资质过剩感与个人——组织匹配的耦合对主动式创造力的影响机制

The Joint Effects of Perceived Overqualification and Person-Organization Fit on Proactive Creativity

基于个人—组织匹配理论和主动型动机理论,探讨了资质过剩感和个人—组织匹配的耦合对员工主动式创造力的影响机制。通过对3个时点收集的178份员工数据的二项式回归和响应面分析,结果发现:与"低资质过剩感—低个人—组织匹配"相比,工作自主性和激活的积极情感在"高资质过剩感—高个人—组织匹配"时更强;与"高资质过剩感—低个人—组织匹配"相比,工作自主性和激活的积极情感在"低资质过剩感—高个人—组织匹配"时更强;总体而言,资质过剩感与个人—组织匹配一致性水平越高,员工的主动型动机越强;工作自主性和激活的积极情感部分中介资质过剩感与个人—组织匹配的交互作用对主动式创造力的影响。

Overqualification is defined as a special form of underemployment wherein employees have more skills,experience,knowledge,and abilities than the demands of a job.It is a pervasive organizational phenomenon,especially during times of economic downturn.Despite the prevalence of perceived overqualification in the labor marketplace,current study is somewhat limited regarding elements that can promote its positive effect on creativity at work.Based on the theory of person-organization fit and the theory of proproactive motivation,this paper discusses the mechanism of the influence of perceived overqualification and the coupling of person-organization fit on the employee’s proactive creativity.According to the analysis of 178 sample data collected at three time points,the study find that:when the overqualification is consistent with the person-organization fit,compared with"low overqualification-low person-organization fit",the employee’s work autonomy and proactive positive emotion are stronger when"high overqualification-high person-organization fit";In the case that the overqualification is inconsistent with the person-organization fit,compared with the"high overqualification-low person-organization fit",the work autonomy and proactive positive emotion of employees are stronger in the"low overqualification-high person-organization fit".In general,the higher the level of consistency between overqualification and person-organization fit,the stronger the proactive motivation of employees.The part of employee’s work autonomy and proactive emotion mediates the influence of the coupling of overqualification and person-organization fit on employee’s proactive creativity.The theoretical contribution of this article is mainly manifested in the following three aspects:First,this study uses polynomial regression and response surface analysis techniques to more fully and deeply explore the mechanism of the impact of the coupling of overqualifications and person-organization fit on proactive creativity,which not only reveals the reference role of the sense of excess qualifications in the process of employee creativity,but also provides useful supplements and expansions to the research on the relationship between person-organization fit and creativity.Secondly,this study reveals the mediating role of employees’proactive motivation in the process of overqualification affecting creativity.Most of the existing literature focuses on cognitive or emotional variables when discussing the mediating mechanism between the overqualification and creativity,while the discussion on the role of individual proactive motivation is very limited,which makes it impossible for us to comprehensively and deeply understand the intrinsic motivational mechanism of the influence of the overqualification on creativity.Traditional theories of fairness or relative deprivation tend to think that individuals are passive and forced to respond to their surroundings.This study takes work autonomy and proactive emotion as the starting point to prove their role in the formation of proactive creativity,which not only deepens the research on the driving factors of creativity but also expands the research on the mediating mechanism of the role of overqualification in creativity.Finally,this study introduces the proactive motivation theory into the field of overqualification research.It deepens the explanatory power of the proactive motivation theory in the field of person-environment research.Some scholars have come to realize that there is a close relation between proactive motivation and the special person-position misfit of overqualification.At the same time,the existing studies have found that the overqualification can affect the proactive motivation of individuals.Still,most of these studies focus on the influence of single proactive motivation and ignore the complexity of the influence of the overqualification on individual motivation.In order to make up for the above shortcomings,based on the theory of proactive motivation,this paper explores the influence of the complex matching mode of overqualification and person-organization fit on work autonomy and proactive positive emotion.Through this research,this paper extends the application scope of the theory of proactive motivation from the single person-position fit model to the matching coupling model,which can verify and enrich the explanatory power or application scope of the theory of proactive motivation.