在部門或團隊中，員工雖然常針對彼此的相對資歷做比較，但此比較會如
何影響員工與同事互動時的情緒、甚至後續的互動方式?相關的研究仍付之闕
如。有鑑於此，本研究以社會比較理論為基礎，探討員工與同事進行知覺相對
資歷的比較、以及比較結果的知覺應得感的交互作用如何引發幸災樂禍、同情
心、良性妒羨與惡性妒羨四種社會比較情緒，並進一步釐清四種社會比較情緒
如何連結到知識隱藏、助人行為、尋求建議與社會破壞四種截然不同的行為結
果。
本研究以團隊做為社會比較的情境，並採用輪轉式的資料收集 (round-robin design)方法，收集員工與其他團隊成員間兩兩互評的資料，最後共收集 451 份 有效對偶問卷資料。研究結果顯示: (1) 當員工知覺相對資歷較佳、但認為結 果不應得時，會提升對比較對象的同情心、進而增加對其的主動助人行為;(2) 當員工知覺相對資歷較差、但認為結果應得時，會提升對比較對象的良性妒羨 情緒，進而增加向其尋求建議的行為;(3) 當員工知覺相對資歷較差、但認為 結果不應得時，會提升對比較對象的惡性妒羨情緒，進而增加對其的社會破壞 行為;(4) 員工與同事的相對資歷社會比較不會影響幸災樂禍情緒，但幸災樂 禍情緒會提升對同事的知識隱藏行為。

In organizations, employees often compare each other’s relative qualification, but how this comparison affects the emotions of employees and colleagues and subsequent behaviors is still lacking in relevant research. Based on social comparison theory, this study explores how employees’ perceive relative qualification (PRQ) comparisons interact with perceived deservedness of comparison in triggering four social comparison emotions: schadenfreude, sympathy, benign envy and malicious envy. Furthermore, this study clarifies how these four social comparison emotions are linked to four different behavioral outcomes: knowledge hiding, helping behavior, advice seeking and social undermining.
This study takes the team as the context for social comparison and adopts a round-robin design method to collect data between employees and other team members. A total of 451 valid dyadic questionnaires were collected. The results show that: (1) When employees have high PRQ but think that the results are undeserved, they will increase their sympathy for the compared object and increase their helping behavior towards them; (2) When employees have low PRQ but think that the results are deserved, they will increase their benign envy towards the compared object and then increase their behavior of seeking advice from them; (3) When employees have low PRQ but think that the results are undeserved, they will increase their malicious envy towards the compared object and then increase their social undermining behavior towards them; (4) The PRQ social comparison between employees and colleagues will not affect schadenfreude emotion, but schadenfreude emotion will increase knowledge hiding behavior towards colleagues.

論文審定書.....................................................................................................................i 摘要................................................................................................................................ii ABSTRACT ................................................................................................................. iii 目錄............................................................................................................................... iv 圖次............................................................................................................................... vi 表次.............................................................................................................................. vii 第一章 緒論................................................................................................................. 1 第二章 文獻探討與假設............................................................................................. 6
第一節、知覺相對資歷的內涵與社會比較........................................................... 6 第二節、高知覺相對資歷與高知覺應得的交互作用對知識隱藏行為的影響: 幸災樂禍的中介效果............................................................................................... 7 第三節、高知覺相對資歷與低知覺應得的交互作用對助人行為的影響:同情 心的中介效果 ......................................................................................................... 10 第四節、低知覺相對資歷與高知覺應得的交互作用對向同事尋求建議的影 響:良性妒羨的中介效果 ..................................................................................... 12 第五節、低知覺相對資歷與低知覺應得的交互作用對社會破壞的影響:惡性 妒羨的中介效果 ..................................................................................................... 14
第三章 研究方法.......................................................................................................17
第一節、研究樣本與問卷發放程序 ..................................................................... 17 第二節、研究量表 ................................................................................................. 18 第三節、資料分析 ................................................................................................. 21
第四章 研究結果.......................................................................................................22
第一節、敘述性統計和相關係數分析 ................................................................. 22 第二節、驗證性因素分析 ..................................................................................... 22 第三節、假設檢定.................................................................................................24
第五章 討論與建議...................................................................................................30 第一節、研究發現與理論意涵 ............................................................................. 30
第二節、管理意涵 ................................................................................................. 32 第三節、研究限制與未來研究建議 ..................................................................... 33
參考文獻..................................................................................................................... 35 附錄............................................................................................................................. 40

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.
