讲座题目：To Envy or Admire: When and Why Employees Engage or Disengage from Learning from Better Performers （嫉妒还是钦佩：员工何时以及为何会/不会向表现更佳的同事学习）

主讲人：许寒华 香港浸会大学

时间：2024年3月25日10:00

地点：学院231

主办单位：bwin必赢登录入口官网技术经济及创新管理系

内容摘要：

We draw on social comparison theory and use a dyadic process to understand when and why a focal employee engages or disengages from interpersonal learning (i.e., advice seeking, feedback seeking, and vicarious learning) from a better-performing employee. We theorize that upward performance comparison (i.e., upward social comparison with respect to job performance at work) with a better-performing employee evokes envy or admiration. Envy discourages coworkers from directly approaching better-performing employees for advice and feedback (i.e., direct interpersonal learning); however, it simultaneously motivates coworkers to engage in vicarious learning through actions such as informal observation (i.e., indirect interpersonal learning). In contrast, admiration encourages coworkers to learn from better-performing employees through both direct and indirect interpersonal learning. We further theorize that a better-performing employee’s expressed humility can mitigate coworkers’ envy and boost their admiration, thereby influencing the downstream interpersonal learning outcomes accordingly. In two multi-wave, multi-source, round-robin surveys of employees in an information technology company (Study 1) and a food processing company (Study 2), we found support for the role of envy in discouraging direct interpersonal learning, while simultaneously promoting indirect interpersonal learning. On the other hand, admiration was found to foster both direct and indirect interpersonal learning. Additionally, expressed humility inhibits the envy-path of interpersonal learning but does not strengthen the admiration-path of interpersonal learning.

我们基于社会比较理论和一种成对的二元过程来理解一名员工何时以及为何会或者不会向表现更佳的同事学习（即寻求建议、寻求反馈和通过观察学习）。我们提出，与表现更佳的同事进行向上的绩效比较（即在工作表现方面的向上社会比较）会引发嫉妒或钦佩。嫉妒会阻止员工直接向表现更佳的同事寻求建议或反馈（即直接的人际学习）；然而，它同时也会激励员工通过非正式观察等方式进行间接学习（即间接的人际学习）。相反，钦佩会鼓励员工通过直接和间接的人际学习过程向表现更佳的同事学习。我们还提出，表现更佳的同事展现出的谦虚可以缓和员工对绩优同事的嫉妒情绪，增强对他们的钦佩感，从而相应地影响后续的人际学习成果。在两家公司的多轮次、多来源、循环式的员工调查中，我们对一家信息技术公司（研究1）和一家食品加工公司（研究2）的员工分别进行了调查，结果支持了嫉妒在阻碍直接人际学习的同时促进间接人际学习的观点。另一方面，我们发现钦佩能够促进直接和间接的人际学习。此外，同事表现出的谦虚能够抑制基于嫉妒的人际学习，但并不会增强钦佩导致的人际学习。

主讲人简介

许寒华（Erica Xu），香港浸会大学商学院管理系组织行为学副教授。她的研究重点关注领导力、人际动态、权力、亲社会行为和反社会行为以及性别问题。她曾在Administrative Science Quarterly、Journal of Applied Psychology、Organization Science、Journal of Management、Human Resource Management、Journal of Organizational Behavior、Academy of Management Discoveries等知名管理期刊上发表论文。许教授给MBA、DBA和PhD讲解领导力与组织发展、领导力研究前沿、研究方法论等课程。