Extensive research has been conducted into the antecedents and consequences of workplace envy, but there have been limited meta-analytic reviews. This meta-analysis draws on social comparison theory to examine studies of envy in the workplace and develop a comprehensive model of the antecedents and consequences of workplace envy. We reconcile the divergent findings in the literature by building a model of three types of workplace envy that distinguishes between episodic, dispositional, and general envy. The results suggest that individual differences (e.g., narcissism, neuroticism), organizational contexts (e.g., competition, position), 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 directions. The results reveal that these moderators have little differences, and that some variables (e.g., self-esteem, fairness) may be both antecedents and consequences of workplace envy. Finally, we suggest that future research into workplace envy should investigate contextual predictors and moderators of the social comparison process that triggers envy. This meta-analysis can serve as a foundation for future research into workplace envy.

已经对工作场所嫉妒的前因和后果进行了广泛的研究，但是荟萃分析的评论很少。这项荟萃分析借鉴了社会比较理论，对工作场所嫉妒的研究进行了研究，并建立了一个关于工作场所嫉妒的前因和后果的综合模型。我们通过建立区分情节性，倾向性和一般性嫉妒的三种类型的工作场所嫉妒的模型，来调和文献中不同的发现。结果表明，个体差异（例如自恋，神经质），组织环境（例如竞争，职位）和社会可取性是职场嫉妒的预测因素。他们还表明，工作场所嫉妒与组织公民行为（OCB），消极行为（例如，排斥，社会破坏）有关，负面情绪，组织观念（即敬业度，满意度），离职意图和道德失范。我们测试嫉妒类型，衡量方法和因果关系的调节作用。结果表明，这些主持人之间几乎没有差异，并且某些变量（例如，自尊，公平）可能既是工作场所嫉妒的前提，又是工作场所嫉妒的后果。最后，我们建议对工作场所嫉妒的未来研究应调查引发嫉妒的社会比较过程的情境预测因素和调节因素。这项荟萃分析可以为将来对工作场所嫉妒的研究打下基础。和因果关系。结果表明，这些主持人之间几乎没有差异，并且某些变量（例如，自尊，公平）可能既是工作场所嫉妒的前提，又是工作场所嫉妒的后果。最后，我们建议对工作场所嫉妒的未来研究应调查引发嫉妒的社会比较过程的情境预测因素和调节因素。这项荟萃分析可以为将来对工作场所嫉妒的研究打下基础。和因果关系。结果表明，这些主持人之间几乎没有差异，并且某些变量（例如，自尊，公平）可能既是工作场所嫉妒的前提，又是工作场所嫉妒的后果。最后，我们建议对工作场所嫉妒的未来研究应调查引发嫉妒的社会比较过程的情境预测因素和调节因素。这项荟萃分析可以为将来对工作场所嫉妒的研究打下基础。