组织行为学领域妒忌研究的不同视角、分歧和未来方向

doi:10.3724/SP.J.1042.2019.01780

摘要/Abstract

摘要：

妒忌他人是生活和工作中一种普遍的现象, 虽然宗教学、哲学和历史典籍等领域很久以前就有诸多有关妒忌的记录, 但是, 直到近来妒忌才引起组织行为学研究者的关注。尽管以往多学科和多视角的研究加深了研究者对妒忌的理解, 然而, 在组织行为学领域深入研究妒忌仍面临诸多挑战。为澄清妒忌研究中的挑战、明确分歧、推进妒忌研究, 首先从妒忌特有视角、妒忌分类视角和妒忌整体视角对妒忌研究进行总结分析, 然后重点从妒忌的性质、应对妒忌的策略、解释矛盾结论三方面分析以往三种妒忌研究视角之间的分歧。在此基础上, 建议未来研究可以进一步厘清妒忌内涵和测量、深入研究妒忌者和被妒忌者之间的二元关系、整合不同视角的妒忌研究。

关键词: 妒忌, 妒忌特有视角, 妒忌分类视角, 妒忌整体视角

Abstract:

Envying others is a common phenomenon in the life and workplace contexts. Although there are many records about envy in the religion, philosophy, and history books a long time ago, it is until recently that envy has been paid more and more attention by researchers of organizational science. Previous research has deepened researchers’ understanding of envy from multiple perspectives and disciplines, however, there are still some challenges that need to be resolved in organizational envy research. In order to advance research on envy in organizations, in this paper, we begin with an in-depth review about envy from three perspectives (i.e., proper perspective, subtype perspective, and unitary construct perspective), analyze the divergences between these perspectives related to nature of envy, envier’s response, and explain contradictory results. Based on the above analysis, we propose that future research should clarify the nature and measurement of envy, study the dyadic relationship between the envier and being envied, and integrate different perspectives of research on envy in organizations.

Key words: envy, proper perspective of envy, subtype perspective of envy, unitary construct perspective of envy

中图分类号:

B849
C93

刘得格, 朱伟春, 李文东, 朱婷, 刘芳. (2019). 组织行为学领域妒忌研究的不同视角、分歧和未来方向. 心理科学进展 , 27(10), 1780-1792.

LIU Dege, ZHU Weichun, LI Wendong, ZHU Ting, LIU Fang. (2019). Perspectives, divergences, and future directions in organizational envy research. Advances in Psychological Science, 27(10), 1780-1792.

