相互比較是人的天性，特別是在競爭激烈的職場，人們總是透過比他人優秀來證明自己的價值。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」多為企業中表現較好的員工，也較可能會企業帶來更多利益，因此，本研究主要探究當員工因有較好表現而被其他同事羨慕時，會對其造成何種影響？除此之外，本研究進一步探討被羨慕者是否會採用積極的行為去消除羨慕，而非透過消極的方法(隱藏自己的能力)，並且最終產生對組織有益的行為。本研究以「知識分享」、「責任感」作為中介變數，研究「被羨慕」與「員工創新行為」之關係。另外，本研究亦探討「被羨慕」與「知識分享」及「責任感」間可能的調節效果，並以「零和遊戲」(針對知識分享)、「支持性監督」(針對責任感)為調節變數。
本研究以台灣企業為研究對象，共蒐集 217 份有效問卷。研究結果顯示，「被羨慕」與「知識分享」及「責任感」皆有正向關係，兩者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「責任感」，會正向中介「被羨慕」與員工「創新行為」之關係。除此之外，員工對「零和遊戲」的信任會調節「被羨慕」與員工「知識分享」之行為。本研究證實，員工對於自己被他人羨慕所表現之舉動能產生組織所期望的行為。

Since envy cannot avoid in the workplace and the being envied employee always the one who contribute more for the organization. Hence, the current study focusing on the perspective of being envied in exploring workplace envy, instead of understanding people who feel envy towards others.
Different from previous researches, we have an optimistic feeling towards the perception of being envy. That is, being envied employees would exhibit the beneficial behavior for the organization instead of hiding their talents. We proposed two mechanisms - knowledge sharing and felt responsibility - bridge being envied and innovative behavior. Also, we further investigate the possible moderators between being envied, knowledge sharing and felt responsibility. Our model is tested by 217 supervisor-subordinate dyads from various industries in Taiwan, such as manufacturing, insurance, and financing. The result of present study indicates that both knowledge sharing and the sense of responsibility will arise when being envied by coworkers. Moreover,being envied is positively related to innovative behavior via felt responsibility. This study sheds light on the how being envied by others influence one’s innovative behavior. And confirmed that belief in a zero-sum game would influence the perception of being envied towards knowledge sharing.

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