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<p>Building on person-environment fit theory, this study examines whether the congruence of committed human resource attribution (HRA) between supervisors and subordinates enhances subordinates’ work performance, mediated by their learning goal orientation. We examined our hypotheses using cross-level polynomial regressions and response surface analyses. We examined our hypotheses using dyadic data from questionnaire surveys of 336 supervisor-subordinate pairings in Chinese companies. The results indicated that supervisor-subordinate congruence in committed HRA led to higher levels of subordinate learning goal orientation. Additionally, subordinates in the congruent dyads with high committed HRA had higher levels of learning goal orientation than those in the congruent dyads with low committed HRA. Furthermore, supervisor-subordinate congruence in committed HRA had an indirect effect on work performance via subordinate learning goal orientation.</p>

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Supervisor-subordinate HR attribution match: unveiling the different impact on work performance through employee learning goal orientation

  • 期刊论文

  • 发表日期：

    2025年8月6日

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  • Juan Peng,
  • Yixue He

摘要

Building on person-environment fit theory, this study examines whether the congruence of committed human resource attribution (HRA) between supervisors and subordinates enhances subordinates’ work performance, mediated by their learning goal orientation. We examined our hypotheses using cross-level polynomial regressions and response surface analyses. We examined our hypotheses using dyadic data from questionnaire surveys of 336 supervisor-subordinate pairings in Chinese companies. The results indicated that supervisor-subordinate congruence in committed HRA led to higher levels of subordinate learning goal orientation. Additionally, subordinates in the congruent dyads with high committed HRA had higher levels of learning goal orientation than those in the congruent dyads with low committed HRA. Furthermore, supervisor-subordinate congruence in committed HRA had an indirect effect on work performance via subordinate learning goal orientation.