The Antecedents and Consequences of Workplace Envy: A Meta-Analytic Review

Abstract

Extensive research has been conducted into the antecedents and consequences of workplace envy, but a meta-analytic review is lacking from the literature. This meta-analytical study draws on social comparison theory to examine studies on envy at work and provides a comprehensive model of the antecedents and consequences of workplace envy. We reconcile the divergent findings of the research by building a multilevel model of workplace envy, which considers episodic, dispositional, and general envy. The results suggest that individual differences (e.g., narcissism, neuroticism), organizational contexts (e.g., competition, position level), and social desirability are predictors of workplace envy. They also reveal that workplace envy is related to organizational citizenship behaviors (OCBs), negative behaviors (e.g., ostracism, social undermining), negative emotions, organizational perceptions (i.e., engagement, satisfaction), turnover intentions, and moral disengagement. We test the moderating roles of envy types, measurement approaches, and causal effects. The results reveal that there is little difference, and that specific variables (e.g., self-esteem, fairness) can be regarded as antecedents or consequences of workplace envy. Finally, we suggest that future research into workplace envy investigates contextual predictors and moderators through a social comparison process. This meta-analysis can serve as a foundation for future research into workplace envy.