東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

Constructive and Destructive Employe...

Gallagher, Erin Colleen.

FindBook

Google Book

Amazon

博客來

Constructive and Destructive Employee Responses to Envy at Work: The Role of (In)justice and Core Self Evaluations.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Constructive and Destructive Employee Responses to Envy at Work: The Role of (In)justice and Core Self Evaluations./
作者:	Gallagher, Erin Colleen.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2013,
面頁冊數:	187 p.
附註:	Source: Dissertations Abstracts International, Volume: 75-07, Section: B.
Contained By:	Dissertations Abstracts International75-07B.
標題:	Psychology. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3604534
ISBN:	9781303602696

Constructive and Destructive Employee Responses to Envy at Work: The Role of (In)justice and Core Self Evaluations.
Gallagher, Erin Colleen.

Constructive and Destructive Employee Responses to Envy at Work: The Role of (In)justice and Core Self Evaluations. - Ann Arbor : ProQuest Dissertations & Theses, 2013 - 187 p.

Source: Dissertations Abstracts International, Volume: 75-07, Section: B.

Thesis (Ph.D.)--University of Nebraska at Omaha, 2013.

This item must not be sold to any third party vendors.

Envy is a pervasive emotion in the workplace, often resulting in negative outcomes. Utilizing social comparison and self-evaluation maintenance theories and an organizational (in)justice framework, the objective of this study was to determine whether differences in constructive and destructive workplace behaviors occur as a function of two alternative episodic envy forms, malicious and benign, and if core self-evaluations moderate these relationships. Differences between justice (adherence to rules and policies) and injustice (violation of rules and policies) perceptions were also examined. Currently and previously employed adults (N = 237) provided a narrative of a recalled workplace event in which they experienced envy and completed online measures assessing (in)justice perceptions, malicious and benign episodic envy, and core self-evaluations. Hypotheses were tested using structural equation modeling. The episodic envy experience, malicious or benign, and behavioral responses, constructive or destructive, varied as a function of (in)justice perceptions: low justice or high injustice led to malicious episodic envy and destructive behaviors, whereas high justice or (to a lesser extent) low injustice led to benign episodic envy, constructive behaviors and decreased destructive behaviors. Additionally, malicious episodic envy led to passive and/or active disengagement from work and the envied individual. Qualitative analyses revealed negative feelings accompanied both episodic envy types, even when feelings towards the envied person were positive. To the extent that these findings reflect direct and indirect effects, they provide insight to the various responses to workplace episodic envy and support for negative emotional experiences having positive outcomes. Differences in (in)justice perceptions support anecdotal evidence that individuals react to injustice in a manner distinct from justice. Understanding the situational nuances influencing whether those who experience episodic envy will respond in a constructive or destructive manner can assist companies in helping employees cope with envy-provoking situations, which are frequent events in work environments. In turn, companies can use this information to minimize malicious envy and its negative outcomes and promote benign envy and its positive and constructive outcomes, optimizing employee and organizational performance.

ISBN: 9781303602696Subjects--Topical Terms:

519075
Psychology.
Subjects--Index Terms:

Core self evaluations

Constructive and Destructive Employee Responses to Envy at Work: The Role of (In)justice and Core Self Evaluations.
LDR:03677nmm a2200385 4500 001 2198544
005 20200810100013.5
008 200831s2013 ||||||||||||||||| ||eng d
020 $a 9781303602696
035 $a (MiAaPQ)AAI3604534
035 $a (MiAaPQ)unomaha:10573
035 $a AAI3604534
040 $a MiAaPQ $c MiAaPQ
100 1 $a Gallagher, Erin Colleen. $3 3424012
245 1 0 $a Constructive and Destructive Employee Responses to Envy at Work: The Role of (In)justice and Core Self Evaluations.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2013
300 $a 187 p.
500 $a Source: Dissertations Abstracts International, Volume: 75-07, Section: B.
500 $a Publisher info.: Dissertation/Thesis.
500 $a Advisor: Harrison, Wayne.
502 $a Thesis (Ph.D.)--University of Nebraska at Omaha, 2013.
506 $a This item must not be sold to any third party vendors.
520 $a Envy is a pervasive emotion in the workplace, often resulting in negative outcomes. Utilizing social comparison and self-evaluation maintenance theories and an organizational (in)justice framework, the objective of this study was to determine whether differences in constructive and destructive workplace behaviors occur as a function of two alternative episodic envy forms, malicious and benign, and if core self-evaluations moderate these relationships. Differences between justice (adherence to rules and policies) and injustice (violation of rules and policies) perceptions were also examined. Currently and previously employed adults (N = 237) provided a narrative of a recalled workplace event in which they experienced envy and completed online measures assessing (in)justice perceptions, malicious and benign episodic envy, and core self-evaluations. Hypotheses were tested using structural equation modeling. The episodic envy experience, malicious or benign, and behavioral responses, constructive or destructive, varied as a function of (in)justice perceptions: low justice or high injustice led to malicious episodic envy and destructive behaviors, whereas high justice or (to a lesser extent) low injustice led to benign episodic envy, constructive behaviors and decreased destructive behaviors. Additionally, malicious episodic envy led to passive and/or active disengagement from work and the envied individual. Qualitative analyses revealed negative feelings accompanied both episodic envy types, even when feelings towards the envied person were positive. To the extent that these findings reflect direct and indirect effects, they provide insight to the various responses to workplace episodic envy and support for negative emotional experiences having positive outcomes. Differences in (in)justice perceptions support anecdotal evidence that individuals react to injustice in a manner distinct from justice. Understanding the situational nuances influencing whether those who experience episodic envy will respond in a constructive or destructive manner can assist companies in helping employees cope with envy-provoking situations, which are frequent events in work environments. In turn, companies can use this information to minimize malicious envy and its negative outcomes and promote benign envy and its positive and constructive outcomes, optimizing employee and organizational performance.
590 $a School code: 1060.
650 4 $a Psychology. $3 519075
650 4 $a Occupational psychology. $3 2122852
653 $a Core self evaluations
653 $a Deviance
653 $a Envy
653 $a Justice
653 $a Social comparison
690 $a 0621
690 $a 0624
710 2 $a University of Nebraska at Omaha. $b Psychology. $3 1263887
773 0 $t Dissertations Abstracts International $g 75-07B.
790 $a 1060
791 $a Ph.D.
792 $a 2013
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3604534