资质过剩感何时触发员工主动性行为?——内部人身份感知与任职年限的调节效应

When Does Perceived Overqualification Trigger Employee Proactive Behaviors?

资质过剩感是近年来组织行为学领域研究的热点话题,以往研究大多聚焦其消极影响,而忽略其积极效应。基于人-组织匹配理论和领导-成员交换理论,以知识型员工为研究对象,探讨资质过剩感何时触发员工的主动性行为,并依次考察内部人身份感知和任职年限所起到的一阶及高阶调节作用。结果发现:资质过剩感对员工主动性行为有显著的正向影响;内部人身份感知正向调节资质过剩感与员工主动性行为之间的关系,即内部人身份感知水平越高,资质过剩感与员工主动性行为之间的正向关系就越强;随着任职年限的升高,内部人身份感知对资质过剩感与员工主动性行为之间关系的正向调节作用增强。

Perceived overqualification is a hot topic in the field of organizational behavior in recent years.Previous studies mostly focused on its negative effects,but ignored its positive effects.Based on the person-organization fit theory and leader-member exchange theory,this paper takes knowledge workers as the research object to explore when perceived overqualification triggers employees'initiative behavior,and then examines the first-order and higher-order moderating effects of perceived insider status and length of service.The results show that,perceived overqualification has a significant positive impact on employee proactive behaviors;perceived insider status positively moderates the relationship between perceived overqualification and employee proactive behaviors,that is,the higher the level of perceived insider status,the stronger the positive relationship between perceived overqualification and employee proactive behaviors;with the increase of length of service,the positive moderating effect of perceived insider status on the relationship between perceived overqualification and employee proactive behaviors is enhanced.