當員工感受到主管對待自己與同事有著關係品質不同時，可能會影響到組織中員工間互動的態度與行為。但在過去領導者與部屬交換關係差異的研究中，多聚焦於團隊層面的影響性，或是關係品質差異對員工自身工作表現所帶來的影響，較少進一步探討對於他人的影響，例如：個人情緒反應後續對同事行為的影響。因此本研究以社會比較理論觀點為基礎，探討領導者與部屬交換關係差異知覺 (以下簡稱 PLMXD)，引發員工產生良性、惡性妒羨與職場不文明行為及助人行為的關係，並進一步探究社會比較傾向，是否會調節妒羨與依變數間的關係。為驗證本研究提出的假設，採用情境故事法進行問卷調查，以醫療機構臨床護理師401人為研究對象進行情境操弄。經由階層迴歸分析的檢驗步驟，研究結果顯示：(1)PLMXD與良性及惡性妒羨之間均有正向影響；(2)社會比較傾向會調節PLMXD與惡性妒羨的正向關係，當社會比較傾向越高，PLMXD與惡性妒羨的正向關係越強，但社會比較傾向並不會調節PLMXD與良性妒羨的正向關係；(3)惡性妒羨會中介PLMXD與職場不文明行為的正向關係；(4)良性及惡性妒羨不會中介PLMXD與助人行為的關係；(5)社會比較傾向會同時強化PLMXD透過惡性妒羨而增加職場不文明行為，降低助人行為的中介關係。本研究亦針對研究結果的理論貢獻加以討論，並提出管理意涵與未來研究建議。

When employees perceive the different exchange qualities between subordinates and supervisors, they might change their attitudes and behaviors to interact with colleagues. However, previous Leader-member exchange differentiation (LMXD) studies mainly focused on the team level's impacts or only explored the influence on perceiver's productivity. Only a few LMXD Research started to examine the effects on colleagues (e.g., the impact of emotion on behaviors toward coworkers). Based on the social comparison theory, this study explores the relationship between Perceived Leader-Member Exchange Differentiation (PLMXD), benign and malicious envy, workplace incivility, and helping behavior. Furthermore, the current study examined the moderating role of social comparison orientation (SCO) in the above relationship. This study uses the scenario-based approach to collect survey data from 401 clinical nurses in medical institutions for testing the hypotheses. The research results show that: (1) PLMXD is positively related to benign and malicious envy; (2) The social comparison orientation moderates the positive relationship between PLMXD and malicious envy. This relationship would be stronger when SCO is high rather than low, but not for benign envy; (3) Malicious envy mediates the relationship between PLMXD and workplace incivility; (4) Benign and malicious envy do not mediate the relationship between PLMXD and helping behavior; (5) Social comparison orientation strengthens the indirect effect of PLMXD through malicious envy to increase workplace incivility and reduce helping behavior. This study also discusses the research results for theoretical contribution and managerial implications.

論文審定書 i
誌謝 ii
中文摘要 iii
英文摘要 iv
目錄 v
圖目錄 vii
表目錄 vii
第一章 緒論 1
第二章 文獻探討 7
第一節 領導者與部屬交換關係差異 7
第二節 社會比較理論 9
第三節 PLMXD與良性及惡性妒羨的關聯性 11
第四節 社會比較傾向的調節效果 13
第五節 PLMXD與職場不文明行為的關係：良性與惡性妒羨的中介效果 15
第六節 PLMXD與助人行為的關係：良性與惡性妒羨的中介效果 16
第七節 社會比較傾向在PLMXD與良性和惡性妒羨以及職場不文明行為和助人行為的關係 18
第三章 研究方法 20
第一節 研究樣本與研究程序 20
第二節 研究變項與研究工具 22
第三節 資料分析方法 26
第四章 研究結果 28
第一節 描述性統計資料與相關分析 28
第二節 驗證性因素分析 30
第三節 腳本操弄檢定 31
第四節 假設檢定 31
第五章 討論與建議 38
第一節 研究結果與討論 38
第二節 管理意涵 41
第三節 研究限制與未來研究方向 43
參考文獻 45
附錄 54
附錄一 問卷調查表-向上比較組 54
附錄二 問卷調查表-向下比較組 59
圖 次
圖2-1 本研究架構圖 19
圖4-1 社會比較傾向在PLMXD與惡性妒羨的調節效果 32
表 次
表3-1 樣本特性變項 21
表4-1 各變項之敘述性統計與相關係數分析表 29
表4-2 測量模式之驗證性因素分析結果 30
表4-3 良性妒羨對PLMXD與職場不文明行為與助人行為的關係 33
表4-4 惡性妒羨對PLMXD與職場不文明行為與助人行為的關係 34
表4-5 直接效果和條件式間接效果(職場不文明行為) 36
表4-6 直接效果和條件式間接效果(助人行為) 37
表5-1 研究假設之結果摘要整理 41

一、中文文獻
紀乃文、古思婕 (2019)。見賢思齊或嫉賢妒能？探討良性與惡性妒羨與任務績效、人際反生產力行為的關係：個人與情境面因素的調節效果。管理學報，36(3)，245-277。
彭台光、高月慈、林鉦棽 (2006)。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23(1)，77- 98。
戚樹誠、陳淑貞、楊美玉、朱志傑、賴璽方 (2016)。臺灣組織行為的實證發現：一項國內管理期刊論文的 30 年回顧。管理學報，33(1)，1-34。
二、英文文獻
Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Thousand Oaks, CA, US: Sage Publications, Inc.
