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Yıldız S, Üngüren E, Tekin ÖA, Derman E. Exploring the Interplay of Competition and Justice: A Moderated Mediation Model of Competitive Psychological Climate, Workplace Envy, Interpersonal Citizenship Behavior, and Organizational Justice. Behav Sci (Basel) 2023; 14:5. [PMID: 38275347 PMCID: PMC10812644 DOI: 10.3390/bs14010005] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/09/2023] [Revised: 12/14/2023] [Accepted: 12/19/2023] [Indexed: 01/27/2024] Open
Abstract
The competitive psychological environment that arises within an organization is widely recognized as a crucial factor impacting employee performance and, indirectly, overall business productivity. Nonetheless, mishandling this environment can result in unforeseen challenges. Thus, a moderated mediation model was employed in this study to ascertain the adverse effects of competitive psychological climate and how to mitigate said effects. Data were collected via a survey of 523 employees of four- and five-star accommodation establishments in Alanya and Manavgat using convenience sampling. This study revealed that a competitive work environment leads to increased workplace envy, which adversely affects interpersonal citizenship behavior. Additionally, it was discovered that workplace envy mediates the effects of competitive climate on interpersonal citizenship behavior. The negative impact of competitive psychological climate on workplace envy and interpersonal citizenship behavior is mitigated by organizational justice. This study's results offer significant contributions to both theoretical and practical understandings of the potential effects of competitive psychological climate and how to handle them.
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Affiliation(s)
- Sevcan Yıldız
- Department of Tourism and Travel Services, Social Sciences Vocational School, Akdeniz University, Antalya 07600, Turkey;
| | - Engin Üngüren
- Department of Business Management, Faculty of Economics, Administrative and Social Sciences, Alanya Alaaddin Keykubat University, Antalya 07450, Turkey;
| | - Ömer Akgün Tekin
- Department of Gastronomy and Culinary Arts, Manavgat Faculty of Tourism, Akdeniz University, Antalya 07600, Turkey
| | - Engin Derman
- Department of Tourism Guidance, Manavgat Faculty of Tourism, Akdeniz University, Antalya 07600, Turkey
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Ahmad R, Ishaq MI. Envy: definitions, approaches and implications. SERVICE INDUSTRIES JOURNAL 2023. [DOI: 10.1080/02642069.2023.2169278] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/30/2023]
Affiliation(s)
- Rehan Ahmad
- Department of Management Sciences, Imperial College of Business Studies Lahore, Lahore, Pakistan
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González-Navarro P, Llinares-Insa LI, Zurriaga-Lloréns R. Development and validation of the Work Envy Appraisal Scale (WEAS) for Spanish workers. Heliyon 2023; 9:e13097. [PMID: 36747930 PMCID: PMC9898746 DOI: 10.1016/j.heliyon.2023.e13097] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/08/2022] [Revised: 12/22/2022] [Accepted: 01/16/2023] [Indexed: 01/21/2023] Open
Abstract
Envy is an important emotion that affects workers' behavior and performance. Instruments to measure envy are available, but new scales are needed for the analysis of work envy that include appraisals of challenge (benign envy) and threat (malicious envy). Based on Lazarus and Folkman's theory, the objective of this study is to develop and validate the Work Envy Appraisal Scale (WEAS) for Spanish workers. It had been carried out in two studies; in the first study, the scale was constructed and its dimensions were analyzed with a sample of 100 Spanish workers (sample 1). In the second study, the scale was validated and its psychometric properties were analyzed (sample 2, N = 219; sample 3, N = 532). The results of exploratory, confirmatory, and multigroup factor analysis showed good indices of fit for the two-factor structure. Moreover, the results showed adequate convergent and discriminant validity. Furthermore, our findings indicated that the scale is a reliable and valid instrument for measuring envy at work. This way of measuring envy at work (discerning its challenge and threat appraisal) makes it possible to find answers to some recurrent research questions (e.g. social desirability issues, the confusion of envy with other topics, etc.) and can facilitate reliable research on envy at work.
