You Don’t Actually Want to Get Closer to the Star: How LMX Leads to Workplace Ostracism

High-quality leader-member exchange (LMX) is commonly seen as beneficial to employees. However, this is not always the case in the eyes of other members of the same team. Based on social comparison theory, we propose that members who have high-quality LMX relationships with team leaders might face workplace ostracism through being envied by other members of the same team. Further, we hypothesize that this indirect influence is mitigated by the high-quality LMX member’s agreeableness. Based on data from 196 employees, we found that though ostensibly LMX quality directly led to less workplace ostracism, it had a positive effect on workplace ostracism through being envied by other team members, and agreeableness buffered this indirect positive effect. Theoretical and managerial implications are discussed.     

How being envied shapes tourists’ relationships with luxury brands: A dual-mediation model

Positive reviews of luxury brands on social media provide tourists with an opportunity for self-presentation. Recent studies have suggested that these reviews can easily trigger envy in receivers, yet few studies have discussed the effect of envy on review writers. This research examined the effects of review writers’ perceptions of being envied on their relationships with the luxury brands they shared on social media. The results of three experiments in vacation scenarios showed that writers were more likely to feel pride (anxiety) when they were benignly (maliciously) envied, eliciting a stronger (weaker) self-brand connection. Moreover, social tie strength played a moderating role. The effect of being envied was stronger when writers and receivers had strong (vs. weak) ties. Our findings provide luxury brand managers with managerial insights into content customization and platform selection in buzz marketing strategies.     

The antecedents and consequences of being envied by coworkers: An investigation from the victim perspective

This study focused on the victims of coworker envy and presented a comprehensive model of being envied by coworkers to explore its antecedents and consequences in the hospitality context. Based on a sample of 232 employee-supervisor dyads in five Chinese hotels, we found that competitive goal interdependence fostered coworker envy, whereas cooperative goal interdependence prevented it. Further, the experience of being envied by coworkers undermined the frontline hospitality employees’ social exchange relationship with coworkers. This in turn prevented them from engaging in organizational citizenship behavior directed at their organizations (OCBO) and specific individuals (OCBI) such as organization members. In addition, envied employees’ others’ approval of the contingent self-esteem was found to strengthen (1) the direct effect of being envied by coworkers on coworker exchange and (2) the indirect effect of being envied by coworkers on OCBO and OCBI via coworker exchange.