Previous research has found inconsistent relationship between general humility and individual well-being. Moreover, there is very limited exploration of its underlying mechanisms and boundary conditions. Drawing from ego-depletion theory and self-efficacy literature, we propose an integrated model that examines the concurrent effects of employee humility on well-being. Taking a multi-faceted perspective of well-being, we suggest that employee humility is associated with both positive and negative aspects of well-being through two routes: increased self-efficacy and ego depletion. In line with internal identity asymmetry theory, we further propose that perceived leader underestimation serves as a critical boundary condition that influences these relationships. To test our hypotheses, we utilized time-lagged and supervisor-subordinate matched data and conducted a moderated-mediation analysis. Our results partially supported the hypothesized relationships. Specifically, employee humility was found to be associated with increased well-being in terms of personal growth and job satisfaction through enhanced self-efficacy and increased ego depletion. However, it was also linked to decreased well-being in terms of sleep deprivation through heightened ego depletion. Moreover, while perceived leader underestimation did not moderate the positive relationship between employee humility and ego depletion, it did play a moderating role in the positive association between employee humility and self-efficacy. Theoretical and practical implications were discussed to provide a comprehensive understanding of the positive and negative aspects of employee humility in relation to individuals’ well-being.

先前的研究发现普遍谦逊与个人幸福感之间的关系不一致。此外，对其潜在机制和边界条件的探索非常有限。根据自我损耗理论和自我效能文献，我们提出了一个综合模型，研究员工谦逊对幸福感的同时影响。从多方面的角度来看幸福感，我们认为员工的谦逊通过两条途径与幸福感的积极和消极方面相关：提高自我效能和自我损耗。根据内部身份不对称理论，我们进一步提出感知领导者低估是影响这些关系的关键边界条件。为了检验我们的假设，我们利用了时滞数据和主管-下属匹配数据，并进行了有调节的中介分析。我们的结果部分支持了假设的关系。具体来说，员工的谦逊被发现与通过增强自我效能和增加自我损耗而提高个人成长和工作满意度方面的幸福感相关。然而，它也与由于自我损耗加剧而导致的睡眠不足导致的幸福感下降有关。此外，虽然领导者的低估并没有调节员工谦逊与自我损耗之间的正相关关系，但它确实在员工谦逊与自我效能之间的正相关关系中发挥了调节作用。讨论了理论和实践意义，以全面了解员工谦逊对个人福祉的积极和消极方面。