图/表 2

参考文献 79

[1]	刘得格, 黄晓治, 陈文晶, 李文东 . ( 2018). 被妒忌:一种矛盾体验. 心理科学进展, 26( 1), 118-133.
[2]	刘得格, 李文东, 陈文晶 . ( 2017). 恶意妒忌和善意妒忌的影响因素与作用机制. 心理科学进展, 25( 2), 342-357.
[3]	李翰文( 主编 ). ( 2015). 史记全本. 北京: 北京联合出版公司.
[4]	吴宝沛, 张雷 . ( 2012). 妒忌: 一种带有敌意的社会情绪. 心理科学进展, 20( 9), 1467-1478.
[5]	Back M. D., & Kenny, D. A. ( 2010). The social relations model: How to understand dyadic processes. Social and Personality Psychology Compass, 4( 10), 855-870.
[6]	Berman, A. ( 2007). Envy at the cross-road between destruction, self-actualization, and avoidance. In L. Navaro & S. L. E. Schwartzberg (Eds.), Envy, competition, and gender: Theory, clinical applications and group work( pp. 17-32). New York: Routledge/Taylor & Francis Group.
[7]	Cohen-Charash, Y. ( 2009). Episodic envy. Journal of Applied Social Psychology, 39( 9), 2128-2173.
[8]	Cohen-Charash Y., & Larson, E. C. ( 2017 a). An emotion divided: Studying envy is better than studying "benign" and "malicious" envy. Current Directions in Psychological Science, 26( 2), 174-183.
[9]	Cohen-Charash Y., & Larson, E. C. (2017b). What is the nature of envy? In R. H. Smith, U. Merlone & M. K. Duffy (Eds.), Envy at work and in organizations (pp. 1-38). New York: Oxford University Press.
[10]	Cohen-Charash Y., & Mueller, J. S. ( 2007). Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy? Journal of Applied Psychology, 92( 3), 666-680.
[11]	Crusius J., & Lange J. ( 2014). What catches the envious eye? Attentional biases within malicious and benign envy. Journal of Experimental Social Psychology, 55, 1-11.
[12]	Crusius J., & Lange, J. .( 2017) . How do people respond to threatened social status? Moderators of benign versus malicious. In R. H. Smith, U. Merlone & M. K. Duffy (Eds.), Envy at work and in organizations (pp. 85-110). New York: Oxford University Press.
[13]	Dineen B. R., Duffy M. K., Henle C. A., & Lee K. Y . ( 2017). Green by comparison: Deviant and normative transmutations of job search envy in a temporal context. Academy of Management Journal, 60( 1), 295-320.
[14]	Duffy M. K., Scott K. L., Shaw J. D., Tepper B. J., & Aquino K . ( 2012). A social context model of envy and social undermining. Academy of Management Journal, 55( 3), 643-666.
[15]	Duffy M. K., Shaw J. D., & Schaubroeck, J. M .( 2008) . Envy in organizational life. In R. H. Smith (Ed.), Envy: Theory and rerearch (pp. 167-189). New York: Oxford University Press.
[16]	Duffy M. K., & Shaw, J. D. ( 2000). The Salieri syndrome: Consequences of envy in groups. Small Group Research, 31( 1), 3-23.
[17]	Eberly M. B., Holley E. C., Johnson M. D., & Mitchell T. R . ( 2011). Beyond internal and external: A dyadic theory of relational attributions. Academy of Management Review, 36( 4), 731-753.
[18]	Elster, J. ( 1991). Envy in social life. In R. J. Zeckhauser (Ed.), Strategy and Choice (pp. 49-82). Cambridge: The MIT Press.
[19]	Exline J. J., & Zell, A. L. ( 2012). Who doesn't want to be envied? Personality correlates of emotional responses to outperformance scenarios. Basic and Applied Social Psychology, 34( 3), 236-253.
[20]	Feather N. T . ( 2006). Deservingness and emotions: Applying the structural model of deservingness to the analysis of affective reactions to outcomes. European Review of Social Psychology, 17( 1), 38-73.
[21]	Feather N. T., Wenzel M., & Mckee I. R . ( 2013). Integrating multiple perspectives on schadenfreude: The role of deservingness and emotions. Motivation and Emotion, 37( 3), 574-585.