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Affiliation(s)
- Pilar González-Navarro
- Research Institute of Personnel Psychology, Organizational Development and Quality of Working Life (IDOCAL), Universitat de València, Spain
| | | | - Rosario Zurriaga-Lloréns
- Research Institute of Personnel Psychology, Organizational Development and Quality of Working Life (IDOCAL), Universitat de València, Spain
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Chen ST, Haga KYA. The influence of differential leadership and proactive personality on employee in-role performance: An integrated model. Front Psychol 2022; 13:978495. [PMID: 36619128 PMCID: PMC9815459 DOI: 10.3389/fpsyg.2022.978495] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/26/2022] [Accepted: 11/29/2022] [Indexed: 12/24/2022] Open
Abstract
Purpose Differential leadership does not necessarily bring only negative effects, as it may also become an incentive management strategy. This study explores whether outsiders can actively become insiders through proactive personality traits, or whether they can actively approach resource controllers to remove obstacles at work and enhance their performance in a Chinese cultural setting. Methodology A stratified random sampling method was used. The sample objects were medical staff from hospitals in the six urban districts of Beijing. In 2021, a total of 900 online questionnaires were distributed. 524 valid questionnaires were recovered. Main findings The results show that differential leadership, defined as favoritism towards insiders and prejudice against outsiders, can cause changes in employees' sense of organizational justice and in-role performance. Meanwhile, by introducing 'proactive personality' as an independent variable that also acts as a moderator, our study confirms that, under differential leadership, employees with a proactive personality can actively improve situational barriers and have better work performance. Implications/applications Our research offers managers the following advice: First, it is better to look not only at relationships, but also to understand an employee's personality characteristics, whether it has a superficial or deep role at work, in order to reduce the turnover rate and to raise productivity. Second, it is important to teach employees to serve customers with a sincere appreciation of their point of view, rather than focusing on presenting an outward appearance of friendliness. Novelty/originality This paper contributes to the theory of proactive personality, emotional labor, and differential leadership. Contrary to previous studies, our research has used 'proactive personality' as both a distractor and a predictor at the same time. Also, insiders favored by leaders are not found to perform better at work.
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Affiliation(s)
- Sze-Ting Chen
- DPU-CIC (Chinese International College - Dhurakij Pundit University), Bangkok, Thailand,*Correspondence: Sze-Ting Chen,
| | - Kai Yin Allison Haga
- International Master Program in Asia-Pacific Affairs, College of Social Sciences, National Sun Yat-sen University, Kaohsiung, Taiwan
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Zhang H, Sun S, Xu H, Zhao C. Detrimental Effect of the Characteristic-Human-Capital-Inputs-Based Horizontal Pay Dispersion on Team Member Work Role Performance via Employee Benign and Malicious Envy: An Evidence from China. Psychol Res Behav Manag 2022; 15:3097-3116. [PMID: 36304736 PMCID: PMC9595064 DOI: 10.2147/prbm.s383969] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/27/2022] [Accepted: 10/13/2022] [Indexed: 11/06/2022] Open
Abstract
Purpose Pay for employee characteristic human capital inputs, which results in part of horizontal pay dispersion (HPD) and is well acknowledged by organizations and employees, has been greatly ignored by scholars. This study proposes “the characteristic-human-capital-inputs-based HPD” and explores what impact it tends to exert on team member work role performance (TMWRP), why, and when. Drawing on social comparison theory, goal-setting theory, and self-regulatory depletion theory, we develop a dual-mediation model elaborating the detrimental effect of this type of HPD on TMWRP from the perspective of employee benign and malicious envy and test it using objective and subjective data of 364 members coming from 65 Chinese ordinary employee teams. Methods We on-site collected objective data including each member’s pay level, outcome performance, and characteristic human capital inputs. Using five-point Likert rating method, team supervisors were requested to evaluate each member’s TMWRP and members were asked to self-rate benign and malicious envy. Hierarchical regression analysis, simple slope analysis, and bootstrapping approach were employed to verify the model. Results The characteristic-human-capital-inputs-based HPD adversely affects TMWRP by reducing employee benign envy (the mediating effect=−0.053, 95% CI=[−0.111, −0.002], excluding 0) and enhancing employee malicious envy (the mediating effect=−0.025, 95% CI=[−0.059, −0.004], excluding 0). The positive linkage between employee benign envy and TMWRP is only observed in lower-paid employees (the simple slope=0.145, p<0.05). Employee pay level does not moderate the relationship between malicious envy and TMWRP (β=−0.033, p>0.10). Conclusion The characteristic-human-capital-inputs-based HPD, which involves the HPD part mainly resulting from employee differences in characteristic human capital inputs, tends to impair TMWRP through inhibiting employee benign envy and promoting employee malicious envy. Employee pay level is an important boundary condition constraining the positive effect of benign envy on TMWRP.
