English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 113303/144284 (79%)
Visitors : 50798459      Online Users : 756
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
    •  Adv. Search
    Home ‧ Login ‧ Upload ‧ Help ‧ About ‧ Administer Goto mobile version
    政大機構典藏 > 理學院 > 心理學系 > 期刊論文 >  Item 140.119/138867


    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/138867


    Title: Machiavellianism, workplace envy, and their impact at work
    馬基維利主義、職場嫉妒與工作行為
    Authors: 郭建志
    Kuo, Chien-Chih
    張守中
    Chang, Kirk
    Contributors: 心理系
    Keywords: Machiavellianism ; workplace envy ; organizational citizenship behavior ; workplace deviant behavior 
    馬基維利主義 ; 職場嫉妒 ; 組織偏差行為 ; 組織公民行為
    Date: 2021-03
    Issue Date: 2022-02-10 11:37:06 (UTC+8)
    Abstract: Based on the cognitive-affective system theory of personality, this study attentively analyzed the distinctive personality construct of Machiavellianism and further integrated workplace envy into existing research on Machiavellianism-driven work behavior relationship. By adopting the two qualitative forms of envy, malicious envy and benign envy, as the mediating psychological mechanism resulting in contrasting behavioral patterns, workplace deviant behavior and organizational citizenship behavior, the study aims to illustrate a holistic picture of Machiavellianism`s behavior presentations in workplace. Data was collected from 160 employees working in full-time positions among various industries in Taiwan. The results supported the premise where workplace envy is the critical psychological process transmitting Machiavellianism`s distinct work behaviors. Machiavellian employees demonstrate a higher degree of workplace deviant behavior and lower degree of organizational citizenship behavior via malicious and benign envy. Specifically, malicious envy mediates the relationship between Machiavellianism and workplace deviant behavior, while benign envy mediates the relationship between Machiavellianism and organizational citizenship behavior. The findings have contributed to new knowledge of workplace envy`s mediating role in Machiavellianism-driven work behavior relationships.
    本研究立基認知－情感系統的人格理論觀點，主張在組織情境中，馬基維利主義者的工作行為表徵，受到個人內在嫉妒心理所引導。即言之，具有馬基維利主義者的工作者，傾向展現出與其認知及情感內涵相呼應的工作行為特徵。本研究從台灣多個產業蒐集160位全職工作者的資料，結果發現職場中的嫉妒是引發馬基維利主義者獨特工作行為的重要心理歷程。高馬基維利主義者展現出較高的職場嫉妒，特別是惡意嫉妒，進而表徵出較高程度的職場偏差行為與較低程度的組織公民行為。這樣的現象顯示職場中的嫉妒心理中介馬基維利主義與工作行為表徵間的關係，可為馬基維利主義在職場中的作用機制提供一個全新的詮釋架構。
    Relation: Chinese Journal of Psychology, 63(1), 99-120
    Data Type: article
    DOI 連結: http://dx.doi.org/10.6129%2fCJP.202103_63(1).0005
    DOI: 10.6129/CJP.202103_63(1).0005
    Appears in Collections:[心理學系] 期刊論文

    Files in This Item:

    File Description SizeFormat
    316.pdf1591KbAdobe PDF2281View/Open


    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback