González-Navarro Pilar, Llinares-Insa Lucia I, Zurriaga-Lloréns Rosario
Research Institute of Personnel Psychology, Organizational Development and Quality of Working Life (IDOCAL), Universitat de València, Spain.
Department of Social Psychology, Universitat de València, Spain.
Heliyon. 2023 Jan 20;9(1):e13097. doi: 10.1016/j.heliyon.2023.e13097. eCollection 2023 Jan.
Envy is an important emotion that affects workers' behavior and performance. Instruments to measure envy are available, but new scales are needed for the analysis of work envy that include appraisals of challenge (benign envy) and threat (malicious envy). Based on Lazarus and Folkman's theory, the objective of this study is to develop and validate the Work Envy Appraisal Scale (WEAS) for Spanish workers. It had been carried out in two studies; in the first study, the scale was constructed and its dimensions were analyzed with a sample of 100 Spanish workers (sample 1). In the second study, the scale was validated and its psychometric properties were analyzed (sample 2, N = 219; sample 3, N = 532). The results of exploratory, confirmatory, and multigroup factor analysis showed good indices of fit for the two-factor structure. Moreover, the results showed adequate convergent and discriminant validity. Furthermore, our findings indicated that the scale is a reliable and valid instrument for measuring envy at work. This way of measuring envy at work (discerning its challenge and threat appraisal) makes it possible to find answers to some recurrent research questions (e.g. social desirability issues, the confusion of envy with other topics, etc.) and can facilitate reliable research on envy at work.
嫉妒是一种影响员工行为和绩效的重要情绪。虽然有测量嫉妒的工具，但分析工作中的嫉妒还需要新的量表，其中应包括对挑战（良性嫉妒）和威胁（恶意嫉妒）的评估。基于拉扎勒斯和福克曼的理论，本研究的目的是为西班牙员工开发并验证工作嫉妒评估量表（WEAS）。该研究分两项进行；在第一项研究中，构建了量表，并对100名西班牙员工的样本（样本1）进行了维度分析。在第二项研究中，对量表进行了验证，并分析了其心理测量特性（样本2，N = 219；样本3，N = 532）。探索性、验证性和多组因素分析的结果显示，两因素结构具有良好的拟合指数。此外，结果显示出足够的收敛效度和区分效度。此外，我们的研究结果表明，该量表是测量工作中嫉妒的可靠且有效的工具。这种测量工作中嫉妒的方式（区分其挑战和威胁评估）使得能够回答一些反复出现的研究问题（例如社会期望问题、嫉妒与其他主题的混淆等），并有助于对工作中的嫉妒进行可靠的研究。
