جستجوی مقالات مرتبط با کلیدواژه « Envy » در نشریات گروه « مدیریت »

The aim of this study was to investigate the effect of envy on employees' creative behaviors. In this regard, the mediating role of employees` intrinsic motivation and the moderating role of perceived organizational justice were considered as well. The statistical population of the present study included all employees of Oghab Afshan Manufacturing and Industrial Company, of which a random sample of 280 employees participated in the study. Research data were collected using a questionnaire and analyzed by structural equation modeling with SPSS and LISREL software. Findings showed that the feeling of envy affects the creative behaviors of employees through the effect it has on the intrinsic motivation of employees, so that this effect is different for different types of envy. So that, malicious envy prevents employees from participating in creative behaviors by reducing their intrinsic motivation, but benign envy has a positive effect on their creative behaviors by increasing employees' intrinsic motivation. In addition, the moderating role of employees' perceptions of organizational justice in the relationship between envy and intrinsic motivation was not confirmed.

The purpose of this research was to identify the factors affecting employees envy in the workplace and to examine the concept of employees envy in the workplace and its consequences. The purpose of this study was qualitative, based on thematic analysis and using interviewing tools with an exploratory and semi-structured approach. The statistical population of the study consisted of experts from the staff units of National Iranian Oil Company That had at least five years of experience in the organization. The sampling method was judged by snowball sampling and interviewed by 19 experts. Triangulation strategy was used for accreditation. Two methods of reliability test (stability index) and intra-subject agreement were used to measure reliability, which were 84% and 86%, respectively. After analyzing the data, individual factors, organizational injustice, cultural factors, administrative and managerial factors, political factors and structural factors were identified as the "contributing factors"; emotional, cognitive and behavioral factors were determined as "components" and personal, interpersonal, group, and organizational outcomes have been identified and discussed as "employees envy outcomes" in the workplace.

The purpose of this research is to examine the mediating role of envy in the relationship between leader-member exchange and deviant work behaviors. In addition, in this regard the moderating roles of procedural and distributive justice perception and personality traits such as self-esteem and neuroticism were also examined. The research method is a descriptive survey that has been implemented by applying the correlation research design. The statistical population includes the official employees of Sarcheshmeh Rafsanjan copper complex in summer 2018, which according to the Krejcie and Morgan table, to achieve the minimum sample size (317 persons), 410 standard questionnaires were distributed among the aforementioned staff by the relative stratified sampling method. Of these, only 325 questionnaires were used indicating a response rate of 79%. After verifying the goodness of fit and the reliability and validity of the research tool, data analysis using partial least squares method with PLS software, indicate that the quality of leader-member exchange significantly predicts the envy at work and subsequently deviant work behaviors. In the following, the test of moderating relationships showed that employees' perceptions of procedural and distribution justice, despite the low quality of the leader-member exchange, incite less jealousy feeling in them. Finally, evidence suggests that staff with high self-esteem or low-level neuroticism with increasing episodic envy, experience fewer deviant behaviors.

Undesirable social comparison is one of the main reasons for social undermining behaviors in organizations. Few studies have investigated the functional mechanism of this relationship. The purpose of this research is to determine the effect of the sorrow caused by unfavorable social comparison on the social undermining of the colleague by the mediating of inert envy.

This research’s method is descriptive-survey. The statistical population of this study is contract staff of the selected units of the central campus of Kermanshah Razi University. Selected units and their staff were randomly chosen. Standard questionnaires were distributed among 147 employees of selected units using simple random sampling. Structural equation modeling and Smart PLS3 software was used for data analysis.

Findings from this study shows that the sorrow which result from unfavorable social comparison does not lead to the social undermining of the colleague, but by mediating inert envy, leads to social undermining; means individuals focuses on undesirable positions and this unfavorable feeling in individuals will become a kind of envy called inert envy that leads to the social undermining in colleagues.

In general, negative traits such as envy, the likelihood of not responding honestly, can reduce trust the results.

The Sorrow of comparison to becoming inert envy leads to the colleague social undermining. Therefore, avoiding the backgrounds of sorrow of comparison is essential to preventing social undermining behaviors in organizations.

In this study for the first time envy is considered as a multivariate feeling. In addition, this study adds to managerial research in the area of negative organizational variables such as envy and social undermining.

Organizational envy's a negative feeling at all levels of the organization. Consequences like Weakening interpersonal relationships, eliminating friendships and harming the exchange of knowledge for the organization Has a companion. This research is combines methods and the type of research is the study of deductive and inductive.The statistical population of the research is top managers and middle managers of governmental organizations in Khorramabad city. Sampling method was used to select 27 of them as sample members. In this study, using a combination of qualitative and quantitative methods, first with use of qualitative data obtained from exploratory studies included exploratory literature review and interviews exploring the causes of Organizational envyhave been identified. Second by extracting their agents through research survey data are evaluated. The results are includingtwo parts, first a series of organizational inertia causes are identified and second the importance and priority of these factors are determined.  The results indicate that the dissemination of culture of injustice, Personality weakness, workplace discrimination, social degradation, personality disagreement with others Lack of attention to individual skills and abilities, promotion of colleagues and low exchange of member leaders. The most important factors affecting on organizational envy.
Practical consequences:Because envy in the workplace leads to negative attitudes and destructive behaviors in the workplace. Therefore, the envy phenomenon in the corporate environment is to increase productivity and improve the performance of individuals.  The present study adds to the management's research by identifying and prioritizing factors affecting organizational envy.

Psychologists suggest that envy is a negative emotion since it can result in negative consequences for the organization. The objective of this research was to determine the effect of envy on intention-to-leave the job via self-esteem and uncivil behaviors. To this End, 110 Ghaem hospital nurses in Mashhad were chosen as the statistical population. A questionnaire made of 26questions was used. Construct validity was investigated by Confirmatory-Factor-Analysis method and Korunbakh-Alpha coefficient certified the reliability. AMOS software based on Structural-Equation-Modelling method was applied to analyze data. The results of the research showed the mediating variables_ self-esteem and uncivil behaviors_ cant predict nurse’s intention-to-leave and also envy doesnt have impact on it. However envy can positively affect uncivil behaviors and self-esteem.

Succession planning is one the most important survival strategies for effective operation in today turbulent world. Apart from the importance of this strategy, in any organization, a diverse set of facilitating and preventing factors emerge in successor planning process which create a challenging force field pro or con to it. In this research, while facilitating and preventing methods in executing succession planning in National Petrochemical Company are analyzed by content analytical methods, the attempt is to document the experiences of top managers. The result of the research is an emphasis on new factors which prevent the development of succession planning procedures in terms of common organizational culture in Iranian organizations via dishonesty in data furnishing, mutual distrust, envy of colleagues as well universal factors such as lack of top managers’ support, non-calculating the costs and benefits and lack of staff’s general motivation. However, one can see remarkable facilitating factors in improving the knowledge level of managers and in developing employees which create a valuable opportunity for succession planning.