在職場上，我們都必須承認每位員工都需要滿足他們主管的基本目標。如果個人無法滿足工作要求，員工可能面臨一些懲罰，例如：降職或離開公司。然而，另一方面，如果員工能夠滿足工作要求，那麼情況將變得有趣。由於員工可以選擇提供剛剛好滿足工作要求的表現或追求更高績效目標，這全取決於主管的底線心態。在過去的研究中已有探討關於主管的底線心態如何影響員工的工作表現。然而，過去文獻主要集中在員工對底線心態的行為反應，而缺乏討論員工在採取行為之前的心態。因此，在本研究中，我們透過探討挑戰評估和阻礙評估、自我提升和工作投入的影響，以及主管支持和核心自我評價的可能邊界效應，來為底線心態之領域提供新的見解。
在本研究中，我們發現主管的底線心態通常被員工負面看待，進而阻礙他們的表現。另外，在假設中的主管支持和核心自我評價的調節作用並不如預期的有影響力，這可能是由於更深層次的問題，例如：期望不一致和缺乏信任等。研究發現創造一個支持性和信任的職場文化的重要性，並且鼓勵主管營造一個平衡組織目標與員工福祉的環境，提供建設性的回饋並認可員工個人貢獻等，這些方法對於使組織目標與員工抱負一致，並創造一個更團結、高效和正面的工作環境至關重要。

In the workplace, whether we like it or not, we have to admit that every employee needs to meet their supervisors’ bottom-line goals. If an individual cannot meet work demands, the employee may face some punishments, such as either to demoted or leaving the company. However, on the other hand, if an individual can meet work demands, then the circumstance becomes something interesting. Since the employee can choose either to meet just enough work demands or pursue higher standards, all depends on the supervisor bottom-line mentality. In past research, several scholars have investigated how a supervisor's bottom-line mentality affects employee job performance. However, literature has been focused on what employees’ behaviors respond to bottom-line mentality, and lack of discuss what’s the employees’ mindset before taking behaviors. Therefore, in this study, we shed light on the bottom-line mentality literature field by examining the effect on employee job performance via challenge appraisal and hindrance appraisal, self-improvement and work engagement; and possible boundary effects of supervisory support and core self-evaluations.
In this study, we discovered that a supervisor's strong bottom-line focus is generally viewed negatively by employees, potentially hindering their performance. However, the hypothesized moderating roles of supervisory support and core self-evaluations were not as influential as expected, maybe due to deeper issues like misaligned expectations and lack of trust. These findings emphasize the importance of creating a supportive and trust-based workplace culture. Supervisors are encouraged to foster an environment that balances organizational goals with employee well-being, offering constructive feedback and recognizing individual contributions. This approach is pivotal for aligning organizational objectives with employee aspirations, and creating a more united, productive, and positive work environment.

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