本研究主要探討團隊嫉妒與團隊工作結果的關係；並團時探討團隊道德疏離是否具有中介效果以及團隊競爭氣候所扮演的調節角色。主要研究對象為台灣地區企業團隊，有效樣本為64個團隊。根據本研究之層級線性回歸分析結果，顯示團隊惡性嫉妒與團隊任務績效呈負相關；團隊惡性嫉妒與職場受害情形呈正相關；團隊惡性嫉妒與團隊道德疏離呈正相關；團隊道德疏離在團隊惡性嫉妒與職場受害情形之中扮演完全中介的角色；團隊競爭氣候在團隊惡性嫉妒與團道德疏離之中具有調節效果。最後，依據本研究結果，提出探討及研究建議與限制。

This study primarily explored the relationship between envy within teams and teamwork results as well as the mediating effect of moral disagreement within teams and moderating effect of competitive climate within teams on this relationship. The participants of the study are business teams in Taiwan, constituting a valid sample of 64 teams. According to the results of a hierarchical linear regression analysis conducted in this study, malicious envy within teams was correlated negatively with the teams’ task performance, positively with workplace victimization, and positively with moral disagreement within teams. Moral disagreement within teams exerted a full mediating effect on the relationship between malicious envy within teams and workplace toxicity. Competitive climate within teams had a moderating effect on the relationship between malicious envy and moral disagreement within teams. Finally, the results were discussed to propose suggestions and present the research limitations.

謝誌 I
摘要 II
Abstract III
目錄 IV
表目錄 VI
圖目錄 VII
緒論 1
第一節、 研究背景與目的 1
第二節、 研究流程 5
文獻回顧 7
第一節、 嫉妒以及「嫉妒－社會損害」模型 7
第二節、 團隊嫉妒心理與職場受害情形 10
第三節、 團隊嫉妒心理與團隊績效的關係 12
第四節、 團隊道德疏離機制的中介機制 14
第五節、 團隊嫉妒心理與團隊道德疏離的關係－團隊競爭氣候的調節效果 19
研究方法 21
第一節、 研究架構 21
第二節、 研究假設 23
第三節、 研究對象與施策程序 25
第四節、 資料分析方法與程序 28
第五節、 研究變項與衡量 31
研究結果 41
第一節、 效度衡量分析 41
第二節、 假設驗證結果 46
研究結論與建議 53
第一節、 研究假設實證結果 53
第二節、 研究結果之討論與理論意涵 55
第三節、 實務意涵 58
第四節、 研究限制與未來研究建議 60
參考資料 62
附錄一、第一時點員工問卷內容 69
附錄二、第二時點員工問卷內容 72
附錄三、第二時點主管問卷內容 74

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