Meaningfulness of work has been heralded as one of the most important drivers of individual and organizational outcomes. However, the extent to which this critical psychological state manifests itself in the workplace and contributes to positive job performance is not yet fully understood. In this article, we draw from broaden-and-build theory to suggest that meaningfulness enhances employees' promotive voice behaviors, which in turn are positively related to job performance ratings by their leaders. We also suggest that leader–member relationships strengthen this mediational process. An analysis of survey data of 249 employees with matched lagged performance appraisal data supported our hypotheses. This study is important because it demonstrates that meaningfulness is not only associated with positive attitudinal responses and individual well-being, but also holds value for organizations in that it fosters desirable workplace behaviors such as job performance.

中文翻译：

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工作的意义和监管评级的工作绩效：一个有调节的中介模型

工作的意义被认为是个人和组织成果的最重要驱动因素之一。然而，这种严重的心理状态在工作场所表现出来并有助于积极工作表现的程度尚不完全清楚。在本文中，我们从拓宽和构建理论中得出结论，意义感增强了员工的积极发言行为，而这反过来又与领导对工作绩效的评价呈正相关。我们还建议领导-成员关系加强这种调解过程。对 249 名员工的调查数据与匹配的滞后绩效评估数据的分析支持了我们的假设。