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The purpose of this paper is to investigate, with a Pakistani sample, the destructive and constructive behavioral intentions associated with benign and malicious envy in the context of perceived opportunity to perform.

The authors conducted two cross-sectional studies to test the hypotheses. In Study 1, data were obtained from students (n=90), whereas in Study 2, the authors used an executive sample (n=83).

The primary motivation of benign envy was to bring oneself up by improving performance on the comparison dimension, whereas the primary motive of malicious envy was to pull the envied other down. The relationship between malicious envy and behavioral “pulling down” intentions of derogating envied other was conditional on perceived opportunity on the comparison dimension. Consistent with a motive to improve self-evaluation, this study also found that perceived opportunity to perform interacted with benign envy to promote performance intentions on an alternative dimension. Furthermore, malicious envy was also associated with self-improving performance intentions on the comparison dimension, conditional upon perceived opportunity to perform.

Envy, depending on its nature, can become a positive or negative force in organizational life. The pattern of effects for opportunity structure differs from previous findings on control. The negative and positive effects of malicious envy may be managed by attention to opportunity structures.

This study supports the proposition that benign envy and malicious envy are linguistically and conceptually distinct phenomena, and it is the first to do so in a sample from Pakistan, a non-western and relatively more collectivistic culture. The authors also showed that negative and hostile envy-based behaviors are conditional upon the perceived characteristics of the context.

This study aims to investigate how luxury brand attachment (LBA) and perceived envy may influence schadenfreude. In addition, the moderating influence of consumers’ need for uniqueness (CNFU) and private vs public consumption is examined.

Data were collected from a consumer panel in Australia. A total of 365 valid and useable responses were analysed through structural equation modelling in AMOS 26.

The results show that LBA has a significant impact on perceived envy. Consumers’ perceived envy also results in schadenfreude. However, LBA did not have any significant impact on schadenfreude. The moderating influence of CNFU is partially supported. This research further confirms that consumers’ public consumption has more relevance to visible social comparison and potential feelings of malicious envy towards others.

The research model may work as a strategic tool to identify, which group of consumers (e.g. high vs low attachment) displays stronger envy and schadenfreude. Brand managers can also explore the personality traits and psychological dynamics that influence the consumers to express emotional bonds and malicious joy within the context of consumer-brand relationships.

This is one of the first few studies that have examined the relationships amongst consumers’ brand attachment, perceived envy, schadenfreude and need for uniqueness within a luxury branding context.

This paper aims to identify the ways that customers respond to customer-to-customer comparisons that may drive loyal customers to engage in undesirable behaviors. The research examines the role that jealousy and envy play in restoring equity through revenge-seeking intentions.

The study uses survey research methodology. The measurement model is validated using CFA, and hypotheses are tested using structural equation modeling. The mediated relationships are calculated using the bootstrap method, and moderated mediation is calculated by creating estimands to test the effects.

Customers who feel either jealousy or envy may engage in revenge-seeking behaviors, such as vindictive complaining and negative electronic word-of-mouth (eWOM). Customers who perceive that a firm is unfairly favoring other customers develop feelings of jealousy and betrayal, and this tendency is strengthened when the customer has a high level of prior trust. Customers typically develop envy when their attention and perceptions of inequity center on another customer, rather than on the firm’s actions and anger drives this effect.

Customers can pursue revenge-seeking actions when unfair actions influence the formation of envy and jealousy through the development of perceived betrayal. Companies can focus on the comparisons that customers make to address revenge-seeking and better manage online relationships preemptively.

The paths that customers take to revenge through jealousy and envy are conceptualized in a communal relationship setting and further developed. Further distinctions of jealousy and envy are made, and the role of prior trust in enhancing revenge-seeking is found.

This paper aims to report the findings of a study examining the role of workplace envy as a mediator between set of antecedents and consequences. A theoretical model proposed to be tested empirically by Mishra (2009).

A pre-determined questionnaire was completed by 169 employees working in several jobs at four organizations in Jordan. Only 142 were usable for the present study, resulting in a response rate of 84 per cent. The data collection period took only one month from March 2017 to April 2017.

Six hypotheses were developed in this study. The results from multiple-regression analysis indicate that the three proposed antecedents (i.e. neuroticism, conscientiousness and perceived competitiveness) significantly predict workplace envy. In addition, workplace envy significantly predicts counterproductive behaviours and organizational citizenship behaviour.

