Our study profiles a varying process of the relationship between delay of gratification (DG) and job performance over time and examines the moderating role of perceived organisational justice in the DG-job performance relationship. Employees’ ability to delay gratification was measured during their job interviews (Time 1). When they had worked for 3 months (Time 2), their job performance was rated by their supervisors. When they had worked for 5 months (Time 3), their perception of perceived informational justice was measured. Their job performance was rated again by their supervisors at 6 months (Time 4). The results showed that DG could directly predict new employees’ short-term (3-month) job performance but not their longer-term (6-month) job performance. Moreover, perceived informational justice moderated the relationship between DG and 6-month job performance.

中文翻译：

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延迟满足新员工的工作绩效预测：时变过程和感知信息正义的调节作用

我们的研究概述了满意度延迟（DG）与工作绩效之间随着时间变化的关系的变化过程，并检验了在DG工作绩效关系中感知到的组织公正的调节作用。员工在面试中（时间1）评估了延迟满足的能力。当他们工作了3个月（时间2）时，其工作绩效由其上司进行评估。当他们工作了5个月（时间3）时，他们对感知到的信息公正的感知就得到了衡量。他们的主管在6个月（时间4）再次对其工作表现进行了评估。结果表明，DG可以直接预测新员工的短期（3个月）工作表现，而不能预测他们的长期（6个月）工作表现。此外，