Episodic Envy Research Articles

The shift to pay transparency: Undermet pay standing expectations and consequences

SummaryThis research examines the shift from pay secrecy to transparency and seeks to improve the understanding of previously unrecognized negative consequences on job satisfaction. Drawing on undermet expectations research, we propose that shifting toward pay transparency decreases job satisfaction among employees who encounter negative discrepancies between expected and revealed pay standing (undermet pay standing expectations). Using data from field and experimental studies, we tested our hypotheses that episodic envy mediates the effect of undermet pay standing expectations on job satisfaction and that this indirect effect is moderated by victim sensitivity. Study 1 results suggest that undermet pay standing expectations lead to the predicted decrease in job satisfaction through episodic envy. In Study 2, we surveyed employees of a technology company before and after their shift to pay transparency and found partial support for our hypotheses, suggesting that episodic envy mediates the negative effects of undermet pay standing expectations on job satisfaction only for those low in victim sensitivity. Study 3 supported our overall model by illustrating that low victim sensitivity strengthened the negative indirect effects of undermet pay standing expectations on job satisfaction via episodic envy in an experimental study. We then discuss the implications for theory and practice.

Pay Transparency in the Field: Envy-Inducing Social Comparisons May Reduce Job Satisfaction

Following policy shifts and research results about positive effects on employee retention and performance, pay transparency is increasingly debated as a suitable managerial tool in performance management. However, laboratory research in management and economics has pointed to associated costs of transparency (i.e., the “dark side” of pay transparency), among them envy and decays in cooperation. Interestingly, empirical evidence from the field is largely missing in this debate. In the present research, we exploit a naturally occurring shift in the transparency policy of a mid-sized firm to investigate whether falling short of one’s expectations regarding relative pay (i.e., a reference point violation) influences experience of episodic envy and, subsequently, affects job satisfaction. We administered surveys before and after the firm introduced a transparency initiative to measure a transparency-induced update of prior beliefs. The results show an effect of reference point violation on job satisfaction through episodic envy, an effect driven by people who initially hold optimistic views regarding their own relative pay (i.e., those low in victim-sensitivity).

Unlocking emotional mechanism of injustice-outcome relationship; mediating role of episodic envy

Extending the efforts of previous researchers, this study aims at developing a causal model assimilating the emotional mechanism of perceived injustice and job outcome relationship through episodic envy. The research examined the main and indirect effects of perceived injustice types on job- related behavioral outcomes (organizational and interpersonal deviance, job performance, OCB) and employee’s turnover intentions. The findings significantly supported the assertion that episodic envy mediates this relationship. The findings are also discussed in terms of its practical and theoretical implications at the end.

The dark side of transparency: How and when pay administration practices affect employee helping.

This study examines a long-standing contention of practitioners and scholars alike, namely that pay transparency may adversely affect employees' tendency to offer assistance to coworkers. Drawing from research on social comparison, information vividness, and envy, we develop and test a moderated-mediation model positing that transparency adversely affects the amount of help individuals afford to peers who, based on pay for performance, are paid more than them. Testing our hypotheses in the context of a multiround simulation-based laboratory experiment, we find that this adverse effect of pay transparency on helping is largely explained by transparency's positive association with episodic envy, but only when individual differences grounded in differential social value orientations, specifically those regarding individualism beliefs and prosocial motivation, are taken into consideration. Implications for theory and practice are discussed. (PsycINFO Database Record

Examining brain structures associated with dispositional envy and the mediation role of emotional intelligence

Dispositional envy is distinguished by definition and neurally from episodic envy. While the neural correlates of episodic envy have been evaluated by specific tasks in previous studies, little is known about the structural neural basis of dispositional envy. In this study, we investigated the structural neural basis of dispositional envy underlying individual differences across two independent samples comprising a total of 100 young healthy adults. Firstly, 73 subjects’ data (sample 1) was analyzed, and we assessed the association between regional gray matter volume (rGMV) and dispositional envy using voxel-based morphometry (VBM). Furthermore, we explored the role of emotional intelligence in the association between GMV and dispositional envy. VBM indicated that dispositional envy was positively correlated with GMV in the left dorsolateral prefrontal cortex (DLPFC) and superior temporal gyrus (STG). We also found that emotional intelligence partially mediated the association between DLPFC volume and dispositional envy. These results were replicated in another independent sample (Sample 2, n = 27). These results provide the first evidence that dispositional envy exhibits a structural neural correlation with the DLPFC and STG, and give a neutral explanation for why individuals with high emotional intelligence exhibit less envy.

