*Limitations*

The current paper's findings should be interpreted cautiously in light of several potential limitations. A limitation of the study is that most of the sample belonged to the services sector, although some of the sample is from the production sector, including areas such as construction. This limitation questions the representativeness of the results of underrepresented sectors. Services and production sectors could certainly vary in their different types of procedures and practices, such as performance evaluation or health and wellbeing promotion. The sample is more balanced in terms of gender, age, job category, or type of contract. In any case, this study represents a first approach to understanding the diversity in the patterns of relationships between performance and wellbeing in organizations. A second limitation is the fact that self-rated performance and performance rated by supervisors were not assessed with the same scale, due to the difficulties in obtaining responses from supervisors about all their subordinates (in fact, we had a high reduction in the sample when gathering data). This situation can raise some doubts about the reasons for the differences in performance-wellbeing patterns when each of the measurement methods is used. Thus, these differences could be due to different performance measures rather than to different informants. However, both measures can be considered global performance measures. Self-rated performance is a composite measure that includes the basic components of performance [34]. Performance rated by the supervisor measures

global performance considering three global indicators: general performance, quality, and achievement of objectives.