[22]	Feather N. T., & Sherman R. ( 2002). Envy, resentment, schadenfreude, and sympathy: Reactions to deserved and undeserved achievement and subsequent failure. Personality and Social Psychology Bulletin, 28( 7), 953-961.
[23]	Festinger, L. ( 1954). A theory of social comparison processes. Human Relations, 7( 2), 117-140.
[24]	Floyd T., & Sterling, C .( 2017) . A social network perspective on envy in organizations. In R. H. Smith, U. Merlone & M. K. Duffy (Eds.), Envy at work and in organizations (pp. 165-190). New York: Oxford University Press.
[25]	Foster G. M . ( 1972). The anatomy of envy: A study in symbolic behavior. Current Anthropology, 13( 2), 165-202.
[26]	Frijda N. H . ( 2009). Emotion experience and its varieties. Emotion Review, 1( 3), 264-271.
[27]	Gallagher E. C . ( 2013). Constructive and destructive employee responses to envy at work: The role of (in) justice and core self-evaluations (Unpublished doctoral dissertation). University of Nebraska, Omaha.
[28]	Gino F., & Pierce L. ( 2010). Robin hood under the hood: Wealth-Based discrimination in illicit customer help. Organization Science, 21( 6), 1176-1194.
[29]	Harris C. R., & Salovey, P. ( 2008) . Reflections on Envy. In R. Smith (Ed.), Envy: Theory and Research (pp. 335-356). New York: Oxford University Press.
[30]	Hill S. E., & Buss, D. M .( 2008) . The evolutionary psychology of envy. In R. H. Smith (Ed.), Envy: Theory and research (pp. 60-70). New York: Oxford University Press.
[31]	Hoogland C. E., Thielke S., & Smith, R. H .( 2017) . Envy as an evolving episode. In R. H. Smith, U. Merlone & M. K. Duffy (Eds.), Envy at work and in organizations (pp. 111-142). New York: Oxford University Press.
[32]	Ierides E. A . ( 2014). Benign envy and creativity in the workplace (Unpublished doctoral dissertation). The Chicago School of Professional Psychology, Los Angeles.
[33]	Khan A. K., Quratulain S., & Bell C. M . ( 2014). Episodic envy and counterproductive work behaviors: Is more justice always good? Journal of Organizational Behavior, 35( 1), 128-144.
[34]	Krizan Z., & Johar O. ( 2012). Envy divides the two faces of narcissism. Journal of Personality, 80( 5), 1415-1451.
[35]	Lange J., Weidman A. C., & Crusius J . ( 2018). The painful duality of envy: Evidence for an integrative theory and a Meta-Analysis on the relation of envy and schadenfreude. Journal of Personality & Social Psychology, 114( 4), 572-598.
[36]	Lange J., & Crusius J. ( 2015 a). Dispositional envy revisited: Unraveling the motivational dynamics of benign and malicious envy. Personality and Social Psychology Bulletin, 41( 2), 284-294.
[37]	Lange J., & Crusius J. ( 2015 b). The tango of two deadly sins: The social-functional relation of envy and pride. Journal of Personality and Social Psychology, 109( 3), 453-472.
[38]	Liden R. C., Anand S., & Vidyarthi P . ( 2016). Dyadic relationships. Annual Review of Organizational Psychology and Organizational Behavior, 3, 139-166.
[39]	Miceli M., & Castelfranchi C. ( 2007). The envious mind. Cognition and Emotion, 21( 3), 449-479.
[40]	Neu, J. ( 1980). Jealous thoughts. In A. O. Rorty (Ed.), Explaining Emotions (pp. 425-463). Berkeley: University of California Press.
[41]	Parrott W. G. ( 2017). The benefits and threats from being envied in organizations. In R. H. Smith, U. Merlone & M. K. Duffy (Eds.), Envy at work and in organizations: Research, theory, and applications (pp. 455-474). New York: Oxford University Press.
[42]	Parrott W. G., & Rodriguez Mosquera, P. M .( 2008) . On the pleasures and displeasures of being envied. In R. H. Smith (Ed.), Envy: Theory and Research (pp. 117-132). New York: Oxford University Press.
