The relationship between employees' growth mindset, well-being, and job performance: Evidence from a Meta-analysis

Growth mindset, defined as a belief system that individuals use to navigate uncertainties in both internal and external organizational environments, has garnered increasing scholarly attention. However, despite its growing prominence, research in this area remains fragmented and lacks systematic integration. Drawing on trait activation theory, this study examines the relationship between growth mindset and employee well-being and performance, as well as the moderating role of national cultures. Meta-analytic results, based on 80 independent samples from 69 studies ( N = 26,594), showed that: (a) growth mindset was positively associated with well-being (hedonic well-being and eudaimonic well-being) and performance (organizational citizenship behavior and task performance); (b) the relationship between growth mindset and eudaimonic well-being was stronger than with hedonic well-being, and the association between growth mindset and organizational citizenship behavior was stronger than with task performance; (c) uncertainty avoidance negatively moderated the relationship between growth mindset and eudaimonic well-being, whereas long-term orientation positively moderated it. These findings deepen our understanding of the relationship between growth mindset, employee well-being, and performance, and expand the boundary conditions under which its impact may vary.