“污名”指社会对弱势群体、边缘群体以及有不良社会行为的个人贴上的贬抑性和侮辱性标签，这使个体或群体产生自我贬损心理，受到歧视与不公正待遇。在组织中，一些员工在工作中需要经常接触并为这些贴上“污名”标签的成员提供服务（如传染病医护人员、心理咨询师、律师、社工等）。连带污名效应理论认为，服务对象的“污名”效应会传递到员工个体，继而对员工的心理和行为产生影响。然而，客户污名如何被员工所感知？客户污名如何影响员工的工作绩效和个人福祉？中间影响机理是什么？组织如何帮助员工应对客户污名所带来的影响？诸如此类的问题尚未引起研究者的充分重视。基于此，本研究基于连带污名效应视角，运用资源保存理论，探究中国情境下客户污名感知的内涵与结构维度，构建并实证研究客户污名影响员工幸福感和工作绩效的被调节的中介效应模型，厘清中介效应机制及作用边界。研究结论能为组织和员工有效管理并应对客户污名现象提供管理建议与对策。

In our society, stigmatized individuals represent a significant portion of the population. These individuals carry “undesirable, deviant, or repulsive” attributes, as defined by their social contexts, and are often devalued, distanced, or even discriminated against by others (Ragins, 2008, p. 196). Integrating the stigma-by-association (Kulik, Bainbridge, & Cregan, 2008) and conservation of resources (Hobfoll, 1989) perspectives, we examine how serving these clients drains the resources and negatively affects the psychological well-being and work performance of their service providers. I propose that employee calling orientation and client relationships enhance the stigma-by-association effect, such that service providers experience more resource drainage.