[43]	Parrott W. G., & Smith, R. H. ( 1993). Distinguishing the experiences of envy and jealousy. Journal of Personality and Social Psychology, 64( 6), 906-920.
[44]	Pleban R., & Tesser A. ( 1981). The effects of relevance and quality of another's performance on interpersonal closeness. Social Psychology Quarterly, 44( 3), 278-285.
[45]	Puranik H., Koopman J., Vough H. C., & Gamache D. L . ( 2019). They want what I’ve got (I think): The causes and consequences of attributing coworker behavior to envy. Academy of Management Review, 44( 2), 424-449.
[46]	Reh S., Tröster C., & van Quaquebeke N . ( 2018). Keeping (future) rivals down: Temporal social comparison predicts coworker social undermining via future status threat and envy. Journal of Applied Psychology, 103( 4), 399-415.
[47]	Rentzsch K., & Gross, J. J. ( 2015). Who turns green with envy? Conceptual and empirical perspectives on dispositional envy. European Journal of Personality, 29( 5), 530-547.
[48]	Roseman I. J., Antoniou A., & Jose P. E . ( 1996). Appraisal determinants of emotions: Constructing a more accurate and comprehensive theory. Cognition & Emotion, 10( 3), 241-277.
[49]	Roseman I. J., Wiest C., & Swartz T. S . ( 1994). Phenomenology, behaviors, and goals differentiate discrete emotions. Journal of Personality and Social Psychology, 67( 2), 206-221.
[50]	Schaubroeck J., & Lam, S. S. ( 2004). Comparing lots before and after: Promotion rejectees' invidious reactions to promotees. Organizational Behavior and Human Decision Processes, 94( 1), 33-47.
[51]	Shipp A. J., & Cole, M. S. ( 2015). Time in Individual-Level organizational studies: What is it, how is it used, and why isn't it exploited more often? The Annual Review of Organizational Psychology and Organizational Behavior, 2, 237-260.
[52]	Silver M., & Sabini, J. P. ( 1978 a). The perception of envy. Social Psychology, 41( 2), 105-111.
[53]	Silver M., & Sabini J. ( 1978 b). The social construction of envy. Journal for the Theory of Social Behavior, 8( 3), 313-332.
[54]	Smith R. H. ( 2004). Envy and its transmutations. In L. Z. Tiedens & C. W. Leach (Eds.), The social life of emotions (pp. 43-63). New York: Cambridge University Press.
[55]	Smith R. H. ( 2008). Envy: Theory and research. New York: Oxford University Press.
[56]	Smith R. H., Merlone U., & Duffy, M. K .( 2017) . Envy at work and in organizations. New York: Oxford University Press.
[57]	Smith R. H., Parrott W. G., Diener E. F., Hoyle R. H., & Kim S. H . ( 1999). Dispositional envy. Personality and Social Psychology Bulletin, 25( 8), 1007-1020.
[58]	Smith R. H., Parrott W. G., Ozer D., & Moniz A . ( 1994). Subjective injustice and inferiority as predictors of hostile and depressive feelings in envy. Personality and Social Psychology Bulletin, 20( 6), 705-711.
[59]	Smith R. H., Powell C. A. J., Combs D. J. Y., & Schurtz D. R . ( 2009). Exploring the when and why of Schadenfreude. Social and Personality Psychology Compass, 3( 4), 530-546.
[60]	Smith R. H., & Kim, S. H. ( 2007). Comprehending envy. Psychological Bulletin, 133( 1), 46-64.
[61]	Sterling C. M . ( 2013). A tale of two envys: A social network perspective on the consequences of workplace social comparison (Unpublished doctoral dissertation). University of Kentucky, Lexington, Kentucky.
