to resource depletion. However, engaging in surface acting consume more resource than engaging in altruistic helping. Furthermore, we confirmed that perception of leader integrity would moderate the relationship of being envied towards surface acting. In sum, this study sheds light on the how being envied by others influence one’s resource depletion and how resource depletion varies through different response behaviors.

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