相互比較與競爭在工作場所中是極為常見的，尤其在資源有限的情況下，例如為了爭奪珍貴的晉升與加薪的機會，同事之間必須藉由不斷的比較以了解自己的能力在組織中所處的相對位置，而在此情況下，「羨慕」之情會很容易顯現出來。然而在過去的研究中較多以「羨慕他人」為主體，而本研究著重探討「被羨慕」的群體。在過去的研究我們也可以得知被羨慕的群體會有正面與負面的應對策略，例如一部分被羨慕者會覺得是因為自己擁有了比他人更好的能力或是資源才導致被羨慕，因此他們可能會享受這種超越別人的感覺甚至覺得心情愉悅。另一方面，另一部分的被羨慕者會把「被羨慕」視為潛在被群體排擠的信號，因而感到痛苦或是難過。而本研究將這兩種互相矛盾的機制放在一起探討，以「領土理論」與「歸屬感理論」為基礎發展研究架構，並以「應對策略」(包含：領土行為及親社會行為)、「群體認同」作為中介變數，探討「被羨慕」與「群體導向的主動行為」之關係。
本篇研究以台灣企業為研究對象，共蒐集236份有效問卷。本研究結果表明，「被羨慕」的群體更傾向與從事親社會行為而不是領土行為。此外「被羨慕」者藉由從事親社會行為，會提升其群體認同並加強其群體導向的主動行為。而本研究也證實，在常見的職場羨慕的情況下，被羨慕者從事親社會行為還是會發生的。

Due to the limited resource in the workplace. Employees need to compare and compete with others to win the chance to get rewards or promotion. In this case, envy is easily occured. In past research, we knew that envied targets may have both positive and negative coping stragies. Nevertheless, those two converse coping strategies may both appear simultaneously. However, no study combines these two mechanisms and discuss the possible behaviors together. As such, on the basis of territoriality theory and belongingness theory, we developed our framework to explain the mechanism between being envied and group-oriented proactive behavior through two contrast behaviors and group identification.
In the current study, our model is tested by 236 supervisor-subordinate dyads from various infustries in Taiwan. The result of present study indicates that compares to negative coping strategies, envied targets tend to engage more in prosocial behaviors. Furthermore, being envied is positively related to group-oriented proactive behavior via prosocial behavior and group identification. This study confirmed that prosocial behaviors are likely to happen in the envy situation in the workplace. Also, being envied is positively related to group-oriented proactive behavior via prosocial behavior and group identification.

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