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Affiliation(s)
- Haiyan Zhang
- Business School, Jiangsu Normal University, Xuzhou, People’s Republic of China
| | - Shuwei Sun
- School of Mathematics and Statistics, Xuzhou University of Technology, Xuzhou, People’s Republic of China,Correspondence: Shuwei Sun, School of Mathematics and Statistics, Xuzhou University of Technology, No. 2 Lishui Road, Yunlong, Xuzhou, 221111, People’s Republic of China, Tel +86 15996963525, Fax +86 051683105396, Email
| | - Han Xu
- Business School, Jiangsu Normal University, Xuzhou, People’s Republic of China
| | - Chuyu Zhao
- Business School, Jiangsu Normal University, Xuzhou, People’s Republic of China
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Srivastava S, Pathak D, Singh LB, Verma S. Do self-esteem and ethical leadership dampens Machiavellianism–effectiveness relationship: a parallel mediation approach. JOURNAL OF MANAGEMENT DEVELOPMENT 2022. [DOI: 10.1108/jmd-03-2021-0093] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe present paper intends to study the relationship between Machiavellianism and effectiveness. It investigates the parallel mediating effects of self-esteem and ethical leadership on Machiavellianism and leader effectiveness.Design/methodology/approachThe study was administered to 260 managers from the banking sector. Statistical tools, like descriptive statistics, Pearson product moment correlation, reliability analysis, validity analysis and parallel-mediated regression analysis, were used to analyze the data. Drawing from the conservation of resource (COR) theory, a parallel mediation model was empirically tested.FindingsThe study found a negative association between Machiavellianism and leader effectiveness, and the parallel mediating impact of self-esteem and ethical leadership reduced the impact of Machiavellianism on leader effectiveness.Practical implicationsThe work suggests that the banking sector leaders can adapt ethical behaviors to create positive leader–member relations contributing to increased organizational efficiency and productivity.Originality/valueThe unique contribution of the study includes determining the mediating roles of self-esteem and ethical leadership, especially in the Indian context. Despite the availability of past studies on the constructs, the studies on the parallel mediating relationship between Machiavellianism and effectiveness was limited.
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Tariq HMB, Mahmood A, Ahmad A, Khan M, Murtaza SA, Ali AA, Molnár E. Span of Supervision and Repercussions of Envy: The Moderating Role of Meaningful Work. Front Psychol 2022; 12:774688. [PMID: 35058845 PMCID: PMC8764195 DOI: 10.3389/fpsyg.2021.774688] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/12/2021] [Accepted: 11/29/2021] [Indexed: 11/13/2022] Open
Abstract
Though the current research stream has provided some risk factors for envy at the workplace, little is still known about the drivers and consequences of envy. Based on Vecchio's theory, this study investigates the ripple effect of the span of supervision on envy. Moreover, it sheds light on the moderating role of meaningful work in their relationship. The data comprising sample size 439 were collected from confrères of four fast food companies listed on the Stock Exchange of Pakistan. Partial Least Square Structural Equation Modeling (PLS-SEM) technique was implemented through SmartPLS 3.3.2 to analyze the measurement and structural relationships. The results demonstrate that a narrow span of supervision will increase work engagement, and reduce instigated incivility via decreasing envy and resource depletion in sequence. Moreover, meaningful work would help regulate the inimical stream of dénouement of envy. Theoretical and practical implications, along with the limitations and future directions, have also been discussed.