Anand, S., Hu, J., Liden, R. C., & Vidyarthi, P. R. (2011). Leader‐member exchange: Recent research findings and prospects for the future. In A. Bryman, D. Collinson, K. Grint, B. Jackson, & M. Uhl‐Bien (Eds.), The Sage handbook of leadership (pp. 311-325). London: Sage.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423.
Anand, S., Vidyarthi, P. R., & Park, H. P. (2015). LMX Differentiation: Understanding relational leadership at individual and group levels. In T. N. Bauer, & B. Erdogan (Eds.), The Oxford handbook of leader‐member exchange (pp. 263-293). New York: Oxford University Press.
Aspinwall, L. G., & Taylor, S. E. (1993). The effects of social comparison direction, threat, and self-esteem on affect, self-evaluation, and expected success. Journal of Personality and Social Psychology, 64, 708-722.
Barclay, L. J., Skarlicki, D. P., & Pugh, S. D. (2005). Exploring the role of emotions in injustice perceptions and retaliation. Journal of Applied Psychology, 90, 629–643.
Bateman, T. S., & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee citizenship. Academy of Management Journal, 26, 587-595.
Bers, S. A. & Rodin, J. (1984). Social Comparison Jealousy: A Developmental and Motivational Study. Journal of Personality and Social Psychology, 47( 4), 766-779.
Bolino, M. C., & Turnley, W. H. (2009). Relative deprivation among employees in lower-quality leader member exchange relationships. Leadership Quarterly, 20, 276-286.
Bowling, N. A., & Beehr, T. A. (2006). Workplace harassment from the victim's perspective: A theoretical model and metaanalysis. Journal of Applied Psychology, 9, 998-1012.
Bunk, J. A., Magley, V. J. (2013). The role of appraisals and emotions in understanding experiences of workplace incivility. Journal of Occupational Health Psychology, 18, 87-105.
Buunk, A. P., & Gibbons, F. X. (2007). Social comparison: The end of a theory and the emergence of a field. Organizational Behavior and Human Decision Processes, 102, 3-21.
Buunk, B. P., Collins, R. L., Taylor, S. E., Van Yperen, N. W., and Dakof, G. A. (1990). The affective consequences of social comparison: either direction has its ups and downs. J. Pers. Soc. Psychol. 59, 1238-1249.
Buunk, B. P., Zurriaga, R., Peiro, J. M., Nauta, A., & Gosalvez, I. (2005). Social comparisons at work as related to a cooperative social climate and to individual differences in social comparison orientation. Applied Psychology, 54, 61–80.
Chen, Y., Ferris, D. L., Kwan, H. K., Yan, M., Zhou, M., & Hong, Y. (2013). Self-love's lost labor: A self-enhancement model of workplace incivility. Academy of Management Journal, 56, 1199-1219.
Chiaburu, D.S., & Harrison, D.A. (2008). Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance. Journal of Applied Psychology, 93(5), 1082.
Clark, C. M., & Springer, P. J. (2010). Academic nurse leaders' role in fostering a culture of civility in nursing education. Journal of Nursing Education, 49(6), 319-325.
Cobb, A. T., & Lau, R. S. (2015). Trouble at the next level: Effects of differ-ential leader–member exchange on group‐level processes and justice climate.Human Relations,68, 1437-1459.