[62]	Sterling C., van de Ven, N., & Smith, R. H., .( 2017) . The two faces of envy: Studying benign and malicious envy in the workplace In R H Smith, U Merlone & M K Duffy (Eds), Envy at work and in organizations (pp 57-84) New York: Oxford University Press Studying benign and malicious envy in the workplace. In R. H. Smith, U. Merlone & M. K. Duffy (Eds.), Envy at work and in organizations (pp. 57-84). New York: Oxford University Press.
[63]	Tai K., Narayanan J., & McAllister D. J . ( 2012). Envy as pain: Rethinking the nature of envy and its implications for employees and organizations. Academy of Management Review, 37( 1), 107-129.
[64]	Testa M., & Major B. ( 1990). The impact of social comparisons after failure: The moderating effects of perceived control. Basic and Applied Social Psychology, 11( 2), 205-218.
[65]	Tooby J., & Cosmides, L .( 2010) . The evolutionary psychology of the emotions and their relationship to internal regulatory variables. In M. Lewis, J. M. Haviland- Jones & L. F. Barrett (Eds.), Handbook of emotion (pp. 114-137). New York: The Guilford Press.
[66]	van de Ven N . ( 2016). Envy and its consequences: Why it is useful to distinguish between benign and malicious envy. Social & Personality Psychology Compass, 10( 6), 337-349.
[67]	van de Ven N. ( 2017). Envy and admiration: Emotion and motivation following upward social comparison. Cognition and Emotion, 31( 1), 193-200.
[68]	van de Ven N., Hoogland C. E., Smith R. H., van Dijk W. W., Breugelmans S. M., & Zeelenberg M . ( 2015). When envy leads to schadenfreude. Cognition and Emotion, 29( 6), 1007-1025.
[69]	van de Ven N., Zeelenberg M., & Pieters R . ( 2009). Leveling up and down: The experiences of benign and malicious envy. Emotion, 9( 3), 419-429.
[70]	van de Ven N., Zeelenberg M., & Pieters R . ( 2011). Why envy outperforms admiration. Personality and Social Psychology Bulletin, 37( 6), 784-795.
[71]	van de Ven N., Zeelenberg M., & Pieters R . ( 2012). Appraisal patterns of envy and related emotions. Motivation and Emotion, 36( 2), 195-204.
[72]	van Dijk W. W., Ouwerkerk J. W., Goslinga S., Nieweg M., & Gallucci M . ( 2006). When people fall from grace: Reconsidering the role of envy in Schadenfreude. Emotion, 6( 1), 156-160.
[73]	Vecchio R. P . ( 1995). It's not easy being green: Jealousy and envy in the workplace. In P. M. LeBlance, M. Peters, A. Busing & W. Schaufeli (Eds.), Organizational Psychology and Health Care( pp. 121-132). Munich: Rainer-Hampp- Verlag.
[74]	Vecchio R. P . ( 1997). Categorizing coping responses for envy: A multidimensional analysis of workplace perceptions. Psychological Reports, 81( 1), 137-138.
[75]	Vecchio R. P . ( 2000). Negative emotion in the workplace: Employee jealousy and envy. International Journal of Stress Management, 7( 3), 161-179.
[76]	Vecchio, R. ( 2005). Explorations in employee envy: Feeling envious and feeling envied. Cognition and Emotion, 19( 1), 69-81.
[77]	Vidyarthi P. R., Erdogan B., Anand S., Liden R. C., & Chaudhry A . ( 2014). One member, two leaders: Extending leader-member exchange theory to a dual leadership context. Journal of Applied Psychology, 99( 3), 468-483.
[78]	Yu L., Duffy M. K., & Tepper B. J . ( 2018). Consequences of downward envy: A model of self-esteem threat, abusive supervision, and supervisory leader self-improvement. Academy of Management Journal, 61( 6), 2296-2318.
[79]	Yu L., & Duffy, M. K. .( 2017) . A social- contextual view of envy in organizations: From both envier and envied perspectives. In R. H. Smith, U. Merlone & M. K. Duffy (Eds.), Envy at work and in organizations (pp. 39-56). New York: Oxford University Press.

