The Effect of Growth Mindset on Work Engagement and Performance via Cognitive Appraisals

Le résumé fourni par la source

The positive influence of mindsets on motivation and academic performance in educational settings is well-established. Recently, there has been increasing recognition of the relevance of applying mindsets to organizational contexts, especially in light of the distinct challenges faced in the workplace. To contribute to this expanding literature, we integrate the job demands-resources (JD-R) model and the transactional model of stress to explore the open question of whether and how mindsets influence engagement and performance at work. We also investigate the mediating role of job demands appraisals in this relationship. Employing a multisource data approach, we gathered self-assessments of mindsets and job demands appraisals from focal employees, work engagement evaluations from supervisors, and performance data from archival records of annual performance ratings. Our results show that employees endorsing more of a growth mindset exhibit high levels of engagement and performance at work. This relationship is mediated by cognitive appraisals of job demands. In essence, the positive effect of a growth mindset on performance at work is driven by a two-part mediating mechanism. Employees with a growth mindset appraise job demands as more challenging. Such appraisals are associated with higher work engagement, positively influencing performance at work.

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