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Affiliation(s)
| | - Asif Mahmood
- Department of Business Studies, Namal Institute, Mianwali, Pakistan
| | - Ayyaz Ahmad
- Institute of Quality and Technology Management, University of the Punjab, Lahore, Pakistan
| | - Maria Khan
- Institute of Business and Management, University of Engineering and Technology, Lahore, Pakistan
| | - Shah Ali Murtaza
- Institute of Management and Organizational Sciences, University of Debrecen, Debrecen, Hungary
| | - Asif Arshad Ali
- Institute of Quality and Technology Management, University of the Punjab, Lahore, Pakistan
| | - Edina Molnár
- Institute of Management and Organizational Sciences, University of Debrecen, Debrecen, Hungary
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Zhang SE, Wu H, Wang XH, Zhao CX, Sun T, Cao DP. Impact of a Chaxu Atmosphere on Nurses' Organizational Responsibility behavior-The Mediating Roles of Envy and Silence. Psychol Res Behav Manag 2021; 14:1187-1200. [PMID: 34408506 PMCID: PMC8364392 DOI: 10.2147/prbm.s318254] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/04/2021] [Accepted: 07/23/2021] [Indexed: 11/25/2022] Open
Abstract
Background Chaxu atmosphere refers to the degree of differences, like the ripple effects in water, of the association between group members and the leader of the group resource. Unlike Western culture, China’s nurses have been working in Chaxu atmosphere, which may boost their negative emotion and influence their workplace behavior. Purpose This study aimed to clarify the chain-mediating role of envy and silence in the association between Chaxu atmosphere and organizational responsibility behavior. Methods A cross-sectional online survey was conducted, and a multistage stratified sampling method was employed to collect data. The study was conducted from September to October 2020 in China. Totally, 1740 nurses were recruited, and 1221 valid responses were collected. Socio-demographic factors, Chaxu atmosphere, employee envy, employee silence, and organizational responsibility behavior were assessed using questionnaires that included the Chaxu Atmosphere Scale, Employee Envy Scale, Employee Silence Scale, and Organizational Responsibility Behavior Scale. Hierarchical multiple regression was used to identify clusters of interrelationships among Chaxu atmosphere, envy, silence, and organizational responsibility behavior in nursing settings. Results Though the Chaxu atmosphere did not directly influence the organizational responsibility behavior of Chinese nurses, its effect is mediated by a chain of envy and silence. First, Chaxu atmosphere evoked envy in the nurses (β=−0.040, P<0.001), thereby leading to decreased organizational responsibility behavior. Second, the Chaxu atmosphere promoted silence toward organizational issues (β=−0.057, P<0.001), resulting in decreased organizational responsibility behavior. Third, the Chaxu atmosphere evoked envy in the nurses, which contributed to the formation of silence (β=−0.025, P<0.001), resulting in a further decrease in organizational responsibility behavior. Conclusion Nurses working in a high-level Chaxu atmosphere are prone to remaining silent on critical organizational issues due to increased envy, which subsequently reduces their organizational responsibility behavior. A better understanding of the association between the Chaxu atmosphere and workplace behavior will help nursing managers to foster harmonious relationships between nurses and their teams and to improve each individual’s organizational responsibility behavior
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Affiliation(s)
- Shu-E Zhang
- Department of Health Management, School of Health Management, Harbin Medical University, Harbin, 150081, People's Republic of China
| | - Hui Wu
- Department of Social Medicine, School of Public Health, China Medical University, Shenyang, 110122, People's Republic of China
| | - Xiao-He Wang
- Department of Health Management to School of Medicine, Hang Zhou Normal University, Hangzhou, 311121, People's Republic of China
| | - Chen-Xi Zhao
- Department of Health Management, School of Health Management, Harbin Medical University, Harbin, 150081, People's Republic of China
| | - Tao Sun
- Department of Health Management to School of Medicine, Hang Zhou Normal University, Hangzhou, 311121, People's Republic of China
| | - De-Pin Cao
- Department of Health Management, School of Health Management, Harbin Medical University, Harbin, 150081, People's Republic of China
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The antecedents and consequences of workplace envy: A meta-analytic review. ASIA PACIFIC JOURNAL OF MANAGEMENT 2021. [DOI: 10.1007/s10490-021-09772-y] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/01/2023]
Abstract
AbstractExtensive research has been conducted into the antecedents and consequences of workplace envy, but there have been limited meta-analytic reviews. This meta-analysis draws on social comparison theory to examine studies of envy in the workplace and develop a comprehensive model of the antecedents and consequences of workplace envy. We reconcile the divergent findings in the literature by building a model of three types of workplace envy that distinguishes between episodic, dispositional, and general envy. The results suggest that individual differences (e.g., narcissism, neuroticism), organizational contexts (e.g., competition, position), and social desirability are predictors of workplace envy. They also reveal that workplace envy is related to organizational citizenship behaviors (OCBs), negative behaviors (e.g., ostracism, social undermining), negative emotions, organizational perceptions (i.e., engagement, satisfaction), turnover intentions, and moral disengagement. We test the moderating roles of envy types, measurement approaches, and causal directions. The results reveal that these moderators have little differences, and that some variables (e.g., self-esteem, fairness) may be both antecedents and consequences of workplace envy. Finally, we suggest that future research into workplace envy should investigate contextual predictors and moderators of the social comparison process that triggers envy. This meta-analysis can serve as a foundation for future research into workplace envy.
