员工正念对工作绩效的作用效果及机制：基于元分析的证据

doi:10.3724/SP.J.1042.2025.0647

摘要/Abstract

摘要： 为探究员工正念对工作绩效产生的影响效应、作用机制和边界条件, 通过文献检索、筛选与编码, 对包含220项独立研究、73899个研究样本的188篇文献进行元分析。结果表明：员工正念与任务绩效、关系绩效显著正相关, 工作投入与工作倦怠在上述关系中发挥中介作用, 且相比于关系绩效, 工作投入的中介作用在任务绩效方面更强。员工正念与工作投入的关系受个人主义−集体主义文化的调节, 在集体主义的文化背景下, 员工正念与工作投入之间的关系更强。基于元分析的研究结果为厘清员工正念与工作绩效间的关系效应提供了综合且可靠的结论, 对未来员工正念与工作绩效的相关研究具有一定借鉴意义, 也为组织实践中的员工绩效管理思路提供了有益参考。

关键词: 员工正念, 工作投入, 工作倦怠, 任务绩效, 关系绩效

Abstract:

The rapid advancement of digital technology has heightened the complexity and competitiveness of the social environment, profoundly affecting employees' work patterns. While effectively helping enterprise employees improve work efficiency, it also brings more psychological anxiety, lack of concentration and other problems to employees, further reducing work performance. In this context, employee mindfulness—characterized by attention, awareness, and non-judgmental acceptance —has garnered significant attention. Numerous studies have examined the relationship between employee mindfulness and job performance. However, there remain notable inconsistencies and divergences in the research findings that merit further exploration. This meta-analysis examined the relationship between employee mindfulness and job performance based on self-regulation theory, and investigated the mediating mechanisms and moderating factors that influence this relationship.

This paper meta-analyzed both Chinese and English primary studies on the topic of employee mindfulness and job performance. Based on the reference to existing research to clarify the search keywords for job performance, work engagement, and job burnout, mindfulness was combined with the keywords for job performance, work engagement, and job burnout respectively, and searches were conducted in domestic and international databases to search and screen relevant studies. Finally, 220 independent samples from 188 empirical studies (with a total sample N = 73899) were included. Based on these studies, we conducted heterogeneity and publication bias analysis, main effects analysis, meta-analytic structural equation modeling (MASEM) and moderating effect analysis. Specifically, this study first employed a comprehensive approach by using funnel plots, fail-safe numbers, Egger's regression coefficients, and Begg's intercept to assess publication bias. Secondly, Hunter and Schmidt’s method were used to analyze the main effect between employee mindfulness and job performance. Thirdly, the meta-analytic structural equation modeling was used to test the mediating effect of work engagement and job burnout. Finally, the moderating effect of cultural differences (individualism-collectivism) on the relationship between employee mindfulness, work engagement, and job burnout were tested through Hunter and Schmidt’s subgroup analysis method.

The results of heterogeneity analysis show a high level of heterogeneity among the variables and the publication bias test revealed that there was no substantial publication bias in the studies. The main effects analysis revealed that employee mindfulness is positively associated with job performance, task performance, contextual performance, and work engagement, while it is negatively associated with job burnout. The result of MASEM showed that: Work engagement and job burnout play a significant mediating role in the relationship between employee mindfulness and both task performance and contextual performance. Furthermore, the mediating effect of work engagement is more pronounced between mindfulness and task performance compared to its role in the relationship between mindfulness and contextual performance. The results of subgroup analysis show that: The relationship between employee mindfulness and work engagement is moderated by individualism-collectivism culture. In the context of collectivism, the relationship between employee mindfulness and work engagement is stronger.