	妒忌特有视角	妒忌分类视角	妒忌整体视角
概念	妒忌是一种因消极向上社会比较产生的不愉快情绪, 其核心成分是自卑、敌意和怨恨, 这种情绪使个体产生针对妒忌对象的敌意及其行为意向。	妒忌是一种因消极向上社会比较产生的不愉快和痛苦的情绪。带来消极影响的妒忌被称为恶意妒忌, 其包含要素和妒忌特有视角类似; 产生积极作用的妒忌被称为善意妒忌, 其包含要素为羡慕、自我提升动机、对妒忌物的渴望。	妒忌是一种因消极向上社会比较产生的痛苦的情绪, 是一种涉及消极向上社会比较、痛苦情绪、获得妒忌物的渴望、消除痛苦的动机要素的整体性概念。
核心观点	敌意是妒忌的核心要素, 带有敌意的妒忌才是真正意义上的妒忌。妒忌会带来反生产行为等诸多消极影响。	存在两种不同性质和动机的妒忌, 即善意妒忌和恶意妒忌, 它们在激发个体选择 “建设性”和“破坏性”行为方面起了不同作用。	不应该将妒忌分为善意妒忌和恶意妒忌, 而应将其视为单维度和整体性概念。妒忌可以激发个体做出一系列反应, 个体会做出哪种具体反应, 会受到个体特征和情景因素的影响。
主要测量量表及其测量要素	① 5题目妒忌量表：烦恼、不愉快、自卑、怨恨(Vecchio, 2000, 2005) ② 4题目妒忌：自卑、怨恨、挫败、痛苦(Schaubroeck & Lam, 2004) ③ 4题目妒忌量表：获得妒忌物的渴望、悲伤(van Dijk, Ouwerkerk, Goslinga, Nieweg, & Gallucci, 2006) ④ 21题目妒忌量表：自卑、不公平感、敌意、悲伤、憎恨(Krizan & Johar, 2012) ⑤ 15题目妒忌量表：烦恼、痛苦(Rentzsch & Gross, 2015)	① 善意妒忌：羡慕、提升动机、积极情感、对妒忌对象的积极想法、亲密意向; 恶意妒忌：敌意、挫败、不公平感、羞愧、说妒忌对象的坏话(van de Ven et al., 2009) ② 善意妒忌：提升动机; 恶意妒忌：敌意、挫败(Sterling, 2013) ③善意妒忌：羡慕、对妒忌对象的积极想法和情绪、提升动机; 恶意妒忌：怨恨、痛苦、气愤、敌意(Gallagher, 2013) ④ 善意妒忌：羡慕、挫败、提升动机; 恶意妒忌：敌意、怨恨、痛苦(Ierides, 2014) ⑤ 善意妒忌：羡慕、提升动机、获得妒忌物的渴望、对妒忌对象的积极想法; 恶意妒忌：敌意、对妒忌对象的负面想法(Crusius & Lange, 2014) ⑥ 善意妒忌：提升动机; 恶意妒忌：敌意、对他人的负面想法和情绪(Lange & Crusius, 2015a) ⑦ 善意妒忌：羡慕、提升动机、获得妒忌物的渴望、对妒忌对象的积极想法; 恶意妒忌：敌意、对妒忌对象的负面想法、说妒忌对象的坏话(Lange & Crusius, 2015b)	9题目妒忌量表：怨恨、生气、痛苦、获得妒忌物的渴望、自卑(Cohen-Charash, 2009; Cohen-Charash & Mueller, 2007)
影响结果	攻击、欺骗、社会破坏、减少帮助、危害群体表现、降低群体满意度和凝聚力等。	善意妒忌会激发个体付出更多努力、挑战自我、提升自我; 恶意妒忌使个体做出破坏性行为, 比如辱虐行为、攻击行为等。	建设性行为、破坏性行为、回避、改变自我认知、焦虑等。
代表性研究者	Foster (1972); Smith & Kim (2007); Parrott & Smith (1993); Smith等(1999).	van de Ven等(2009); van de Ven (2016); Sterling, Van de Ven, & Smith (2017).	Cohen-Charash & Larson, (2017a, 2017b); Tai等(2012); Yu, Duffy, & Tepper (2018).