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干擾效果. 管理學 報, 36(3), 245-277.
山浦一保 (2022 年 6 月 14 日)。嫉妒同事一定不好嗎?心理學家:主管善用 「紅眼」負能量，能激勵團隊進步|經理人月刊。
商業週刊廣編企劃 (2021 年 12 月 7 日)。擁抱多元共融，為企業塑造差異化的 競爭力|商業週刊。
Anand, A., Centobelli, P., & Cerchione, R. (2020). Why should I share knowledge with others? A review-based framework on events leading to knowledge hiding. Journal of Organizational Change Management, 33(2), 379-399.
Boecker, L., Loschelder, D. D., & Topolinski, S. (2022). How individuals react emotionally to others’(mis) fortunes: A social comparison framework. Journal of personality and social psychology, 123(1), 55-83.
Brooks, A. W., Gino, F., & Schweitzer, M. E. (2015). Smart people ask for (my) advice: Seeking advice boosts perceptions of competence. Management Science, 61(6), 1421-1435.
Chen, C., Qin, X., Yam, K. C., & Wang, H. (2021). Empathy or schadenfreude? Exploring observers’ differential responses to abusive supervision. Journal of Business and Psychology, 36(6), 1077–1094.
Chen, C., Qin, X., Yam, K. C., & Wang, H. (2021). Empathy or schadenfreude? Exploring observers’ differential responses to abusive supervision. Journal of Business and Psychology, 36: 1077-1094.
Collins, R. L. (1996). For better or worse: The impact of upward social comparison on self-evaluations. Psychological bulletin, 119(1), 51-69.
Connelly, C. E., Zweig, D., Webster, J., & Trougakos, J. P. (2012). Knowledge hiding in organizations. Journal of organizational behavior, 33(1), 64-88.
Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social undermining in the workplace. Academy of management Journal, 45(2), 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.
Dutton, J. E., Workman, K. M., & Hardin, A. E. (2014). Compassion at Work. The Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 277–304.
Feather, N. T. (1999). Judgments of deservingness: Studies in the psychology of justice and achievement. Personality and Social Psychology Review, 3(2), 86- 107.
Feather, N. T., McKee, I. R., & Bekker, N. (2011). Deservingness and emotions: Testing a structural model that relates discrete emotions to the perceived deservingness of positive or negative outcomes. Motivation and Emotion, 35(1) 1-13.
Festinger, L. (1954). A theory of social comparison processes. Human Relations, 7(2), 117–140.
Ganegoda, D. B., & Bordia, P. (2019). I can be happy for you, but not all the time: A contingency model of envy and positive empathy in the workplace. Journal of Applied Psychology, 104(6), 776-795.
Gerber, J. P. (2020). Social comparison theory. Encyclopedia of personality and individual differences, 5004-5011.
Khan, M. H., & Noor, A. (2020). Does employee envy trigger the positive outcomes at workplace? A study of upward social comparison, envy and employee performance. Journal of Global Business Insights, 5(2), 169-188.
Lange, J., & Crusius, J. (2015a). Dispositional envy revisited: Unraveling the motivational dynamics of benign and malicious envy. Personality and social psychology bulletin, 41(2), 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(3), 453-472.
Lange, J., Weidman, A. C., & Crusius, J. (2018). The painful duality of envy: Evidence for an integrative theory and a meta-analysis on the relation of envy and schadenfreude. Journal of Personality and Social Psychology, 114(4), 572– 598.
Lee, H. W., Chi, N. W., Kim, Y. J., Lee, H., Lin, S. H., & Johnson, R. E. (2022). Leaders’ responses to receipt of proactive helping: Integrating theories of approach–avoidance and challenge–hindrance. Human Relations.
Lee, K., & Duffy, M. K. (2019). A Functional Model of Workplace Envy and Job Performance: When Do Employees Capitalize on Envy by Learning from Envied Targets? Academy of Management Journal, 62(4) 1085-1110.
Li, C.S., Liao, H. and Han, Y. (2021),I despise but also envy you: a dyadic investigation of perceived overqualification, perceived relative qualification, and knowledge hiding. Personnel Psychology, 75(1) 91-118.
Li, X., McAllister, D. J., Ilies, R., & Gloor, J. L. (2019). Schadenfreude: A counternormative observer response to workplace mistreatment. Academy of Management Review, 44(2), 360-376.
