Excellence or perfection: Examining work performance mediated through employee engagement in India

Kanika Kohli, Archana Tyagi, Poonam Khurana, Nandan Prabhu
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Abstract

The model of excellencism and perfectionism (MEP) theorizes that the attitude toward goals as characterized in excellencism is desirable over perfectionism. Using the self-determination theory (SDT), this study aims to investigate the varying effects of perfectionism and excellencism on work engagement and performance. The study used a time-lagged multi-phase, multi-source, and cross-sectional online survey to collect responses from 360 corporate employees of Indian companies in the services industry. The results indicate that while both perfectionism and excellencism entail pursuing high standards, they relate differently with performance and work engagement. Interestingly, excellencism and work engagement were significantly associated with performance (p < .001); however, perfectionism was insignificant (p = .989). Perfectionism strengthens work engagement (β = 0.112; p = .013), while excellencism has an insignificant effect (β = 0.035; p = .537). Work engagement fully mediates the perfectionism-performance relationship. This demonstrates that striving for excellence alone is sufficient to achieve positive performance, challenging the traditional belief that one must focus on perfection. Furthermore, perfectionism is positively associated with performance only when employees are engaged and have positive motivation toward work.
卓越还是完美?考察印度以员工参与为中介的工作绩效
优秀主义和完美主义模型(MEP)理论认为,优秀主义中的目标态度比完美主义更可取。本研究采用自我决定理论(SDT),旨在探讨完美主义和优秀主义对工作投入和绩效的不同影响。研究采用了时滞多阶段、多来源、横截面在线调查的方法,收集了印度服务业公司 360 名企业员工的反馈。结果表明,虽然完美主义和卓越主义都需要追求高标准,但它们与绩效和工作投入的关系却不同。有趣的是,卓越主义和工作投入度与绩效有显著关联(p <.001);然而,完美主义却不显著(p = .989)。完美主义增强了工作投入度(β = 0.112; p = .013),而优秀主义的影响不明显(β = 0.035; p = .537)。工作投入完全调节了完美主义与绩效之间的关系。这表明,追求卓越本身就足以取得积极的绩效,从而挑战了人们必须注重完美的传统观念。此外,只有当员工投入工作并对工作有积极的动机时,完美主义才会与绩效正相关。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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