工商管理学院知识库

       随着我国建设现代化教育强国的战略实施，人才已成为国家发展的第一资源。然而，受经济下行压力影响，劳动力市场低迷，人才流失的情况也日益严重，许多人不得不选择学历或技能水平较低的职业，在工作中容易产生大材小用的感觉，从而导致员工资质过剩的感知。研究表明，资质过剩感知会对个体产生正向或者负向的影响，如更多的工作投入或更高的离职倾向。越轨创新行为是一种角色外的主动性行为，相比一般员工，感知资质过剩的员工拥有更多的资源进行越轨创新，而个体的认知反应和情绪反应会同时驱动员工的行为，因此，本研究基于认知与情绪两条路径，探究资质过剩感知对于员工越轨行为与创新的作用机制。此外，个体的情绪和认知受组织情绪氛围的影响，故引入容错动态性作为调节变量，探究资质过剩感知的边界条件。

       本研究通过梳理现有文献，基于资源保存理论，分别引入角色宽度自我效能感、情绪耗竭为中介变量，容错动态性为调节变量，探究资质过剩感知如何通过情绪和认知两条路径对越轨创新行为产生影响。本研究选择企业员工为调研对象，使用问卷调查法和层次回归分析法对收集到的306份有效数据进行分析处理，进行实证研究。

       研究结论如下：（1）资质过剩感知能够正向预测员工越轨创新行为；（2）资质过剩感知能通过情绪和认知两条路径影响员工越轨创新行为；（3）角色宽度自我效能感和情绪耗竭中介了资质过剩感知对越轨创新行为的影响；（4）容错动态性正向调节了资质过剩感知对角色宽度自我效能感的影响，且调节了角色宽度自我效能感的中介作用；（5）容错动态性负向调节了在资质过剩感知对情绪耗竭的影响，且调节了情绪耗竭的中介作用。最后，基于研究结论，为组织提出切实可行的管理建议。

    With the implementation of China's strategy to build a modern educational powerhouse, talents have become the first resource for national development. However, due to the downward pressure of the economy, the labor market has experienced a downturn and the brain drain has become increasingly serious. Many people have to choose occupations with lower education or skill levels and are prone to the feeling of being overqualified, which leads to the perception of employee overqualification. Research has shown that perceived overqualification can have positive or negative effects on individuals, such as more work engagement or a higher propensity to leave. Therefore, this study investigates the mechanism of perceived overqualification on employees' transgressive behavior and innovation based on both cognitive and emotional paths. In addition, individual emotions and cognition are influenced by the emotional climate of the organization, so dynamic of playfulness is introduced as a moderating variable to explore the boundary conditions of perceived overqualification.

     By combing the existing literature and based on resource conservation theory, this study introduces role breadth self-efficacy and emotional exhaustion as mediating variables and fault-tolerant dynamics as moderating variables, respectively, to investigate how perceived overqualification affects btootlegging behavior through both emotional and cognitive paths. In this study, the 306 valid data collected were analyzed and processed using questionnaire survey method and hierarchical regression analysis to conduct an empirical study by selecting corporate employees as the research subjects.

     The findings are as follows: (1) perceived overqualification positively predicts employees' btootlegging behaviour; (2) perceived overqualification influences employees' transgressive innovation behaviour through both emotional and cognitive pathways; (3) role breadth self-efficacy and emotional exhaustion mediate the effect of perceived overqualification on btootlegging behaviour; (4) dynamic of playfulness positively moderates the effect of perceived overqualification on role breadth self-efficacy and mediates the mediating role of role width self-efficacy; (5) dynamic of playfulness negatively moderates the effect of perceived overqualification on emotional exhaustion and mediates the mediating role of emotional exhaustion.Finally, based on the findings of the study, practical management recommendations are made for the organization.