Organizations must set a range of methods that help in reducing the envy at work. A starting point to do that is to measure both; the levels of envy and its main determinants among all employees in the organization. After this assessment, the aim is to build intervention methods aimed at striving to reduce workplace envy. Furthermore, the proposed model of this study may provide managers with new insights into reducing envy at work. These might be, but not specific to: stress management programmes, teaching employees ethical solutions for conflicts at work and conducting informal activities between employees.

This is one of the studies, to author knowledge, that tested variety of antecedents and consequences of workplace envy in a Jordanian context. As a result, testing the proposed model addresses previous research concerns that envy has not thoroughly investigated and requires empirical consideration.

While envy has been widely explored in psychology literature, theoretical understanding of the effects of envy on consumers’ emotional responses to brands is promising but under explored. Therefore, this study aims to apply cases of envy and psychological distance to consumers to examine whether the style of brand storytelling can moderate brand preference.

Three experimental studies were conducted to test the hypotheses. Experiment 1 investigated the effect of envy on consumer evaluations of an advocated brand, through viewing a series of advertisements that varied in brand storytelling styles. A total of 104 working students were randomly assigned to a 2 (brand storytelling: underdog vs top dog) single factorial design. Experiment 2 investigates the effect of envy on consumer evaluations of the advocated brand through viewing advertisements that varied in psychological distance. A total of 108 working students were randomly assigned to a 2 (psychological distance: proximal vs distant) single factorial design. Experiment 3 investigated the effect of envy on evaluations of the brand through viewing advertisements that varied in brand storytelling style and psychological distance. A total of 208 working students were randomly assigned to a 2 (underdog vs top dog) × 2 (proximal vs distant psychological distance) between-subject factorial design.

Results demonstrate that for consumers experiencing benign and malicious envy, advertisements characterized by brand storytelling (underdog vs top dog) and psychological distance (proximal vs distant) will elicit differential brand preferences.

This research takes up the call to address the limited attention given to envy in the context of brand advertising. Specifically, this research aims to explore how consumer envy influences brand preference and the role of moderating effects such as brand storytelling and psychological distance in this context.

Expressions of pride may elicit others’ envy. In the consumer context, prior research has repeatedly demonstrated that such envy significantly affects consumers’ attitudinal and behavioural responses towards the object of envy. This paper aims to investigate whether this pride-envy relationship is bi-directional. Does being envied by others affect consumers’ self-directed feelings of pride, as well as their subsequent attitude towards a product (i.e. the object of envy)?

Three experiments examined how emotional reactions of envy from others may influence consumers’ subsequent affective and attitudinal responses towards their own product or purchase. The first experimental study (n = 129) examined whether exposure to benign envy from others evokes higher levels of authentic pride and positively influences product attitude. The second experiment (n = 159) investigated whether exposure to malicious envy from others evokes high levels of hubristic pride, and therefore, negatively influences product attitude. The third study (n = 80) was a quasi-field experiment seeking to provide further empirical support for the relationship between benign (vs malicious) envy and authentic (vs hubristic) pride and their effects on attitude.

The first experiment showed that when participants observed expressions of benign envy towards them, they expressed authentic pride, which ultimately increased positive attitudes towards the product. The second experiment showed that when participants observed expressions of malicious envy towards them, they expressed hubristic pride, which, in turn, reduced positive attitudes towards the product. The effect of malicious envy was further moderated by susceptibility to social influence, whereby the indirect effect of malicious envy on product attitudes was only significant among participants with high susceptibility. The third experiment demonstrated the relationship between benign (vs malicious) envy and authentic (vs hubristic) pride and the effects on attitude in a quasi-field study.

The present paper aims to fill a research gap by showing how being the recipient of others’ malicious or benign envy affects consumers’ self-directed feelings of pride, as well as their attitude towards a product that is the object of envy.

The current research is among the first to show that the emotional expressions of other consumers can influence existing consumers’ affective responses and attitudes towards a product. These findings highlight the importance of building a positive culture and community around brands and products, whereby other consumers’ consumption of the brand or product is perceived positively.

To the best of the authors’ knowledge, this study is the first empirical evidence demonstrating that others’ expression of benign (malicious) envy may lead to the self-feeling of authentic (hubristic) pride, which has a downstream effect on attitude towards the product.

The paper's aim is to discuss envy as an institutional force that can sap peoples' energy and provoke inner conflicts that may prevent institutional flourishing. This represents a crucial element in the so‐called hidden curriculum of any institution, including higher education ones. The paper also intends to further the analysis of envy, its effects and ways to diminish them in the context of academic and non‐academic organizations, from a multicultural perspective.

