scholarly journals Does employee envy trigger the positive outcomes at workplace? A study of upward social comparison, envy and employee performance

2020 ◽  
Vol 5 (2) ◽  
pp. 169-188
Author(s):  
Muhammad Haris Khan ◽  
Ayesha Noor
Keyword(s):  
Social Comparison ◽  
Organizational Support ◽  
Employee Performance ◽  
Cross Sectional ◽  
Malicious Envy ◽  
Benign Envy ◽  
Upward Social Comparison ◽  
Moderating Role ◽  
Survey Questionnaires

The purpose of this research was to investigate the outcomes of envy in the workplace and the moderating role of perceived organizational support. Data was collected from 270 employees of the telecom industry. The cross-sectional research was conducted, and the data was collected through survey questionnaires from employees hailing from private Telecom companies in Pakistan. Results showed that upward social comparison initiates benign and malicious envy which, in turn, affects employee performance. Benign envy results in enhancing the employee performance whereas malicious envy shows no relationship with employee performance. By paying attention to supporting the employees, malicious envy can enhance employee performance.

scholarly journals Influence of Group Identification on Malicious and Benign Envy: A Cross-Sectional Developmental Study

2021 ◽  
Vol 12 ◽  
Author(s):  
Elena Gaviria ◽  
Laura Quintanilla ◽  
María José Navas
Keyword(s):  
Social Comparison ◽  
Group Identification ◽  
Developmental Study ◽  
Cross Sectional ◽  
Negative Image ◽  
Malicious Envy ◽  
Emotional Display ◽  
Benign Envy ◽  
Upward Social Comparison

Envy is the result of a social comparison that shows us a negative image of ourselves. The present study addresses the effect of the context of group comparison and group identification on children's expression of this emotion. Through different stories, participants aged between 6 and 11 years were exposed to four contexts of upward social comparison in which they had to adopt the role of the disadvantaged character. From their emotional responses and their decisions in a resource allocation task, three response profiles were created: malicious envy, benign envy, and non-envy. Although we found important differences between verbal and behavioral responses, the results showed greater envy, both malicious and benign, when the envied was an out-group. On the other hand, when the envied belonged to the in-group and competed with a member of the out-group, malicious but not benign envy practically disappeared. With age, envious responses decreased, and non-envious responses increased. The role of social identity in the promotion and inhibition of envy is discussed, as well as the acquisition of emotional display rules in the benign envy and non-envy profiles.

scholarly journals Determinants of Organizational Performance: A Case of Punjab Police

2016 ◽  
Vol 3 (2) ◽  
pp. 50
Author(s):  
Hood Laeeq ◽  
Arfan Shahzad ◽  
Subramaniam Sri Ramalu ◽  
Muhammad Fareed
Keyword(s):  
Organizational Performance ◽  
Organizational Support ◽  
Moderating Effect ◽  
The State ◽  
The Political ◽  
Security Issues ◽  
Political Interference ◽  
Moderating Role ◽  
Survey Questionnaires

In the last three decades, the security issues have been raised in the state of the Punjab (Pakistan) which ultimately leads to the breakdown of the country’s economy. However, the purpose of this paper is to determine the effect of the political interference on the performance of Punjab police (Pakistan) with the moderating role of organizational support. To elicit the findings, a total of 159 survey questionnaires were compiled from station house officers (SHOs) of Punjab police (Pakistan). Furthermore, this study has applied PLS-SEM technique to analyze the data. The findings reveal that a negatively significant effect of political interference on the performance of Punjab police (Pakistan). Moreover, the findings also showed the significant moderating effect of organizational support in the instance of political interference.

Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support

2020 ◽  
Vol 33 (7) ◽  
pp. 1431-1447 ◽  
Author(s):  
Shalini Srivastava ◽  
Swati Agrawal
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Resistance To Change ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.Design/methodology/approachThe empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.FindingsThe paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.Originality/valueThis paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.

scholarly journals The impact of organizational support on employee performance

2020 ◽  
Vol 42 (1) ◽  
pp. 166-179 ◽  
Author(s):  
Taibo Chen ◽  
Shuaikang Hao ◽  
Kaifang Ding ◽  
Xiaodong Feng ◽  
Gendao Li ◽  
...  
Keyword(s):  
Organizational Support ◽  
Flexible Manufacturing ◽  
Employee Performance ◽  
Automotive Manufacturing ◽  
Content Type ◽  
Frontline Workers ◽  
Mediating Role ◽  
The Impact ◽  
Moderating Role

Purpose Building on organizational support theory and social exchange theory, the purpose of this paper is to study the impact of organizational support on employee performance (EP) in the context of flexible manufacturing. In particular, the authors aimed to investigate the mediating role of employee attitude between organizational support and EP, and the moderating role of organizational justice (OJ). Design/methodology/approach A total of 180 participants from 36 work teams employed in 7 large automotive manufacturing enterprises in China were surveyed using a questionnaire designed by the authors. Multiple linear regressions were used to test the proposed hypotheses. Findings The results revealed four new performance indicators of frontline workers in the context of flexible manufacturing: continuous learning, teamwork, problem solving and active work. Organizational support can be divided into reinforcing support and inhibitive support. Reinforcing organizational support has a positive effect on new performance of frontline workers, and a sense of belonging plays a strong mediating role between them. Inhibitive organizational support plays an important role in the sense of awe (SA) of employees, but the SA has no influence on new performance of frontline workers. OJ plays a strong moderating role between organizational support and employee attitudes. Originality/value This study is one of the first attempts to explore the performance of frontline workers in the context of flexible manufacturing and contributes to the existing literature on the relationship between organizational support and EP.

A Cross-Cultural Study on the Effects of Envy-Evoking Ads

2022 ◽  
pp. 147078532110638
Author(s):  
Sowon Ahn ◽  
Myung-Soo Jo ◽  
Emine Sarigollu ◽  
Chang Soo Kim
Keyword(s):  
Social Comparison ◽  
Cultural Study ◽  
Cross Cultural ◽  
Opposite Pattern ◽  
Cross Cultural Study ◽  
Malicious Envy ◽  
Chinese Study ◽  
Benign Envy ◽  
Upward Social Comparison

Ads often feature celebrities or others similar to the target viewer and thereby evoke envy. Envy occurs when people make an upward social comparison, and evoked envy can be either benign or malicious. The authors propose that people with different self-construals feel different degrees of benign and malicious envy depending on who is being envied: a celebrity or a similar other. Three studies were conducted comparing Americans to Koreans (Study 1), Americans to the Chinese (Study 2), and Koreans with different self-construals (Study 3). The results showed that people with high independence showed less benign envy toward the celebrity ad than toward the similar others ad, while people with low independence showed the opposite pattern. People with high interdependence showed less malicious envy toward the celebrity ad than toward the similar others ad, while people with low interdependence showed the opposite pattern.

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