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Duffy MK, Lee K, Adair EA. Workplace Envy. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2021. [DOI: 10.1146/annurev-orgpsych-012420-055746] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
In the past 20 years, there has been a growing interest in the phenomenon of workplace envy. This article provides an overarching review and analysis of the workplace envy literature. We first consider conceptual and measurement challenges facing envy researchers. We then review the current knowledge base in the research with a focus on synthesizing what we have learned regarding workplace envy's transmutations, highlighting directions for future research. We explore two relatively understudied areas in the envy literature—antecedents of envy and the experience of being envied. We discuss methodologies used in the literature to study envy and outcomes and conclude with a focus on cross-cultural and practical implications.
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Affiliation(s)
- Michelle K. Duffy
- Carlson School of Management, University of Minnesota, Minneapolis, Minnesota 55455, USA;,
| | - KiYoung Lee
- School of Business, Yonsei University, Seoul 03722, Korea
| | - Elizabeth A. Adair
- Carlson School of Management, University of Minnesota, Minneapolis, Minnesota 55455, USA;,
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Awee A, Mohsin FH, Mohamed Makhbul ZK. THE FACTORS WHY PEOPLE EXERT LESS: THE RELATIONSHIP BETWEEN WORKPLACE ENVY AND SOCIAL LOAFING MODERATED BY SELF-ESTEEM. INTERNATIONAL JOURNAL OF MANAGEMENT STUDIES 2020. [DOI: 10.32890/ijms.27.2.2020.7523] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
The aim of this paper is to link envy at the workplace to social loafing and to examine the role of self-esteem in moderating this relationship. Data was collected via a survey questionnaire from 393 employees working in public and private organizations in Malaysia. Partial least squares-structural equation modeling (PLS-SEM) was used to test the hypotheses. The results show that the higher the degree of workplace envy encountered, the higher the inclination for members to exert less effort while working in a team (social loafing), and this relationship is moderated by self-esteem. In addition, it is found that the relationship is better for low self-esteem workers relative to those high in self-esteem. In terms of workplace envy and avoidance of social loafing, the research provides important implications. Organizations should etablish a supportive workplace that encourages employees to be more involved and practice openness and give continued support. In a team culture especially, managers must play an active role by paying attention and being more sensitive towards circumstances that induce feelings of envy at work. By implementing a proper system and control, tendency towards workplace envy and social loafing can be mimimized.
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Affiliation(s)
- Azeyan Awee
- Faculty of Business and Finance, Universiti Tunku Abdul Rahman (Perak Campus)
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González-Navarro P, Zurriaga-Llorens R, Tosin Olateju A, Llinares-Insa LI. Envy and Counterproductive Work Behavior: The Moderation Role of Leadership in Public and Private Organizations. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2018; 15:ijerph15071455. [PMID: 29996531 PMCID: PMC6068656 DOI: 10.3390/ijerph15071455] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/22/2018] [Revised: 06/21/2018] [Accepted: 07/05/2018] [Indexed: 12/02/2022]
Abstract
Envy is a frequent emotion in work contexts where there is strong competition for resources and the leader is the person who manages them. When employees feel envy, they are likely to use counterproductive work behaviors (CWB), but the use of these behaviors may differ depending on the organization’s ownership. The goal of this study is to develop and test a model for the moderating role of Leader Member Exchange (LMX) in the relationship between envy and CWB in public and private organizations. The study design was cross-sectional. Data were collected from 225 Spanish employees in public and private organizations and analyzed using Path Analysis techniques. Results showed that envy was positively related to CWB, and that LMX was a significant moderator in the relationship between envy and CWB in public organizations, but not in private ones. However, this relationship is positive with high LMX, but less than in subjects with low LMX. Findings provide empirical support for the hypothesized conceptual model. This study is one of the first to explore LMX as a moderator of the relationship between envy and CWB. Thus, this study adds value to previous social exchange studies on LMX by integrating emotion research into the context of an exchange-based relationship. Our findings lead to several practical implications for creating healthy organizations.
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Affiliation(s)
- Pilar González-Navarro
- Research Institute of Personnel Psychology, Organizational Development and Quality of Working Life (IDOCAL), University of Valencia, Valencia 46010, Spain.
| | - Rosario Zurriaga-Llorens
- Research Institute of Personnel Psychology, Organizational Development and Quality of Working Life (IDOCAL), University of Valencia, Valencia 46010, Spain.
| | - Adekunle Tosin Olateju
- Department of Psychology, College of Science, University of Canterbury, Canterbury 8041, New Zealand.
| | - Lucía I Llinares-Insa
- Department of Social Psychology, Faculty of Psychology, University of Valencia, Valencia 46010, Spain.
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