资质过高感与员工创造力:反馈寻求行为与组织创造力支持感的作用

Perceived Overqualification and Employee Creativity: The Role of Feedback-Seeking Behavior and Perceived Organizational Support for Creativity

研究基于自我调节理论,关注资质过高感的积极影响,探讨资质过高感是否、何时以及如何影响员工创造力。通过对315名企业员工进行问卷调研,回归分析结果表明:组织创造力支持感正向调节资质过高感与员工创造力之间的关系,组织创造力支持感的调节作用部分通过反馈寻求行为的中介作用实现,进一步构成有中介的调节作用模型。具体而言,对于组织创造力支持感较高的员工,资质过高感通过反馈寻求行为的中介作用对员工创造力产生更显著的积极影响。研究结论对于组织有效管理和激励资质过高的员工群体具有一定的启示和借鉴意义。

Based on the theory of self-regulation, this paper focuses on the positive effects of perceived overqualification, and explores whether, when and how perceived overqualification affects employee creativity. With a sample of 315 employees, the results of multi-regression analysis show that perceived organizational support for creativity positively moderates the relationship between perceived overqualification and employee creativity. Besides, the moderating effect of perceived organizational support for creativity is partly mediated by feedback seeking behavior, further constituting a mediated moderation model. Specifically, for employees with higher perceived organizational support for creativity, perceived qualification can positively influence employee creativity through the mediation of feedback seeking behavior. The conclusion of the study has certain enlightenment and reference for the organization to effectively manage and motivate overqualified employees.