ABSTRACT
In recent years, interest in studying envy at work has grown. Based on a previous review on envy and jealousy at work, the objective of this paper is to review and systematize the knowledge about this topic provided by empirical research in the past five years. After the search in scientific databases, establishing exclusion and inclusion criteria and literature coding, 32 papers were selected. The results show researchers' growing interest in studying benign envy and its consequences and exploring new variables to explain envy in the workplace. Social comparison theory and cognitive appraisal theory are the two main theoretical frameworks used in the studies reviewed. The role of the leader is essential in envy's appearance, and envy is usually related to dysfunctional results. This study provides researchers with a basis for designing future studies and creating intervention strategies to mitigate envy at work.
Nos últimos anos, cresceu o interesse em estudar a inveja no trabalho. Com base em uma revisão anterior sobre a inveja e o ciúme no trabalho, o objetivo deste artigo é revisar e sistematizar o conhecimento sobre o tema proporcionado por pesquisas empíricas nos últimos cinco anos. Após a busca nas bases de dados científicas, estabelecimento de critérios de exclusão e inclusão e codificação da literatura, foram selecionados 32 artigos. Os resultados mostram o crescente interesse dos pesquisadores em estudar a inveja benigna e suas consequências e explorar novas variáveis para explicar a inveja no local de trabalho. A teoria da comparação social e a teoria da avaliação cognitiva são os dois principais referenciais teóricos usados nos estudos revisados. O papel do líder é essencial no surgimento da inveja, e a inveja geralmente está relacionada a resultados disfuncionais. Este estudo fornece aos pesquisadores uma base para projetar estudos futuros e criar estratégias de intervenção para mitigar a inveja no trabalho.
En los últimos años ha aumentado el interés por estudiar la envidia en el trabajo. A partir de una revisión previa sobre la envidia y los celos en el trabajo, el objetivo de este trabajo es revisar y sistematizar el conocimiento sobre este tema proporcionado por la investigación empírica en los últimos cinco años. Tras la búsqueda en bases de datos científicas, estableciendo criterios de exclusión e inclusión y codificación de la literatura, se seleccionaron 32 artículos. Los resultados muestran el creciente interés de los investigadores por estudiar la envidia benigna y sus consecuencias y explorar nuevas variables para explicar la envidia en el lugar de trabajo. La teoría de la comparación social y la teoría de la evaluación cognitiva son los dos principales marcos teóricos utilizados en los estudios revisados. El papel del líder es esencial en la aparición de la envidia, y la envidia suele estar relacionada con resultados disfuncionales. Este estudio proporciona a los investigadores una base para diseñar estudios futuros y crear estrategias de intervención para mitigar la envidia en el trabajo.
ABSTRACT
This paper describes the development and the properties of the INCOM-E, the Spanish language version of the INCOM, a measure to assess individual differences in social comparison orientation that was originally developed simultaneously in English and in Dutch. In both Study 1 (including 212 students), and Study 2 (including 782 employees from primary health care centers), the reliability of the INCOM-E was good (alpha = 0.80), and the factor structure was very similar to that of the English and Dutch versions. As in the American and Dutch samples, in Study 1 the scale had substantial positive correlations with interpersonal orientation, public and private self-consciousness, and neuroticism. Together these variables explained already 44% of the variance of the INCOM-E. There were weak negative correlations with self-esteem, optimism and subjective well-being, and a weak positive correlation with college stress. The scale did not correlated with social desirability. In Study 2, the test-retest reliability over a year was .57. As expected, the scale had low to zero correlations with burnout, psychological wellbeing, job satisfaction and team cohesion, but positive correlations with the frequency of social comparison at work. Possible uses of the INCOM-E, in basic and applied settings, are discussed.