The paper's approach is a literature review and a qualitative methodology of story lives in the form of narratives of main actors in high echelons of institutions in Brazil that deal with key areas in higher education institutions (HEI). It discusses how envy has been perceived in their institutional contexts and what possible models of multicultural leaders could emerge from those narratives.

Counteracting forces in relation to the effects of envy in organizational climate could be noted, particularly highlighting the role of multiculturally sensitive leaders in dealing with it.

The role of leaders in enhancing organizational and collective goals and promoting the valuing of plural institutional actors was particularly stressed as a possible path towards minimizing envy at the work place. The role of the curriculum in HEI and even of citizenship education in primary and secondary schooling is highlighted to better equip students to address ethical and multicultural dimensions in their future professional lives.

Productivity and capacity for innovation – issues increasingly addressed in institutional evaluation – should be likely boosted in environments where leaders competently deal proactively in a way that prevents envy to become a destructive force. The paper shows that HEIs have a high potential for contribution, by preparing future professionals in broader, multicultural perspectives that better equip them to become leaders for a better world.

The present investigation aimed to evaluate the influence of envy on the predisposition to innovative behavior, starting from a conceptual model that considers not only the direct influence of envy but its indirect influence through ostracism and alignment with the negative behaviors of superiors.

Using a survey applied to 168 individuals, a conceptual model was developed based on the relationship ignored in the literature between envy and innovative behavior. The model was validated using the multivariate statistical technique of structural equation modeling with partial least squares estimation (Partial least squares structural equation modeling [PLS-SEM]).

The results of the study suggest that envy not only has a direct positive influence on alignment with negative boss behaviors and ostracism, but also an indirect influence on ostracism mediated by alignment with negative boss behaviors. Another important result of the present investigation refers to the negative effect of envy on the predisposition to innovative behavior. The results suggest that the greater the envy, the lower the innovative behavior.

This research provides evidence that envy can act as a barrier to innovation by triggering counterproductive behaviors such as ostracism and a decrease in predisposition to innovative behaviors, either due to innovative individuals prematurely exiting the organization or due to them lessening/dampening their innovativeness to avoid the negative consequences. Given this scenario, it becomes necessary to increase managerial awareness on the subject to manage negative emotions to promote the conditions for organizational innovation.

The present research contributes in both practical and theoretical ways to understanding the effects of envy on the predisposition to innovative behavior. Adding to this, this research represents a conceptual advance by linking envy to innovative behavior, providing a promising avenue for extending the psychological relevance of the envy construct to organizational and management studies, which are generally positive, normative and outcome-oriented.

This study aims to investigate the fit of a promotion (prevention) focus with malicious (benign) envy and how this fit influences positive and negative behaviours, depending on the context.

Four empirical studies (two laboratory and two online experiments) were used to test key hypotheses. Study 1 manipulated regulatory focus and envy in a job application setting with university students. Study 2 engaged similar manipulations in a social media setting. Studies 3 and 4 extended the regulatory focus and envy manipulations to the general population in pay-what-you-want (PWYW) and pay-it-forward (PIF) restaurant contexts.

The findings showed that a promotion (prevention) focus fits with the emotion of malicious (benign) envy. In the social media context, promotion and prevention foci demonstrated negative behaviour, including unfollowing the envied person, when combined with malicious and benign envy. In the PWYW and PIF contexts, combining envy with a specific type of regulatory focus encouraged both positive and negative behaviours through influencing payments.

Future research could validate and extend this study’s findings with different product/service categories, cross-cultural samples and research methods such as field experiments.

The four studies’ findings will assist managers in formulating marketing strategies to enhance their positioning of target products/services, possibly leading to higher prices for PWYW and PIF businesses.

The conceptual model is novel as, to the best of the authors’ knowledge, no prior research has proposed and tested the fit between envy type and regulatory foci.

Corporate venturing initiatives, which exemplify corporate entrepreneurial behavior, follow an evolutionary path of variation, selection, and retention. While their external selection is a consequence of their performance, their internal selection is subject to forces of complementarity and legitimacy, and how well competition from other initiatives is overcome. This chapter aims to unfold the dynamics of the internal selection process of initiatives, focusing on its emotional dimensions. Assuming that organizational agents have a deliberate role in guiding the internal selection process of initiatives, the chapter examines how organizational agents' emotional dynamics influence this process. The chapter draws its theoretical basis from the intraorganizational evolutionary perspective and the literature on emotions in organizations. The case of a corporate venturing initiative and the narratives of four managers involved directly and indirectly in the initiative are used to illustrate how the emotional dynamics of organizational members evoked envy toward a venturing initiative and directly impacted its degree of competition and complementarity with other interacting initiatives, ultimately hampering its selection.