本研究以內隱人格理論、社會比較理論為基礎，探討員工外表吸引力是否會透過社會互動渴望影響同事主動助人之行為、或透過妒羨情緒影響同事產生社會破壞行為。除此之外，本文進一步檢視同事知覺員工的「溫暖」、「能力」在不同的高低組合下，是否會干擾前述社會互動渴望對員工外表吸引力與同事主動助人行為、以及妒羨對員工外表吸引力與同事社會破壞行為的中介效果。

本研究以輪轉式設計 (round-robin design) 發放問卷，以團隊成員為研究對象，完整收集團隊內部所有成員之互評對偶資料，總計211位成員參與研究，共配對452筆有效對偶資料。研究結果顯示：(1)員工外表吸引力會透過增加社會互動渴望進而影響同事主動助人行為；(2)員工外表吸引力會透過妒羨情緒進而提升遭受同事的社會破壞行為；(3)同事知覺員工為「高溫暖高能力」及「低溫暖低能力」的組合時，會加強員工外表吸引力透過社會互動渴望、提升同事主動助人行為的間接效果；(4)同事知覺員工為「低溫暖高能力」的組合時，會顯著增強外表吸引力透過妒羨、提升同事社會破壞行為的間接效果。

Based on the implicit personality and social comparison theories, the aim of the study is to explore the positive and negative interpersonal processes linking employee’s physical attractiveness and colleagues’ proactive helping behavior through social interaction desires, and colleagues’ social undermining behavior through envy. Additionally, this study further examines whether coworkers’ perceived warmth and competence towards employees jointly moderate the indirect effects of employee physical attractiveness on coworkers’ proactive helping via social interaction desire, as well as on coworkers’ social undermining behavior via envy.

The present study utilized the round-robin design to collect dyadic data among employees and all other members within the same teams. A total of 211 members took part in the study, generating 452 valid dyadic responses. The results showed that: (1) Employees' physical attractiveness positively influences colleagues' proactive helping behavior through an increased desire for social interaction. (2) Employees' physical attractiveness enhances the likelihood of experiencing social undermining behavior from colleagues through envy. (3) Coworkers’ perceived warmth and competence jointly moderated the indirect effect of employees’ physical attractiveness on coworkers’ proactive helping via enhanced social interaction desire. This positive indirect effect is strengthened when coworkers’ perceived warmth and competence are both high, or both low; (4) Coworkers’ perceived warmth and competence jointly moderated the indirect effect of employees’ physical attractiveness on coworkers’ social undermining behavior via enhanced envy. This positive indirect effect is strengthened when coworkers’ perceived warmth is low whereas perceived competence is high.

論文審定書 ...................................................................................................... i
摘要……………………………………………………………………………… ii
Abstract............................................................................................................iii
目錄 …………………………………………………………………………...... iv
圖次 ................................................................................................................. v
表次 ................................................................................................................ vi
第一章 緒論 .................................................................................................... 1
第二章 文獻探討與研究假設 ........................................................................ 6
第一節 外表吸引力與人際關係社會互動..................................................... 6
第二節 外表吸引力、社會互動渴望及主動助人行為：社會交換理論觀點...................................................................................................................... 6
第三節 外表吸引力、妒羨情緒、社會破壞行為：社會比較理論觀點...................................................................................................................... 8
第四節 外表吸引力會增加同事社會互動渴望或妒羨？知覺「溫暖」與「能力」的干擾效果...................................................................................... ................9
第三章 研究方法 .......................................................................................... 14
第一節 研究設計與問卷發放程序............................................................... 14
第二節 研究量表........................................................................................... 15
第三節 資料分析工具................................................................................... 18
第四章 研究結果 .......................................................................................... 19
第一節 敘述性統計和相關係數分析........................................................... 19
第二節 驗證性因素分析............................................................................... 21
第三節 假設檢定........................................................................................... 22
第五章 討論與建議 ...................................................................................... 27
第一節 研究發現與理論意涵....................................................................... 27
第二節 管理意涵........................................................................................... 30
第三節 研究限制與未來建議....................................................................... 31
文獻參考 ....................................................................................................... 34
附錄 ............................................................................................................... 39

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