The research findings based on meta-analysis offer comprehensive and reliable conclusions that clarify the relationship between employee mindfulness and job performance, addressing the discrepancies in existing research regarding the outcomes of employee mindfulness and work performance. These insights not only have certain reference significance for future theoretical explorations in the field of employee mindfulness and job performance, but also provide valuable references for cultivating a mindful workforce in the process of organizational practice, thereby improving employees' work status and performance levels. This ensures that enterprises can maintain long-term, stable development in the current increasingly complex and rapidly changing environment. Moreover, this study also explored whether individualism-collectivism plays a moderating role in the relationship between employee mindfulness and work engagement, as well as between employee mindfulness and job burnout. It not only provides a reference for a deeper understanding of the boundary conditions under which employee mindfulness affects individual work engagement and job burnout, but also offers a reasonable explanation for the differences in the effects of mindfulness across various cultural contexts.

Key words: employee mindfulness, work engagement, job burnout, task performance, contextual performance

中图分类号:

B849: C93

张静, 孟煜, 张蒙, 陈慧雅. (2025). 员工正念对工作绩效的作用效果及机制：基于元分析的证据. 心理科学进展 , 33(4), 647-672.

ZHANG Jing, MENG Yu, ZHANG Meng, CHEN Huiya. (2025). Effects of empolyee mindfulness on job performance and the mediating mechanisms: A meta-analysis. Advances in Psychological Science, 33(4), 647-672.

图/表 14

图1 员工正念与工作绩效的元分析研究框架

图2 文献检索与筛选流程

表1 异质性与发表偏倚分析结果

结果变量	K	N	Q	I²	失安全系数				Begg秩相关检验
结果变量	K	N	Q	I²	Nfs_-0.05	5K+10	Intercept	p	Z	p
工作投入	66	19683	656.56^***	90.10	5286	340	−2.86	0.140	−1.06	0.291
工作倦怠	62	25349	537.00^***	88.64	7732	320	−0.08	0.960	−1.25	0.213
工作绩效	92	28867	1281.91^***	92.90	5695	470	−1.07	0.590	−1.77	0.076
任务绩效	56	16549	578.89^***	90.50	2528	290	−4.09	0.070	−3.22	0.001
关系绩效	38	11680	527.47^***	92.99	966	200	−1.28	0.600	−0.25	0.801

附图1 员工正念与工作绩效关系漏斗图

附图2 员工正念与任务绩效关系漏斗图

附图3 员工正念与关系绩效关系漏斗图

附图4 员工正念与工作倦怠关系漏斗图

附图5 员工正念与工作投入关系漏斗图

表2 员工正念直接效应分析结果

自变量	结果变量	K	N	$\bar{r}$	$\bar{\rho }$	SD	95% CI	80% CV
正念	工作绩效	92	28867	0.29	0.34	0.21	[0.29, 0.38]	[0.06, 0.61]
	任务绩效	56	16549	0.31	0.36	0.19	[0.31, 0.42]	[0.12, 0.61]
	关系绩效	38	11680	0.27	0.31	0.21	[0.24, 0.38]	[0.04, 0.58]
	工作投入	66	19683	0.34	0.39	0.16	[0.35, 0.43]	[0.18, 0.60]
	工作倦怠	62	25349	−0.43	−0.50	0.16	[−0.54, −0.46]	[−0.71, −0.29]
特质正念	工作绩效	72	24604	0.31	0.36	0.19	[0.32, 0.41]	[0.12, 0.60]
	任务绩效	47	15276	0.32	0.37	0.18	[0.31, 0.42]	[0.14, 0.60]
	关系绩效	26	9237	0.32	0.37	0.14	[0.31, 0.42]	[0.19, 0.54]
	工作投入	46	13809	0.36	0.41	0.18	[0.35, 0.46]	[0.18, 0.63]
	工作倦怠	49	20428	−0.44	−0.50	0.15	[−0.55, −0.46]	[−0.70, −0.31]
状态正念	工作绩效	20	4263	0.16	0.18	0.28	[0.06, 0.31]	[−0.17, 0.54]
	任务绩效	9	1273	0.28	0.33	0.28	[0.14, 0.52]	[−0.03, 0.69]
	关系绩效	12	2443	0.06	0.08	0.29	[−0.09, 0.25]	[−0.29, 0.45]
	工作投入	18	5205	0.30	0.34	0.12	[0.27, 0.40]	[0.18, 0.50]
	工作倦怠	13	4921	−0.41	−0.48	0.19	[−0.59, −0.38]	[−0.72, −0.24]

