PDF(Pubmed)
Abstract：
With the continuous development of education level and the downturn of economic situation, employment competition is intensifying, more and more high-quality talents appear, and the misfit between people and posts has become a common phenomenon. However, there is no consensus on the relationship between perceived overqualification and employee creativity. Based on the conservation of resource theory, this study reveals the micro mechanism and boundary conditions of the influence of excessive qualification on employee creativity. This study analyzed 487 valid samples obtained in three stages. The results show that: (1) Job crafting has a positive mediating effect on perceived overqualification and creativity, and the path of the two halves is positive; (2) Work withdrawal behavior plays a negative mediating role between the perceived overqualification and creativity. The path in the first half is positive, and the path in the second half is negative; (3) Organizational identity moderates the effect of perceived overqualification on job crafting and work withdrawal behavior. Specifically, the higher the sense of organizational identification, the stronger the positive effect of perceived overqualification on job crafting and the weaker the positive effect on work withdrawal behavior; (4) Organizational identification moderates the mediating role of job crafting and work withdrawal behavior in the relationship between overqualification and creativity. Specifically, the higher the organizational identity, the stronger the indirect positive effect of perceived overqualification on creativity through job crafting, and the weaker the indirect negative impact of perceived overqualification on creativity through work withdrawal behavior. The study conclusion deepens the research on the mechanism of the influence of the perceived overqualification on employees\' work behavior, and provides practical enlightenment for the organization and management of employees with excess qualification.
摘要：
随着教育水平的不断发展和经济形势的低迷,就业竞争加剧，越来越多的高素质人才出现，人与职位之间的不适应已经成为一种普遍现象。然而,关于过度资格感和员工创造力之间的关系没有共识。基于节约资源理论,本研究揭示了过度资质对员工创造力影响的微观机制和边界条件。本研究分析了三个阶段获得的487个有效样本。研究结果表明:(1)职业制作对感知过度资格和创造力有正向中介作用,并且两半的路径是积极的；（2）工作退出行为在感知过度资格和创造力之间起着负面的中介作用。上半场的路径是积极的，并且下半年的路径是否定的；（3）组织认同调节了感知的过度资格对工作制作和工作退出行为的影响。具体来说,组织认同感越高，感知的过度资格对工作制定的积极影响越强，对工作退出行为的积极影响越弱；（4）组织认同在过度资格与创造力之间的关系中调节了工作制定和工作退出行为的中介作用。具体来说,组织认同越高，感知到的过度资格通过工作制作对创造力的间接积极影响越强，并且通过工作退出行为感知过度资格对创造力的间接负面影响越弱。研究结论深化了对员工工作行为影响机制的研究,为超额资质员工的组织管理提供了现实启示。