Cohen-Charash, Y. (2009). Episodic envy. Journal of Applied Social Psychology, 39, 2128-2173.
Cohen-Charash, Y., & Mueller, J. S. 2007. Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy? Journal of Applied Psychology, 92(3): 666-680.
Corcoran, K., Crusius, J., & Mussweiler, T. (2011). Social comparison: Motives, standards, and mechanisms. In D. Chadee (Ed.), Theories in social psychology (pp. 119-139). Oxford, England: Wiley‐Blackwell.
Cortina, L. M., Magley, V. J., Williams, J. H., & Langhout, R. D. (2001). Incivility in the workplace: Incidence and impact. Journal of Occupational Health Psychology, 6, 64-80.
Cropanzano, R., & Mitchell, M. S.( 2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31, 874-900.
Crusius, J., & Lange, J. (2014). What catches the envious eye? Attentional biases within malicious and benign envy. Journal of Experimental Social Psychology, 55,1-11.
Dunn, Jennifer, Ruedy, Nicole E, & Schweitzer, Maurice E. (2012). It hurts both ways: How social comparisons harm affective and cognitive trust. Organizational Behavior and Human Decision Processes, 117(1), 2-14.
Dansereau, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13,46-78.
Dienesch, R. D. & Liden, R. C. (1986). Leader-member exchange model of leadership: a critique and further development. Academy of Management Review, 11(3): 618-34.
Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social undermining in the workplace. Academy of Management Journal, 45, 331-351.
Duffy, M. K., Scott, K. L., Shaw, J. D., Tepper, B. J., & Aquino, K. (2012). A social context model of envy and social undermining. Academy of Management Journal,55(3),643-666.
Dulebohn JH, Bommer WH, Liden RC, Brouer RL, Ferris GR. (2012). A meta-analysis of antecedents and consequences of leader-member exchange. Journal of Management, 38, 1715-1759.
Elster, J. (1999). Alchemies of the mind: Rationality and the emotions. New York, NY: Cambridge University Press.
Erdogan, B. (2002). Leader-Member Exchange Differentiation Fairness: Evidence for A New Construct. Chicago: Illinois University Press.
Erdogan, B., & Bauer, T. N. (2010). Differentiated leader–member exchanges: The buffering role of justice climate.Journal of Applied Psychology,95, 1104-1120.
Epitropaki, O., Kapoutsis, I., Ellen, B. P., Ferris, G. R., Drivas, K., & Ntotsi, A. (2016). Navigating uneven terrain: The roles of political skill and LMX differentiation in prediction of work relationship quality and work outcomes. Journal of Organizational Behavior, 37, 1078-1103.
Festinger, L. (1954). A theory of social comparison processes. Human Relations, 7, 117-140.
Gibbons, F. X., and Buunk, B. P. (1999). Individual differences in social comparison: development of a scale of social comparison orientation. J. Pers. Soc. Psychol. 76, 129-142.
Gibbons, F. X., & McCoy, S. B. (1991). Self-Esteem, similarity, and reactions to active versus passive downward comparison. Journal of Personality and Social Psychology, 60(3), 414-424.
Glaman, J.M., Jones, A.P., & Rozelle, R.M. (1996). The effects of coworker simiilarity on the emergence of affect in work teams. Group & Organization Management, 21(2), 192-215.
Gooty, J., & Yammarino, F. J. (2016). The leader–member exchange relationship: A multisource, cross‐level investigation. Journal of Management, 42, 915-935.
Graen, G., Liden, R. C., & Hoel, W. (1982). The role of leadership in the employee withdrawal process. Journal of Applied Psychology, 67, 868-872.
Graen, G. B., & Uhl‐Bien, M. (1995). Relationship‐based approach to leadership: Development of leader‐member exchange (LMX) theory of leadership over 25 years: Applying a multi‐level multi‐domain perspective. The Leadership Quarterly, 6, 219-247.
Harris, T. B., Li, N., & Kirkman, B. L. (2014). Leader–member exchange (LMX) in context: How LMX differentiation and LMX relational separation attenuate LMX's influence on OCB and turnover intention. The Leadership Quarterly,25, 314-328.
Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York, NY, US: Guilford Press.
Henderson, D. J., Liden, R. C., Glibkowski, B. C., & Chaudhry, A. (2009). LMX differentiation: A multilevel review and examination of its antecedents and outcomes. The Leadership Quarterly, 20, 517-534.
