本研究以情感事件理論(Affective Events Theory, AET)以及社會比較理論(Social Comparison Theory)為基礎，檢視同仁每週良性、惡性嫉妒與工作績效(任務績效與脈絡績效)之關係，並將個人內的同仁正向事件、個人間層次的特質嫉妒與分配公平知覺之前因以及干擾變數。本研究之抽樣方法為經驗抽樣法(Experience Sampling Method)，並使用網路電子問卷針對各產業之同仁進行連續九週之樣本抽樣，回收之有效個人間層次樣本為103份、個人內層次為805份。本研究利用階層線性模式分析(HLM)的結果為：(1)每週同仁正向事件與個人良性嫉妒呈正相關；(2) 每週個人良性嫉妒與任務績效及脈絡績效呈正相關；(3) 每週個人惡性嫉妒與任務績效以及脈絡績效呈負相關；(4) 每週同仁正向事件會透過個人良性嫉妒之中介效果，進而影響任務績效以及脈絡績效。並依據本研究之結果，提出研究建議以及限制。

This study is based on affective events theory and social comparison theory to examine the relationship between benign and malicious envy and job performance (task performance and contextual performance) on a weekly basis. It also investigates the intra-personal positive events, between-person level of dispositional envy, and antecedents and moderating variables of distributive justice perceived. This study used the experience sampling method and conducted a continuous 9-week sampling of employees in each industry with online questionnaires. There were 103 valid between-person level samples and 805 within-person level samples. The results obtained using Hierarchical Linear Modeling analysis are: (a) Weekly positive colleague events are positively related to personal benign envy. (b) Weekly personal benign envy is positively related to job performances including task performance and contextual performance. (c) Weekly personal malicious envy is negatively related to task performance and contextual performance. And (d) Personal benign envy mediated the relationship between weekly positive colleague events and task performance, contextual performance. We discuss the theoretical and practical 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 6
第二章 文獻探討 7
第一節 情感事件理論與社會比較理論 7
一、 情感事件理論 7
二、 社會比較理論 9
第二節 同仁正向事件與個人嫉妒 11
一、 個人嫉妒感 11
二、 同仁正向事件與個人良性嫉妒之關係 14
三、 同仁正向事件與個人惡性嫉妒之關係 15
第三節 同仁正向事件與個人嫉妒—個人特質嫉妒之調節效果 16
一、 個人特質嫉妒 16
二、 同仁正向事件與個人嫉妒—個人特質嫉妒之調節效果 17
第四節 同仁正向事件與個人嫉妒—分配公平知覺之調節效果 18
一、 分配公平知覺 18
二、 同仁正向事件與個人嫉妒—分配公平知覺之調節效果 20
第五節 個人良性嫉妒、惡性嫉妒與任務績效 22
一、 任務績效 22
二、 個人良性嫉妒與任務績效之關係 23
三、 個人惡性嫉妒與任務績效之關係 24
第六節 個人良性嫉妒、惡性嫉妒與脈絡績效 26
一、 脈絡績效 26
二、 個人良性嫉妒與脈絡績效之關係 27
三、 個人惡性嫉妒與脈絡績效之關係 28
第七節 同仁正向事件、任務績效—員工嫉妒感之中介效果 29
一、 同仁正向事件與個人任務績效之關係—個人良性嫉妒之中介效果 29
二、 同仁正向事件與個人任務績效之關係—個人惡性嫉妒之中介效果 30
第八節 同仁正向事件、脈絡績效—員工嫉妒感之中介效果 31
一、 同仁正向事件與個人脈絡績效之關係—個人良性嫉妒之中介效果 31
二、 同仁正向事件與個人脈絡績效之關係—個人惡性嫉妒之中介效果 31
第三章 研究方法 33
第一節 研究架構 33
第二節 研究假設 34
第三節 研究對象與程序 36
一、 研究樣本與施測方法 36
二、 施測流程 36
三、 問卷回收結果 38
第四節 研究變數與工具 40
一、 主要研究變數—個人內層次 40
第五節 資料分析方法 47
一、 樣本統計及信度分析 47
二、 相關分析 47
三、 線性結構方程式分析 47
四、 階層線性模式分析 48
五、 R軟體分析 48
第四章 研究結果 49
第一節 效度衡量分析 49
一、 樣本統計、信度分析、相關分析 49
二、 區別效度分析 50
第二節 假設檢驗 53
一、 虛無模型(Null Model) 53
二、 多層次模型分析 53
第五章 結論與建議 61
第一節 研究結論 61
第二節 理論意涵 63
第三節 管理意涵 66
第四節 研究限制、建議與未來研究方向 68
參考文獻 71
附錄一T1問卷 91
附錄二T2~T9問卷 93

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