Liu, S., & Wang, M. (2012). Perceived overqualification: A review and recommendations for research and practice. The role of the economic crisis on occupational stress and well being, 10, 1-42.
Ma, Z., Song, L., & Huang, J. (2022). How peer abusive supervision affects sales employees’ customer knowledge hiding: the roles of rivalry and schadenfreude. Psychology Research and Behavior Management, 15: 1067-1083.
Marineau, J. E., Hood, A. C., & Labianca, G. J. (2018). Multiplex conflict: Examining the effects of overlapping task and relationship conflict on advice seeking in organizations. Journal of Business and Psychology, 33: 595-610.
Matta, F. K., & Van Dyne, L. (2020). Understanding the disparate behavioral consequences of LMX differentiation: The role of social comparison emotions. Academy of management review, 45(1), 154-180.
Menon, T., & Thompson, L. (2010). Envy at work. Harvard business review, 88(4), 74-79.
Pan, J., Zheng, X., Xu, H., Li, J., & Lam, C. K. (2021). What if my coworker builds a better LMX? The roles of envy and coworker pride for the relationships of LMX social comparison with learning and undermining. Journal of Organizational Behavior, 42(9), 1144–1167.
Qiao, Y., Zhang, Z., & Jia, M. (2021). Their pain, our pleasure: How and when peer abusive supervision leads to third parties’ schadenfreude and work engagement. Journal of Business Ethics, 169(4), 695-711.
Roberson, Q., & Perry, J. L. (2022). Inclusive leadership in thought and action: A thematic analysis. Group & Organization Management, 47(4), 755-778.
Serenko, A., & Bontis, N. (2016). Understanding counterproductive knowledge behavior: antecedents and consequences of intra-organizational knowledge hiding. Journal of knowledge management, 20(6), 1199-1224.
Smith, R. H. (2000). Assimilative and contrastive emotional reactions to upward and downward social comparisons. Handbook of social comparison: Theory and research, 173-200.
Spence, J. R., Ferris, D. L., Brown, D. J., & Heller, D. (2011). Understanding daily citizenship behaviors: A social comparison perspective. Journal of Organizational Behavior, 32(4), 547-571.
Sun, J., Li, W. D., Li, Y., Liden, R. C., Li, S., & Zhang, X. (2021). Unintended consequences of being proactive? Linking proactive personality to coworker envy, helping, and undermining, and the moderating role of prosocial motivation. Journal of Applied Psychology, 106(2), 250-267.
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.
VanderZee, K., Buunk, B., & Sanderman, R. (1996). The relationship between social comparison processes and personality. Personality and Individual
differences, 20(5), 551-565.
Van Dijk, W. W., Goslinga, S., & Ouwerkerk, J. W. (2008). Impact of responsibility for a misfortune on schadenfreude and sympathy: Further evidence. The Journal of Social Psychology, 148(5), 631-636.
Van Dijk, W. W., Ouwerkerk, J. W., & Goslinga, S. (2009). The impact of deservingness on schadenfreude and sympathy: Further evidence. The Journal of Social Psychology, 149(3), 390-392.
Van Dijk, W. W., Ouwerkerk, J. W., Goslinga, S., Nieweg, M., & Gallucci, M. (2006). When people fall from grace: reconsidering the role of envy in Schadenfreude. Emotion, 6(1), 156-160.
Van Dijk, W. W., Ouwerkerk, J. W., Smith, R. H., & Cikara, M. (2015). The role of self-evaluation and envy in schadenfreude. European Review of Social Psychology, 26(1), 247-282.
Westman, M., & Vinokur, A. D. (1998). Unraveling the relationship of distress levels within couples: Common stressors, empathic reactions, or crossover via social interaction?. Human relations, 51(2), 137-156.
Wills, T. A. (1981). Downward comparison principles in social psychology. Psychological Bulletin, 90(2), 245–271.
Wu, I. H., & Chi, N. W. (2020). The journey to leave: Understanding the roles of perceived ease of movement, proactive personality, and person-organization fit in overqualified employees’ job searching process. Journal of Organizational Behavior, 41, 851-870.
Zhao, L., Zhao, S., Zeng, H., & Bai, J. (2021). To share or not to share? A moderated mediation model of the relationship between perceived overqualification and knowledge sharing. Baltic Journal of Management, 16(5), 681-698.