Hitlan, R. T., & Noel, J. (2009). The influence of workplace exclusion and personality on counterproductive work behaviors: An interactionist perspective. European Journal of Work and Organizational Psychology, 18, 477-502.
Hooper, D. T., & Martin, R. (2008). Beyond personal leader–member exchange (LMX) quality: The effects of perceived LMX variability on employee reactions. The Leadership Quarterly, 19,20-30.
Huang, Jiaxin.,Shi, Lihua., Xie, Jun., Wang, Lin. (2015).Leader–member exchange social comparison and employee deviant behavior: Evidence from a Chinese context. Social Behavior and Personality: an international journal, 43(8), 1273-1286.
Hu, J., & Liden, R. C. (2013). Relative leader–member exchange within team contexts: How and when social comparison impacts individual effectiveness. Personnel Psychology, 66, 127-172.
Hsiung, H. H.& Bolino, M. C. (2017). The implications of perceived leader favouritism in the context of leader-member exchange relationships. European Journal of Work and Organizational Psychology, 27(1), 88-99.
Ilies, R., Nahrgang, J. D., & Morgeson, F. P. (2007). Leader‐member exchange and citizenship behaviors: A meta‐analysis. Journal of Applied Psychology, 92, 269-277.
Isen, A. M., Shalker, T. E., Clark, M., & Karp, L. (1978). Affect, accessibility of material in memory, and behavior: A cognitive loop? Journal of Personality and Social Psychology, 36, 1-12.
Kauppila, O. P. (2016). When and how does LMX differentiation influence followers' work outcomes? The interactive roles ofone's own LMX status and organizational context. Personnel Psychology, 69, 357-393.
Kim, S., O'Neill, J. W., & Cho, H.-M. (2010). When does an employee not help coworkers? The effect of leader–member exchange on employee envy and organizational citizenship behavior. International Journal of Hospitality Management, 29, 530-537.
Kim, T.-Y., & Shapiro, D. (2008). Revenge against supervisor mistreatment: Negative emotion, group membership, and crosscultural difference. International Journal of Conflict Management, 19, 339-358.
Kristof-Brown, A., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals' fit at work: Ameta-analysis of person–job, person–organization, person–group, and person–supervisor fit. Personnel Psychology, 58(2), 281-342.
Lange, J., & Crusius, J. (2015a). Dispositional envy revisited: Unraveling the motivational dynamics of benign and malicious envy. Personality and Social Psychology Bulletin, 41, 284-294.
Lange, J., & Crusius, J. (2015b). The tango of two deadly sins: The social-functional relation of envy and pride. Journal of Personality and Social Psychology, 109, 453-472.
Lam, C. K., Van der Vegt, G. S., Walter, F., & Huang, X. (2011).Harming high performers: A social comparison perspective on interpersonal harming in work teams. Journal of Applied Psychology, 96(3), 588.
Le Blanc, P. M., & González-Romá, V. 2012. A team level investigation of the relationship between leader-member exchange (LMX) differentiation, and commitment and performance. The Leadership Quarterly, 23, 534-544.
Lee, K., & Allen, N. J. (2002). Organizational citizenship behavior and workplace deviance: the role of affect and cognitions. Journal of Applied Psychology, 87(1), 131-142.
Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader‐member exchange theory: The past and potential for the future. In Research in personnel and human Adams, J. S. 1965. Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology, 2: 267-299. New York: Academic Press.
Lim, V. K., & Teo, T. S. (2009). Mind your e-manners: Impact of cyber incivility on employees' work attitude and behavior. Information & Management, 46, 419-425.
Liden, R. C., Erdogan, B., Wayne, S. J., & Sparrowe, R. T. (2006). Leader-member exchange, differentiation, and task interdependence: Implications for individual and group performance. Journal of Organizational Behavior, 27, 723-746.
Lockwood, P., Jordan, C. H., & Kunda, Z. (2002). Motivation by positive or negative role models: Regulatory focus determines who will best inspire us. Journal of Personality and Social Psychology, 83, 854-864.
Martin, J. (1986). The tolerance of injustice. In J. M. Olsen, C. P. Herman, & M. P. Zanna (Eds.), Relative deprivation and social comparison: The Ontario Symposium (Vol. 4, pp. 217-242). Hillsdale, NJ:Erlbaum.
