“妒能”如何变成“赋能”：职场妒忌对工作绩效的影响

职场妒忌是工作中非常普遍的现象，以往研究主要聚焦在职场妒忌的“阴暗面”，却未能对其积极效应给予足够的关注。基于自我一致性理论，并结合Arnold的行动序列作为整体逻辑，探讨了职场妒忌与工作绩效的内在作用机制。研究结果表明：职场妒忌对工作绩效具有显著的正向影响；内在动机与观察性学习分别在职场妒忌对工作绩效的影响中起部分中介作用；内在动机与观察性学习在职场妒忌与工作绩效之间存在链式的中介作用；职场友谊对“职场妒忌内在动机观察性学习工作绩效”这一链式中介路径起调节作用，即职场友谊越高，职场妒忌对内在动机的正向作用越强，内在动机与观察性学习在职场妒忌与工作绩效之间的链式中介作用越强。

How Does “Envy” Change into “Empowerment”: The Influence of Workplace Envy on Job Performance

Workplace envy is a very common phenomenon at work. Previous studies focused on the “dark side” of workplace envy, but failed to pay enough attention to the positive effects of workplace envy. Based on the self-consistency theory and combined with Arnold’s action sequence as a whole logic, the paper discusses the internal mechanism of workplace envy and job performance. The results show that : workplace envy has a significant positive impact on job performance; intrinsic motivation and observational learning respectively play a part of mediating role in the influence of workplace envy on job performance; there is a chain of mediating effect between intrinsic motivation and observational learning, between workplace envy and job performance; workplace friendship plays a moderating role in the chain mediation path of “workplace envy-intrinsic motivation-observational learning-job performance”, that is, the higher the workplace friendship is, the stronger the positive effect of workplace envy on intrinsic motivation, and the stronger the chain mediation effect between intrinsic motivation and observational learning and job performance.