Abstract: The narrow cognitive mode of supervisor bottom-line mentality in the workplace has increasingly garnered attention due to its destructive nature. The effectiveness of supervisors’ bottom-line mentality at the team level in predicting employees’ individual-level work performance warrants investigation. This study utilizes the affective events theory to develop a cross-level moderated mediation model. Employing a paired sample comprising 64 supervisors and 300 employees, this study investigates the relationship between supervisor bottom-line mentality and employees’ work performance, emphasizing the mediating influence of employee anger and the moderating impact of team mindfulness. The findings indicate that supervisor bottom-line mentality has negative effects on employees’ work performance. Employee anger plays a mediating role in the relationship between supervisor bottom-line mentality and employees’ work performance. Team mindfulness negatively moderates the impact of supervisors’ bottom-line mentality on employee anger. Furthermore, the indirect relationship above is negatively moderated by team mindfulness such that such a relationship is weakened when team mindfulness is high.

Key words: supervisor bottom-line mentality, employee anger, team mindfulness, employees’ work performance