Martin, R., Hine, D. (2005). Development and validation of the Uncivil Workplace Behaviour Questionnaire. Journal of Occupational Health Psychology, 10, 477-490.
Martin, R., Thomas, G., , Legood, A., & Dello Russo, S. (2018). Leader-member exchange (LMX) differentiation and work outcomes: Conceptual clarification and critical review. Journal of Organizational Behavior,39,151-168.
Martin, R., Guillaume, I., Thomas, G., Lee, A. J. R., & Epitropaki, O. (2016). Leader‐member exchange (LMX) and performance: A meta‐analytic review. Personnel Psychology, 69, 67-121.
Martin, R., Epitropaki, O., Thomas, G., & Topakas, A. (2010). A critical review of leader‐member relationship (LMX) research: Future prospects and directions. International Review of Industrial and Organizational Psychology, 25,61-91.
Neff, Kristin D, & Vonk, Roos. (2009). Self‐Compassion Versus Global Self‐Esteem: Two Different Ways of Relating to Oneself. Journal of personality, 77(1), 23-50.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.
Parrott, W. G., & Smith, R. H. (1993). Distinguishing the experiences of envy and jealousy. Journal of Personality and Social Psychology, 64, 906-920.
Penney, L. M., & Spector, P. E. (2005). Job stress, incivility, and counterproductive workplace behavior (CWB): The moderating role of negative affectivity. Journal of Organizational Behavior, 26, 777-796.
Pohlmann, Britta, & Möller, Jens. (2009). On the benefit of dimensional comparisons. Journal of educational psychology, 101(1), 248.
Porath, C. L., & Erez, A. (2007). Does rudeness matter? The effects of rude behavior on task performance and helpfulness. Academy of Management Journal, 50, 1181-1197.
Porath, C. L., & Pearson, C. M. (2012). Emotional and behavioral responses to workplace incivility and the impact of hierarchical status. Journal of Applied Social Psychology, 42(S1), E326-E357.
Raabe, B., & Beehr, T.A. (2003). Formal mentoring versus supervisor and coworker relationships: Differences in perceptions and impact. Journal of Organizational Behavior, 24(3), 271-293.
Rusbult, C. E., Verette, J., Whitney, G. A., Slovik, L. F., & Lipkus, I. (1991). Accommodation processes in close relationships: Theory and preliminary empirical evidence. Journal of Personality and Social Psychology, 60, 53-78.
Salovey, P., & Rodin, J. (1984). Some antecedents and consequences of social-comparison jealousy. Journal of Personality and Social Psychology, 47, 780-792.
Salovey, P. (1991). The psychology of jealousy and envy. New York, NY: Guilford Press.
Salovey, P., Rothman, A. J., Detweiler, J. B., (2000). Emotional States and Physical Health. American Psychologist , 55(1):110-121.
Schaubroeck, J., & Lam, S. K. (2004). Comparing lots before and after: Promotion rejectees' invidious reactions to promotees. Organizational Behavior and Human Decision Processes, 94, 33-47.
Seltzer, V. C. (1980). Social comparison behavior of adolescents. In E.A. Pepiton(Ed), children in cooperation, Lexington, Ma: Lexington Books.
Sias, P. M.,&Jablin, F. M. (1995). Differential superior-subordinate relations, perceptions offairness, and coworker communication. Human Communication Research, 22(1), 5-37.
Smith, R. H., Parrott, W. G., Ozer, D., & Moniz, A. (1994). Subjective injustice and inferiority as predictors of hostile and depressive feelings in envy. Personality and Social Psychology Bulletin, 20, 705-711.
Smith, R.H., (2000). Assimilative and contrastive emotional reactions to upward and downward social comparisons. In: Suls, J., Wheeler, L. (Eds.), Handbook of Social Comparison: Theory and Research. Kluwer Academic Publishers, New York, NY, pp. 173-200.
Smith, R. H., & Kim, S. H. (2007). Comprehending envy. Psychological Bulletin, 133, 46-64.
Suls,1. M., & Miller, R L. (1977). Social comparison processes: Theoretical and empirical perspectives (Eds.). Washington, DC: Hemisphere Press.
Tai, K., Narayanan, J., & McAllister, D. J. (2012). Envy as pain: Rethinking the nature of envy and its Implications for Employees and organizations. Academy of Management Review, 37, 107-129.
Taylor, S. G., & Kluemper, D. H. (2012). Linking perceptions of role stress and incivility to workplace aggression: The moderating role of personality. Journal of Occupational Health Psychology, 17, 316-329.
