Drawing from conservation of resources theory, this study examines the curvilinear relationship between employees’ work engagement and their job performance; the authors also hypothesize that employees’ feedback-seeking behavior is a pertinent boundary condition that mitigates this curvilinear relationship. Personal resources likely mediate the work engagement–job performance relationship too. Data gathered from 190 employees and their supervisors in Ukraine (study 1) and from 171 employees and their supervisors in Pakistan (study 2) reveal that although work engagement enhances job performance, the effect occurs at a declining rate as work engagement increases. Feedback-seeking behavior moderates this curvilinear relationship, so the decline in the rate at which work engagement enhances job performance is mitigated by higher levels of feedback-seeking behavior. Furthermore, after controlling for the role of feedback-seeking behavior, the curvilinear effect of work engagement on job performance is mediated by personal resources (i.e., self-efficacy, optimism, and resilience). These findings have significant implications for research and practice.

从资源节约理论出发，本研究考察了员工的工作投入与他们的工作绩效之间的曲线关系。作者还假设员工的寻求反馈行为是减轻这种曲线关系的相关边界条件。个人资源也可能介导工作投入与工作绩效之间的关系。从乌克兰的190名雇员及其上司（研究1）和巴基斯坦的171名雇员及其上司（研究2）收集的数据显示，尽管工作投入可以提高工作绩效，但随着工作投入的增加，这种影响的发生率会下降。寻求反馈的行为会缓和这种曲线关系，因此，更高水平的寻求反馈行为可以缓解工作投入提高工作绩效的速度下降。此外，在控制了寻求反馈行为的作用之后，工作投入对工作绩效的曲线影响是由个人资源（即自我效能，乐观和适应力）介导的。这些发现对研究和实践具有重要意义。