資源配置、忌妒、與組織公民行為：社會網路觀點

Resource Allocation, Envy, and Organizational Citizenship Behavior: Social Network Perspective

胡氏蘭芳(Jessie Ho)

指導教授 ： 吳相勳

元智大學/管理學院/經營管理碩士班(國際企業學程)/碩士(2011年)

https://doi.org/10.6838/YZU.2011.00195

摘要

This study has attempted to adopt a novel way that treats the personal envy as an assessment to understand the efficiency of resource allocation by taking the social network approach. The targets are twofold: First, we expect explore the connection between envy and resource allocation that discovers the structural effect on actor’s behavior. Second, we investigate structure and consequences of envy where the actor’s contribution is treated as the assessment of organizational efficiency. A total of 100 front line hotel employees in the front office, food and beverage, housekeeping and sales department of two hotels in Hanoi, Vietnam were asked to complete a social network survey. The participants were asked to present their perception of envy, justice and organizational citizenship behavior in workplace. The study’s findings indicate (1) those employees who perceive strong injustice are also happens to be the objective of envy; (2) The most envied employees contribute more on customer services; and (3) The large disparity between received envy and perceived envy drives higher organizational citizenship behavior. Overall, investigating front-line employee’s service behaviors is to understand the resource allocation efficiency is a new assessment and is the significant contribution of this study.

關鍵字

Key words: Envy ； Justice ； Organizational Citizenship Behavior

並列摘要

This study has attempted to adopt a novel way that treats the personal envy as an assessment to understand the efficiency of resource allocation by taking the social network approach. The targets are twofold: First, we expect explore the connection between envy and resource allocation that discovers the structural effect on actor’s behavior. Second, we investigate structure and consequences of envy where the actor’s contribution is treated as the assessment of organizational efficiency. A total of 100 front line hotel employees in the front office, food and beverage, housekeeping and sales department of two hotels in Hanoi, Vietnam were asked to complete a social network survey. The participants were asked to present their perception of envy, justice and organizational citizenship behavior in workplace. The study’s findings indicate (1) those employees who perceive strong injustice are also happens to be the objective of envy; (2) The most envied employees contribute more on customer services; and (3) The large disparity between received envy and perceived envy drives higher organizational citizenship behavior. Overall, investigating front-line employee’s service behaviors is to understand the resource allocation efficiency is a new assessment and is the significant contribution of this study.

並列關鍵字

Key words: Envy ； Justice ； Organizational Citizenship Behavior

參考文獻

1. Adams, J. Stacy 1963. Towards an understanding of inequity. Journal of Abnormal and Social Psychology, Volume 67, Issue 5, November 1963, Pages 422-436.

2. Adams, J. Stacy 1965. Inequity in social exchange. In L. Berkowitz (ed.), Advances in Experimental Social Psychology, 2: 267-300. New York: Academic Press.

3. Alexander, S. & Ruderman, M. 1987. The role of procedural and distributive justice in organization behavior. Social Justice Research, 1(2): 177-198

4. Barnard, C. 1938. The functions of the executive. Cambridge, MA: Harvard University Press, 1938.

5. Bateman, T.S., & Organ, D.W. 1983. Job Satisfaction and the Good Soldier: The Relationship between Affect and Employee Citizenship. The Academy of Management Journal, Vol. 26, No. 4 (Dec. 1983), pp. 587-595