Neural correlates of envy: Regional homogeneity of resting-state brain activity predicts dispositional envy

Envy differs from common negative emotions across cultures. Although previous studies have explored the neural basis of episodic envy via functional magnetic resonance imaging (fMRI), little is known about the neural processes associated with dispositional envy. In the present study, we used regional homogeneity (ReHo) as an index in resting-state fMRI (rs-fMRI) to identify brain regions involved in individual differences in dispositional envy, as measured by the Dispositional Envy Scale (DES). Results showed that ReHo in the inferior/middle frontal gyrus (IFG/MFG) and dorsomedial prefrontal cortex (DMPFC) positively predicted dispositional envy. Moreover, of all the personality traits measured by the Revised NEO Personality Inventory (NEO-PI-R), only neuroticism was significantly associated with dispositional envy. Furthermore, neuroticism mediated the underlying association between the ReHo of the IFG/MFG and dispositional envy. Hence, to the best of our knowledge, this study provides the first evidence that spontaneous brain activity in multiple regions related to self-evaluation, social perception, and social emotion contributes to dispositional envy. In addition, our findings reveal that neuroticism may play an important role in the cognitive processing of dispositional envy.

Burning With Envy? Dispositional and Situational Influences on Envy in Grandiose and Vulnerable Narcissism.

Research on narcissism and envy suggests a variable relationship that may reflect differences between how vulnerable and grandiose narcissism relate to precursors of envy. Accordingly, we proposed a model in which dispositional envy and relative deprivation differentially mediate envy's association with narcissistic vulnerability, grandiosity, and entitlement. To test the model, 330 young adults completed dispositional measures of narcissism, entitlement, and envy; one week later, participants reported on deprivation and envy feelings toward a peer who outperformed others on an intelligence test for a cash prize (Study 1) or earned higher monetary payouts in a betting game (Study 2). In both studies, structural equation modeling broadly supported the proposed model. Vulnerable narcissism robustly predicted episodic envy via dispositional envy. Entitlement-a narcissistic facet common to grandiosity and vulnerability-was a significant indirect predictor via relative deprivation. Study 2 also found that (a) the grandiose leadership/authority facet indirectly curbed envy feelings via dispositional envy, and (b) episodic envy contributed to schadenfreude feelings, which promoted efforts to sabotage a successful rival. Whereas vulnerable narcissists appear dispositionally envy-prone, grandiose narcissists may be dispositionally protected. Both, however, are susceptible to envy through entitlement when relative deprivation is encountered.

I WANT TO HAVE WHAT YOU HAVE AND I DO NOT WANT YOU TO HAVE IT

IntroductionWhen your neighbor owns a better car or a bigger house, when your classmate receives a better grade, or when your colleague sitting at the desk next to you has been promoted, you may feel envious. Material goods, social position, physical appearance, competence, skills, or even psychological state can become an object of envy (Miceli & Castelfranchi, 2007). Envy occurs in any situation when one makes an upward comparison with another and perceives others as being more fortunate than one is (van de Ven, Zeelenberg, & Pieters, 2009). The feeling of envy is a tendency present in all cultures, and in almost all languages there is a word for this phenomenon (Smith, Parrott, Diener, Hoyle, & Kim, 1999). Although envy has been an issue of philosophical or religious debate for a long time, psychological research on envy is scarce, and, considering the impact of envy on social life, this emotion should be investigated more thoroughly (Miceli & Castelfranchi, 2007). To fill this gap as well as to learn more about envy and particular dispositions related to it, the present study examined whether envy is related to positive dispositions such as self-esteem and optimism and to the tendency to ruminate. Additionally, the study was to validate the Polish version of the Dispositional Envy Scale (DES).In the literature, dispositional and episodic envy can be distinguished (Cohen-Charash, 2009). The first is a permanent, and chronic individual difference variable. In other words, it is a general tendency to feel envy (Smith et al., 1999). By contrast, episodic envy can be felt by everybody as a result of negative social comparison and consists of two components: negative emotional feelings and negative compari sons (Coh en-Charash, 2009). It has been suggested that there are two distinct forms of envy. Van de Ven et al. (2009) tested the distinction between two types of envy: benign and malicious, assumed to be quantitatively different. Malicious envy is defined as related to the motivation to harm the position of a superior other. This feeling is hostile and consists in a desire to damage the position of the envied person. Benign envy is connected with improving oneself by moving upward. This form of envy appears when the envied person has something that one desires and involves effort aimed at improving oneself but n ot mean t t o dest roy t h e oth er per son (Crusius & Lange, 2014). These two emotional experiences have opposite outcomes. A person feeling benign envy is motivated to improve their situation (moving-up motivation), while in case of malicious envy the motivation is to do harm to the envied person (pulling-down motivation) (van de Ven et al., 2009). Some results indicate that the DES measures malicious rather than benign envy (Lange & Crusius, 2015).Envy and JealousyIn the literature, envy has been defined as a hostile emotional reaction and a mixture of different emotions that comprises hostility, resentment, as well as feelings of inferiority, and injustice (Smith & Kim, 2007). This feeling is caused by the belief that other people have something (a thing, social position, a trait) that one does not have and a longing to have it or a wish that the other person did not have it either (Parrott, 1991). Silver and Sabini (1978) highlighted two different meanings of the term envy, depending on the context. It can either convey a compliment or praise (That's so wonderful, I envy you! p. 106) or function in a negative way.In ever yda y la n gua ge, en vy is often wrongly used interchangeably with jealousy. However, there is a clear distinction between these two emotions (Parrott & Smith, 1993). Envy arises in situations when one lacks some attribute or value that another person is in possession of; in the case of jealousy, one is afraid of losing one's partner to a rival (Smith & Kim, 2007). Parrott and Smith (1993) examined the emotional experiences of envy and jealousy. …