表2 员工正念直接效应分析结果

自变量	结果变量	K	N	$\bar{r}$	$\bar{\rho }$	SD	95% CI	80% CV
正念	工作绩效	92	28867	0.29	0.34	0.21	[0.29, 0.38]	[0.06, 0.61]
	任务绩效	56	16549	0.31	0.36	0.19	[0.31, 0.42]	[0.12, 0.61]
	关系绩效	38	11680	0.27	0.31	0.21	[0.24, 0.38]	[0.04, 0.58]
	工作投入	66	19683	0.34	0.39	0.16	[0.35, 0.43]	[0.18, 0.60]
	工作倦怠	62	25349	−0.43	−0.50	0.16	[−0.54, −0.46]	[−0.71, −0.29]
特质正念	工作绩效	72	24604	0.31	0.36	0.19	[0.32, 0.41]	[0.12, 0.60]
	任务绩效	47	15276	0.32	0.37	0.18	[0.31, 0.42]	[0.14, 0.60]
	关系绩效	26	9237	0.32	0.37	0.14	[0.31, 0.42]	[0.19, 0.54]
	工作投入	46	13809	0.36	0.41	0.18	[0.35, 0.46]	[0.18, 0.63]
	工作倦怠	49	20428	−0.44	−0.50	0.15	[−0.55, −0.46]	[−0.70, −0.31]
状态正念	工作绩效	20	4263	0.16	0.18	0.28	[0.06, 0.31]	[−0.17, 0.54]
	任务绩效	9	1273	0.28	0.33	0.28	[0.14, 0.52]	[−0.03, 0.69]
	关系绩效	12	2443	0.06	0.08	0.29	[−0.09, 0.25]	[−0.29, 0.45]
	工作投入	18	5205	0.30	0.34	0.12	[0.27, 0.40]	[0.18, 0.50]
	工作倦怠	13	4921	−0.41	−0.48	0.19	[−0.59, −0.38]	[−0.72, −0.24]

表3 员工正念与其他变量间的相关系数矩阵

变量	1	2	3	4
1. 正念
2. 工作投入	0.29
(K, N)	(66, 19683)
95% CI	(0.35, 0.43)
3. 工作倦怠	−0.48^d	−0.48^e
(K, N)	(20, 2576)	(54, 25998)
95% CI	(−0.54, −0.41)	(−0.51, −0.45)
4. 任务绩效	0.31	0.48^a	−0.19^f
(K, N)	(56, 16549)	(179, 70144)	(11, 2151)
95% CI	(0.31, 0.42)	(0.42, 0.54)	(−0.27, −0.11)
5. 关系绩效	0.27	0.36^b	−0.20^f	0.39^c
(K, N)	(38, 11680)	(70, 23967)	(8, 2192)	(24, 7947)
95% CI	(0.24, 0.38)	(0.32, 0.40)	(−0.28, −0.12)	(0.37, 0.40)

表4 基于员工正念的间接效应检验结果

自变量	中介变量	因变量	一阶路径系数a	二阶路径系数b	间接效应(a×b)	标准误差	95% CI
正念	工作投入	任务绩效	0.29^***	0.43^***	0.124^***	0.004	[0.12, 0.13]
正念	工作投入	关系绩效	0.29^***	0.31^***	0.090^***	0.003	[0.08, 0.10]
正念	工作倦怠	任务绩效	−0.48^***	−0.05^***	0.024^***	0.008	[0.01, 0.05]
正念	工作倦怠	关系绩效	−0.48^***	−0.09^***	0.043^***	0.009	[0.02, 0.07]
Difference 1					−0.034^***	0.003	[−0.04, −0.03]
Difference 2					0.019	0.010	[−0.01, 0.04]