	妒忌特有视角	妒忌分类视角	妒忌整体视角
概念	妒忌是一种因消极向上社会比较产生的不愉快情绪, 其核心成分是自卑、敌意和怨恨, 这种情绪使个体产生针对妒忌对象的敌意及其行为意向。	妒忌是一种因消极向上社会比较产生的不愉快和痛苦的情绪。带来消极影响的妒忌被称为恶意妒忌, 其包含要素和妒忌特有视角类似; 产生积极作用的妒忌被称为善意妒忌, 其包含要素为羡慕、自我提升动机、对妒忌物的渴望。	妒忌是一种因消极向上社会比较产生的痛苦的情绪, 是一种涉及消极向上社会比较、痛苦情绪、获得妒忌物的渴望、消除痛苦的动机要素的整体性概念。
核心观点	敌意是妒忌的核心要素, 带有敌意的妒忌才是真正意义上的妒忌。妒忌会带来反生产行为等诸多消极影响。	存在两种不同性质和动机的妒忌, 即善意妒忌和恶意妒忌, 它们在激发个体选择 “建设性”和“破坏性”行为方面起了不同作用。	不应该将妒忌分为善意妒忌和恶意妒忌, 而应将其视为单维度和整体性概念。妒忌可以激发个体做出一系列反应, 个体会做出哪种具体反应, 会受到个体特征和情景因素的影响。
主要测量量表及其测量要素	① 5题目妒忌量表：烦恼、不愉快、自卑、怨恨(Vecchio, 2000, 2005) ② 4题目妒忌：自卑、怨恨、挫败、痛苦(Schaubroeck & Lam, 2004) ③ 4题目妒忌量表：获得妒忌物的渴望、悲伤(van Dijk, Ouwerkerk, Goslinga, Nieweg, & Gallucci, 2006) ④ 21题目妒忌量表：自卑、不公平感、敌意、悲伤、憎恨(Krizan & Johar, 2012) ⑤ 15题目妒忌量表：烦恼、痛苦(Rentzsch & Gross, 2015)	① 善意妒忌：羡慕、提升动机、积极情感、对妒忌对象的积极想法、亲密意向; 恶意妒忌：敌意、挫败、不公平感、羞愧、说妒忌对象的坏话(van de Ven et al., 2009) ② 善意妒忌：提升动机; 恶意妒忌：敌意、挫败(Sterling, 2013) ③善意妒忌：羡慕、对妒忌对象的积极想法和情绪、提升动机; 恶意妒忌：怨恨、痛苦、气愤、敌意(Gallagher, 2013) ④ 善意妒忌：羡慕、挫败、提升动机; 恶意妒忌：敌意、怨恨、痛苦(Ierides, 2014) ⑤ 善意妒忌：羡慕、提升动机、获得妒忌物的渴望、对妒忌对象的积极想法; 恶意妒忌：敌意、对妒忌对象的负面想法(Crusius & Lange, 2014) ⑥ 善意妒忌：提升动机; 恶意妒忌：敌意、对他人的负面想法和情绪(Lange & Crusius, 2015a) ⑦ 善意妒忌：羡慕、提升动机、获得妒忌物的渴望、对妒忌对象的积极想法; 恶意妒忌：敌意、对妒忌对象的负面想法、说妒忌对象的坏话(Lange & Crusius, 2015b)	9题目妒忌量表：怨恨、生气、痛苦、获得妒忌物的渴望、自卑(Cohen-Charash, 2009; Cohen-Charash & Mueller, 2007)
影响结果	攻击、欺骗、社会破坏、减少帮助、危害群体表现、降低群体满意度和凝聚力等。	善意妒忌会激发个体付出更多努力、挑战自我、提升自我; 恶意妒忌使个体做出破坏性行为, 比如辱虐行为、攻击行为等。	建设性行为、破坏性行为、回避、改变自我认知、焦虑等。
代表性研究者	Foster (1972); Smith & Kim (2007); Parrott & Smith (1993); Smith等(1999).	van de Ven等(2009); van de Ven (2016); Sterling, Van de Ven, & Smith (2017).	Cohen-Charash & Larson, (2017a, 2017b); Tai等(2012); Yu, Duffy, & Tepper (2018).