Dispositional envy revisited: unraveling the motivational dynamics of benign and malicious envy.

Previous research has conceptualized dispositional envy as a unitary construct. Recently however, episodic envy has been shown to emerge in two qualitatively different forms. Benign envy is related to the motivation to move upward, whereas malicious envy is related to pulling superior others down. In four studies (N = 1,094)--using the newly developed Benign and Malicious Envy Scale (BeMaS)--we show that dispositional envy is also characterized by two independent dimensions related to distinct motivational dynamics and behavioral consequences. Dispositional benign and malicious envy uniquely predict envious responding following upward social comparisons. Furthermore, they are differentially connected to hope for success and fear of failure. Corresponding to these links, dispositional benign envy predicted faster race performance of marathon runners mediated via higher goal setting. In contrast, dispositional malicious envy predicted race goal disengagement. The findings highlight that disentangling the two sides of envy opens up numerous research avenues.

Development of Japanese version of Dispositional Envy Scale and Episodic Envy Scale

Development of Japanese version of Dispositional Envy Scale and Episodic Envy Scale

Episodic envy and counterproductive work behaviors: Is more justice always good?

SummaryThe authors examined how perceived event‐specific procedural and distributive justice about own and envied others' outcomes interacts with episodic envy to predict counterproductive work behaviors. Our results were consistent with the attribution model of justice, finding that episodic envy significantly predicted counterproductive work behaviors aimed at envied others in the workplace and that this relationship was more pronounced when perceptions of procedural, but not distributive, justice about own or envied others' outcomes were high rather than low. We tested a moderated‐mediation model in which self‐attributions for the outcome mediated the effect of episodic envy on counterproductive work behaviors and that the effect of envy was stronger when perceptions of own or others' procedural justice were high rather than low. This research contributes to the literature on envy processes in the workplace and is the first to use a specific emotion, envy, as a proxy for a negative outcome in a demonstration of the attribution model of justice. Copyright © 2013 John Wiley & Sons, Ltd.

Emerging Research on Constructive and Destructive Consequences on Workplace Envy

Workplace envy, defined as the negative feelings and thoughts aroused when employees lack or desire coworkers’ superior qualities, achievements, or possessions, has captured the interest of organizational researchers and practitioners. A small but growing body of literature examines the consequences of workplace envy but more theoretical and empirical work is needed to understand why and how envy relates to its outcomes. The purpose of this symposium is to address this research agenda. The contributions of this symposium do so by: (1) examining different forms of workplace envy (i.e., benign and malicious envy, affective and cognitive envy, episodic envy); (2) addressing consequences that are both destructive (e.g., counterproductive work behavior, depressive symptoms, hiding) and constructive (e.g., greater work effort and persistence on tasks, citizenship behavior, impression management) in nature; (3) identifying processes that explain the relationship between dimensions of envy and its outcomes (e.g.,...

Episodic Envy

Episodic envy, the unpleasant emotion resulting from a specific negative social comparison, is discussed. A new measure designed to assess it is developed, validated, and cross‐validated in 3 studies. The implications of episodic envy are also examined. Results show that episodic envy is composed of a feeling component and a comparison component; and is different from unfairness, admiration, and competition. The feeling component is strongly correlated with negative emotional reactions (anxiety, depression, negative mood, hostility) and behavioral reactions (e.g., harming the other, creating a negative work atmosphere) to envy. The comparison component is correlated with behaviors intended to improve one's position in the organization. Episodic envy predicts reactions to envy above and beyond dispositional envy.

Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy?

The authors examined how the interaction between perceived unfairness and episodic envy predicts interpersonal counterproductive work behaviors toward the envied other. In 2 studies using different samples and methods to elicit envy, predictions were compared based on the social exchange and attribution models of fairness. The results support the social exchange model of fairness, showing that higher levels of envy and perceived unfairness result in higher levels of interpersonal counterproductive work behavior (Study 1), especially among high self-esteem individuals (Study 2).