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研究生： 李昱嫻
Lee, Yu-Hsien
論文名稱： 探討被羨慕對主動性工作行為之影響：以情感及情感承諾為中介變數
How Being Envied shapes Proactive Work Behavior: the mediating effect of Affects and Affective Commitment
指導教授： 史習安
Shih, Hsi-An
學位類別： 碩士
Master
系所名稱： 管理學院 - 國際企業研究所
Institute of International Business
論文出版年： 2019
畢業學年度： 107
語文別： 英文
論文頁數： 92
中文關鍵詞： 被羨慕 、正向情感 、負向情感 、情感承諾 、主動工作行為 、情感事件理論
外文關鍵詞： Being envied, positive affect, negative affect, affective commitment, Proactive work behavior, affective events theory
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    • 相互比較是人的天性。過去研究顯示人們經常透過與他人比較，來評斷自己
    表現的好壞，人與人之間的羨慕也因相互比較而產生，在競爭激烈的職場上更是如此。過去有關職場羨慕的研究，多半以「羨慕他人」之員工為研究主體，探討羨慕對其所造成之影響。然而，本研究認為，職場上的「被羨慕者」乃企業中表現較好的員工，也較可能為企業帶來更多利益，企業更應正視職場羨慕對其所帶來的影響。因此，本研究主要探究組織成員因有較好表現而被其他同事羨慕時，會對其造成何種影響?本研究以情感事件理論(Affective Events Theory, AET)為基礎，建立二因子中介模型，以「情感反應」(包含：正面情感及負面情感)、「情感承諾」作為中介變數，研究「被羨慕」與「員工主動工作行為」之關係。另外，本研究亦探討「被羨慕」與「情感反應」間可能的調節效果，並以「成就需求」(針對正向情感)、「親和需求」(針對負向情感)為調節變數。
    本研究以台灣企業為研究對象，共蒐集 278 份有效問卷。研究結果顯示，「被羨慕」與「正向情感」及「負向情感」皆有正向關係，兩種不同的情感反應，皆會因員工感受到被其他同事羨慕而產生。而員工因被羨慕而產生之「正向情感」，會正向中介「被羨慕」與員工對其所屬團體之「情感承諾」之關係，進而提升其「主動工作行為」。相反地，員工因被羨慕而產生之「負向情感」會負向中介「被羨慕」與員工對其所屬團體之「情感承諾」之關係，並進而降低其「主動工作行為」。本研究證實，員工對於自己被他人羨慕所產生之情感反應，是影響被羨慕之結果的關鍵因素。

    As workplace envy is omnipresent, it is thus important to be aware of envy that accompany success. Instead of understanding people who feel envy towards others, current study focusing on the perspective of being envied in exploring workplace envy. On the basis of Affective Events Theory (AET), we further examine a four-step theoretical framework explain the mechanism between being envied and proactive work behavior through two opposite affect and affective commitment. Also, we investigate the possible moderators between being envied and the affective response. Our model is tested by 278 supervisor subordinate dyads from various industries in Taiwan, such as technology, financial and manufacturing.
    The results of present study indicate that both positive and negative affect are elicited when being envied by coworkers. On one hand, being envied positively influence one’s proactive work behavior via positive affect and affective commitment. Conversely, being envied is negatively related to proactive work behavior via negative affect and affective commitment. Current study casts light on the how being envied by others influence one’s proactive work behavior. And confirmed that affective responses toward being envied are the key factors which influence the consequences of being the target of envied.

    ABSTRACT I 中文摘要 II TABLE OF CONTENTS III LIST OF TABLES VI LIST OF FIGURES VIII CHAPTER ONE INTRODUCTION 1 1.1 Research Background and Motivation 1 1.2 Research Questions 6 1.3 Research Structure 6 CHAPTER TWO LITERATURE REVIEW 7 2.1 Being Envied, affect, and affective commitment 7 2.1.1 Being envied, positive affect, and affective commitment 10 2.1.2 Being envied, negative affect, affective commitment 12 2.2 Affective commitment and proactive work behavior 14 2.3 The Moderating role of the personalities 17 2.3.1 Being envied, need for achievement, positive affect 18 2.3.2 Being envied, need for affiliation, negative affect 19 CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 22 3.1 Research Framework 22 3.2 Research Hypotheses 23 3.3.1 Being envied by coworkers 24 3.3.2 Positive and negative affect 24 3.3.3 Affective commitment 24 3.3.4 Proactive work behavior 25 3.3.5 Need for achievement 25 3.3.6 Need for affiliation 25 3.3.7 Control variable 25 3.4 Questionnaire Design 27 3.4.1 Being envied by coworkers 27 3.4.2 Positive affect and negative affect 28 3.4.3 Affective commitment 29 3.4.4 Proactive work behavior 30 3.4.5 Need for achievement 32 3.4.6 Need for affiliation 32 3.4.7 Control variables 33 3.4 Data Analysis Methods 35 3.5.1 Descriptive Statistics Analysis 35 3.5.2 Reliability Analysis 35 3.5.3 Confirmatory Factor Analysis (CFA) and Validity 36 3.5.4 Common Method Variance (CMV) and T-test 37 3.5.5 Pearson Correlation Coefficient 38 3.5.6 Hypothesis Testing 38 CHAPTER FOUR RESEARCH RESULTS 39 4.1Descriptive Analysis 39 4.2 Reliability Analysis 41 4.2.1 Being Envied 41 4.2.2 Positive Affect 42 4.2.3 Negative Affect 42 4.2.4 Affective Commitment 43 4.2.5 Need for Achievement 44 4.2.6 Need for Affiliation 45 4.2.7 Proactive Work Behavior 46 4.3 Confirmatory Factor Analysis 47 4.3.1 Being Envied 47 4.3.2 Positive Affect 48 4.3.3 Negative Affect 49 4.3.4 Affective Commitment 50 4.3.5 Need for Achievement 51 4.3.6 Need for Affiliation 52 4.3.7 Proactive Work Behavior 53 4.4 Common Method Variance, CMV 55 4.5 Non-Response Bias Test 55 4.6 Pearson Correlation 56 4.7 Hypotheses Testing 59 4.7.1 Bootstrapping Analysis 60 4.7.2 Regression Analysis 65 CHAPTER FIVE CONCLUSION AND DISCUSSION 68 5.1 Summary of Research Result 69 5.2 Theoretical Implications and Contributions 70 5.3 Practical Implications 72 5.4 Limitations and Future Research 73 REFERENCES 75 APPENDICES 80

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