本研究依據工作要求－資源模型(Job Demands-Resources Model；JD-R Model)理論為基礎，檢視員工良性嫉妒與工作敬業、惡性嫉妒與社會破壞的關係，並提出分屬團隊層次的競爭氣候和個人層次的心理資本為良性嫉妒與惡性嫉妒的前因與干擾變數。研究採問卷調查方式，針對台灣地區企業一位主管及三位部屬以上的團隊進行調查，收回之有效樣本包含57個組織、66個團隊、332名員工。以層級線性模式分析(HLM)之結果顯示：(1)團隊競爭氣候與惡性嫉妒呈正向相關；(2)惡性嫉妒與社會破壞呈正相關；(3)團隊競爭氣候會透過惡性嫉妒的中介，正向影響對組織的社會破壞；(4)良性嫉妒與工作敬業呈正相關。最後，依據本研究結果，提出討論及研究建議與限制。

This research adopted the Job Demands-Resources Model (JD-R Model) as the theoretical basis to study the correlations between the employees' Benign Envy and Work Engagement, and Malicious Envy and Social Undermining. This study designated Competitive Workgroup Climate at the group level Psychological Capital at the individual level as the cause and interference variables for benign envy and malicious envy. The questionnaire survey method was the adopted approach for this study, and the targets selected were corporate teams in the Taiwan region with one supervisor and three employees or above. Returned questionnaires were from 57 organizations, 66 teams, and 332 employees. The results based on Hierarchical Linear Model analysis are the following. (1)Team competitive workgroup climate and malicious envy have a positive correlation; (2)Malicious envy has a positive correlation with social undermining; (3)Competitive workgroup climate may have a positive effect on organizations' social undermining through the intermediation of malicious envy; (4)Benign envy has a positive correlation with work engagement. Lastly, restricts of research and suggestion, managerial implications are discussed..

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第二章 文獻探討 7
第一節 JD-R模型 7
第二節 嫉妒 10
第三節 團隊競爭氣候與嫉妒 14
第四節 團隊競爭氣候與嫉妒－心理資本之干擾效果 17
第五節 團隊競爭氣候、惡性嫉妒、社會破壞 20
第六節 團隊競爭氣候、良性嫉妒、工作敬業 23
第三章 研究方法 27
第一節 研究架構 27
第二節 研究假設 28
第三節 研究對象與程序 29
第四節 研究變項與衡量 33
第五節 資料分析方法 43
第四章 研究結果 45
第一節 效度衡量分析 45
第二節 假設驗證 49
第五章 結論與建議 53
第一節 研究結論 53
第二節 理論意涵與討論 55
第三節 管理意涵 58
第四節 研究限制與建議 59
參考文獻 61

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