表5 状态正念、特质正念与其他变量间的相关系数矩阵

变量	1	2	3	4	5
1. 状态正念
(K, N)
95% CI
2. 特质正念	0.43^g
(K, N)	(39, 4296)
95% CI	(0.33, 0.52)
3. 工作倦怠	−0.48	−0.50
(K, N)	(13, 4921)	(49, 20428)
95% CI	(−0.59, −0.38)	(−0.55, −0.46)
4. 工作投入	0.34^d	0.41	−0.48^f
(K, N)	(18, 5205)	(46, 13809)	(54, 25998)
95% CI	(0.27, 0.40)	(0.35, 0.46)	(−0.51, −0.45)
5. 关系绩效	0.08	0.37	−0.20^e	0.36^a
(K, N)	(12, 2443)	(26, 9237)	(8, 2192)	(70, 23967)
95% CI	(−0.09, 0.25)	(0.31, 0.42)	(−0.28, −0.12)	(0.32, 0.40)
6. 任务绩效	0.33	0.37	−0.19^e	0.48^b	0.39^c
(K, N)	(9, 1273)	(47, 15276)	(11, 2151)	(179, 70144)	(24, 7947)
95% CI	(0.14, 0.52)	(0.31, 0.42)	(−0.27, −0.11)	(0.42, 0.54)	(0.37, 0.40)

表6 基于特质正念、状态正念的间接效应检验结果

自变量	中介变量	因变量	一阶路径系数a	二阶路径系数b	间接效应(a×b)	标准误差	95% CI
特质正念	工作投入	任务绩效	0.41^***	0.40^***	0.164^***	0.004	[0.15, 0.18]
	工作投入	关系绩效	0.41^***	0.25^***	0.103^***	0.004	[0.09, 0.11]
	工作倦怠	任务绩效	−0.50^***	−0.01	0.005	0.008	[−0.02, 0.02]
	工作倦怠	关系绩效	−0.48^***	−0.02	0.010	0.008	[−0.01, 0.03]
Difference 1					−0.061^***	0.003	[−0.07, −0.05]
Difference 2					0.005	0.009	[−0.02, 0.03]
状态正念	工作投入	任务绩效	0.34^***	0.42^***	0.143^***	0.008	[0.12, 0.16]
	工作投入	关系绩效	0.34^***	0.38^***	0.128^***	0.008	[0.11, 0.15]
	工作倦怠	任务绩效	−0.48^***	−0.04	0.020	0.010	[−0.01, 0.05]
	工作倦怠	关系绩效	−0.48^***	−0.21^***	0.101^***	0.011	[0.07, 0.13]
Difference 3					−0.015^*	0.006	[−0.03, −0.01]
Difference 4					0.081^***	0.012	[0.05, 0.11]

表7 个人主义−集体主义的调节效应检验结果

中介变量	变量类别	K	N	$\bar{r}$	$\bar{\rho }$	SD	95% CI	80%CV	Q_B
工作投入	个人主义	24	5052	0.26	0.30	0.08	[0.26, 0.34]	[0.20, 0.40]	6.47^**
工作投入	集体主义	32	12295	0.37	0.42	0.18	[0.35, 0.48]	[0.18, 0.65]	6.47^**
工作倦怠	个人主义	17	3317	−0.42	−0.49	0.11	[−0.55, −0.43]	[−0.64, −0.35]	1.88
工作倦怠	集体主义	45	22032	−0.43	−0.50	0.17	[−0.55, −0.45]	[−0.71, −0.29]	1.88

表7 个人主义−集体主义的调节效应检验结果

中介变量	变量类别	K	N	$\bar{r}$	$\bar{\rho }$	SD	95% CI	80%CV	Q_B
工作投入	个人主义	24	5052	0.26	0.30	0.08	[0.26, 0.34]	[0.20, 0.40]	6.47^**
工作投入	集体主义	32	12295	0.37	0.42	0.18	[0.35, 0.48]	[0.18, 0.65]	6.47^**
工作倦怠	个人主义	17	3317	−0.42	−0.49	0.11	[−0.55, −0.43]	[−0.64, −0.35]	1.88
工作倦怠	集体主义	45	22032	−0.43	−0.50	0.17	[−0.55, −0.45]	[−0.71, −0.29]	1.88

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