Testa, M., & Major, B. (1990). The impact of social comparison after failure: The moderating effects of perceived control. Basic and Applied Social Psychology, 11, 205-218.
Thomas, G., Martin, R., Epitropaki, O., Guillaume, Y. R. F., & Lee, A. (2013). Social cognition in leader-follower relationships: Applying insights from relationship science to understanding relationship-based approaches to leadership. Journal ofOrganizational Behavior, 34,63-81.
Tse, H. H. M., Lam, C. K., Lawrence, S. A., & Huang, X. (2013). When my supervisor dislikes you more than me: Dissimilarity of leader–member exchange, interpersonal emotion, and perceived help. Journal of Applied Psychology, 98, 974-988.
Tse, Herman HM.,Lam, Catherine K.,Gu, Jun., & Lin, Xiao Song. (2018). Examining the interpersonal process and consequence of leader–member exchange comparison: The role of procedural justice climate. Journal of Organizational Behavior, 39(8), 922-940.
Van Breukelen, W., Konst, D.,&VanDer Vlist, R. (2002). Effects ofLMXand differential treatment on work unit commitment. Psychological Reports, 91(1), 220-230.
Van Breukelen, W., Van Der Leeden, R., Wesselius, W., & Hoes, M. (2012). Differential treatment within sports teams, leader–member (coach–player) exchange quality, team atmosphere, and team performance. Journal ofOrganizational Behavior, 33,43-63.
Van der Zee, K., Buunk, B., Sanderman, R., Botke, G., & van den Bergh, F. (2000). Social comparison and coping with cancer treatment. Personality and Individual Differences, 28, 17-34.
Van de Ven, N., Zeelenberg, M., & Pieters, R. (2009). Leveling up and down: The experiences of benign and malicious envy. Emotion, 9(3), 419-429.
Van de Ven, N., Zeelenberg, M., & Pieters, R. (2011). Why envy outperforms admiration. Personality and Social Psychology Bulletin, 37, 784-795.
Van de Ven, N. (2017). Envy and admiration: Emotion and motivation following upward social comparison. Cognition and Emotion, 31, 193-200.
Vecchio, R. P. (1995). It's not easy being green: Jealous and envy in the workplace. In G. R. Ferris (Ed.), Research in Personnel and Human Resources Management, 13, 201-244.
Vecchio, R. (2005). Explorations in employee envy: Feeling envious and feeling envied. Cognition and Emotion, 19, 69-81.
Venkataramani, Vijaya, & Dalal, Reeshad S. (2007). Who helps and harms whom? Relational antecedents of interpersonal helping and harming in organizations. Journal of Applied Psychology, 92(4), 952-966.
Victor, B., & Cullen, J. B., (1987). A theory and Measure of Ethical Climate in Organizations. Corporate Social Performance and Policy, 9, 51-71.
Visconti, K. J., Kochenderfer-Ladd, B., & Clifford, C. A. (2013). Children's attributions for peer victimization: A social comparison approach. Journal of Applied Developmental Psychology, 34(6), 277-287.
Wehrens, M. J. P. W., Buunk, A. P., Lubbers, M. J., Dijkstra, P., Kuyper, H., & Van der Werf, G. P. C. (2010). The relationship between affective response to social comparison and academic performance in high school. Contemporary Educational Psychology, 35(3), 203-214.
Wheeler, L., & Miyake, K. (1992). Social comparison in everyday life. Journal of Personality and Social Psychology, 62, 760-773.
Wills, T. A (1981). Downward comparison principles in social psychology. Psychological Bulletin, 90, 245-271.
Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17, 601-617.
Wilson, N. L., & Holmvall, C. M. (2013). The development and validation of the Incivility from Customers Scale. Journal of Occupational Health Psychology, 18, 310-326.
Wood, J. V. (1989). Theory and Research concerning social comparisons of personal attributes. Psychological Bulletin, 106, 231-248.
Yuan, N., & Jian, L. (2012). The mediating role of trust in teammates in the relationship between differentiation in Leader-Member Exchange (LMX) and work attitude: An empirical study in China. African Journal of Business Management, 6, 9617-9625.
Yu, A., Matta, F. K., & Cornfield, B. (2018). Is LMX differentiation beneficial or detrimental for group effectiveness? A meta-analytic investigation and theoretical integration. Academy of Management Journal, 61, 1158-1188.