新员工资质过剩动态变化及作用机制:组织社会化视角

The dynamic evolution and influence mechanism of newcomers' overqualification: Organizational socialization perspective

新员工资质过剩,即所谓的"怀才不遇"、"大材小用"现象越来越普遍。新员工资质过剩容易产生低满意度、反生产工作行为和退缩行为。然而,资质过剩是一把"双刃剑",采用何种视角并怎样利用资质过剩新员工的冗余资质为组织服务,成为管理的关键。因此,本研究在组织社会化视角下探讨新员工资质过剩的动态变化及其对积极组织行为的作用机制。首先,通过质性方法对本土资质过剩进行内涵界定,依照严谨的心理测量方法进行量表开发与信效度检验;其次,构建资质过剩动态变化模型,利用多项式回归和响应面分析组织社会化过程中新员工资质过剩感如何随着其对领导和同事资质过剩的感知而不断变化;再次,建立作用机制模型,系统地剖析在新员工与领导和同事的互动过程中,新员工资质过剩如何对组织公民行为和主动性行为产生影响。

Overqualification of newcomers’, so-called “unrecognized talents” or “a great talent gone to waste”, has became more and more common. Newcomers’ overqualification is prone to produce low satisfaction, counterproductive work and withdrawal behaviors. However, overqualification is a “double-edged sword”, with a question on perspective on how to use newcomers’ redundant qualification to serve the organization, has became the key issue to the management. Therefore, this study will explore the dynamic evolution and influence mechanism of newcomers’ overqualification under organizational socialization perspective. First of all, we will define the local overqualification through qualitative method, and develop the scale and test reliability according to the normative methods. Secondly, this study will construct the dynamic evolutionary model of overqualification, and we will use polynomial regression with response surface analysis to analyze how newcomers’ overqualification can change dynamically with the perception of leader’s and colleagues’ overqualification during organizational socialization. Thirdly, this study will establish the mechanism model, analyze the effects of newcomers’ overqualification on organizational citizenship behavior and active behavior in the interaction process of newcomers with their leaders and colleagues.