工作于人不仅是维持生计的工具，更是生活中重要的组成部分和意义来源，越来越多的人开始讨论和重视自己在工作中的感受和状态。在工作中保持投入不仅有利于自身的心理健康与职业表现，也能够给公司和社会带来许多积极影响。然而现实中，能够在工作中保持高度投入的却只是少部分的幸运儿，经调查发现约三分之一的美国员工感觉工作很投入，而在中国该比例只有2%。那么究竟哪些因素在影响员工的工作投入？以往研究集中于工作资源和个人资源对工作投入的影响，而个人信念对工作投入的影响还较少有研究关注。职场是天然具有权力等级的场景，除了实际的权力差异外，人们对权力差异的看法也是重要的影响因素。因此，本研究聚焦于探索低权力个体所持有的权力距离信念对工作投入的影响，并揭示其作用机制，即上级责任感知的中介作用。

本研究共进行了3项子研究，其中研究1通过问卷调查，在真实的工作场景中初步发现了权力距离信念可以负向预测工作投入，以及上级责任感知在其中起到的中介作用。研究2聚焦于学生与导师这一权力关系，通过线上实验进一步验证了变量间的因果关系，即大学生的权力距离信念会提高其导师责任感知，从而导致其在学业中的投入程度降低。最后，研究3使用实验法，发现当降低被试的上级责任感知时，权力距离信念对工作投入的消极影响被削弱了。

本研究首次验证了权力距离信念对工作投入的消极影响以及上级责任感知在其中的解释机制，研究结果可以为理解员工心态、建设企业文化提供有益参考。

Work is not only a tool for making a living, but also an important part of life and a source of meaning, and more and more people are discussing and valuing their feelings and status at work. Staying engaged at work is not only beneficial to your own mental health and professional performance, but can also bring many positive impacts to the company and society. However, the reality is that those who can maintain a high level of commitment at work are only a small number of lucky people. A survey found that about one-third of U.S. employees feel very committed to their work, while in China the proportion is only 2%. So what factors are affecting employee engagement? Previous research has focused on the effects of work resources and personal resources on work engagement, while less research attention has been paid to the effects of personal beliefs on work engagement. Whereas the workplace is a naturally power-hierarchical scenario, people's beliefs about power differences are important influences in addition to actual power differences. Therefore, this study focuses on exploring the effect of power distance beliefs held by low power individuals on work engagement and revealing its mechanism of action, namely the mediating role of superiors’ responsibility perception.

Three sub-studies were conducted in this study, of which Study 1 initially found that power distance belief negatively predicted work engagement and the mediating role of supervisor's responsibility through a questionnaire survey in a real work scenario. Study 2 focused on the power relationship between college students and their tutors, and further verified the causal relationship between variables through online experiments, that is, students' power distance beliefs will increase their perceived tutors' responsibility, thereby leading to a reduction in work engagement. Finally, Study 3 used experimental methods and found that when subjects' perceived superior responsibility was reduced, the negative impact of power distance beliefs on work engagement was weakened.

This study verifies for the first time the negative impact of power distance belief on work engagement and the explanatory mechanism of perceived superiors' responsibility. The findings offer valuable insights into employee mindset and the cultivation of corporate culture.