本研究以情感事件理論、社會比較理論、觀點採擇理論為基礎，探討當員工經歷同仁正向事件時，可能引發的情感反應（良性嫉妒、惡性嫉妒、積極同理心）及隨後員工的利他組織公民行為。本研究採用網路問卷方式，經由九週之問卷填答，回收之有效樣本為104位員工（825份資料），並以層級線性模式(HLM)進行結果分析。研究結果顯示：(1)同仁正向事件與良性嫉妒、積極同理心呈正向關係、與惡性嫉妒呈負向關係；(2)良性嫉妒、積極同理心與利他組織公民行為呈正向關係、惡性嫉妒與利他組織公民行為呈負向關係；(3)同仁正向事件會透過良性嫉妒、積極同理心的中介，正向影響對同仁的利他組織公民行為。最後，根據此研究結果提出理論及實務意涵，並討論研究限制及建議。

Based on Affective Events theory, Social Comparison theory and Perspective Taking theory, this research aims at exploring employees’ potential triggering affective response (benign envy, malicious envy, positive empathy) after experiencing colleagues’ positive events and whose subsequent altruistic organizational citizenship behavior. This study is proceeded by means of questionnaire survey. Of 104 effective sample questionnaires were adopted from 825 participants after nine weeks of investigation. The results based on Hierarchical Linear Model analysis are the following. (1) Colleagues’ positive events positively impact benign envy and positive empathy, yet affect negatively on malicious envy. (2) Altruistic organizational citizenship behavior positively impact benign envy and positive empathy, yet affect negatively on malicious envy. (3) Colleagues’ positive events have positive effect on altruistic organizational citizenship behavior through the intermediation of benign envy and positive empathy. Finally, according to the results of this study, theoretical and practical implications were proposed, limitation and suggestions were also discussed.

圖目錄 8
表目錄 9
第一章 緒論 11
第一節 研究背景與動機 11
第二節 研究目的 13
第二章 文獻探討 15
第一節 研究理論 15
第二節 同仁正向事件與員工嫉妒 19
第三節 同仁正向事件與員工積極同理心 22
第四節 嫉妒、積極同理心與利他組織公民行為 24
第五節 同仁正向事件與員工利他組織公民行為－員工嫉妒、積極同理心的中介效果 27
第三章 研究方法 29
第一節 研究架構 29
第二節 研究假設 30
第三節 研究對象與程序 31
第四節 研究工具 33
第五節 資料分析方法 40
第四章 研究結果 43
第一節 效度衡量分析 43
第二節 假設驗證 46
第五章 結論與建議 51
第一節 研究結論 51
第二節 理論意涵 52
第三節 管理意涵 54
第四節 研究限制與建議 55
參考文獻 57
附錄一 Time 1 問卷（第一週） 69
附錄二 Time 2-9問卷（第二至九週） 71

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