怀才不遇还是游刃有余:资质过剩研究述评

Unrecognized Talent or Having Quite Capability:Review of Research on Overqualification

为了充分理解资质过剩在组织中的影响,通过回顾相关文献,介绍了资质过剩的概念及测量工具,基于人力资本理论、人-岗匹配理论、相对剥夺理论、公平理论,梳理并总结了资质过剩的影响结果。研究表明:资质过剩对员工的认知、态度与行为存在积极和消极的双重影响,而且个体差异、组织氛围与工作特征会调节资质过剩的影响结果;未来研究可拓展资质过剩对多层面结果的影响,探讨文化差异的影响,加强资质过剩的积极效果及其内在机理的研究,以期发挥资质过剩员工的人力资本,提升组织绩效。

In order to fully understand the effect of overqualification on individuals and organization,this paper introduces the concept and measurement of overqualification by reviewing the relevant literatures.Then,we systemically summarize the outcomes of overqualification based on four primary theories accounting for the impact of overqualification:human capital theory,person-environment fit theory,relative deprivation theory,and equity theory.Based on the literature review,researches show that overqualification has both positive and negative effects on employee′s cognition,attitude and behaviors,meanwhile individual differences,organizational climate and job characteristics will moderate the impact of overqualification.Finally,we propose that future research can expand the impact of over-qualification on multi-level results,explore the impact of cultural differences,and strengthen the exploration of the positive effects of over-qualification and its internal mechanism,in order to give full play to the human capital of over-qualified employees and improve organizational performance.