对高材生“另眼相待”有效吗?——资质过剩感与时间侵占行为的关系研究

Is it effective to treat top students differently?——A study on the relationship between perceived overqualification and time banditry behavior

随着高等教育的普及,越来越多的高学历人才从事着普通岗位的工作,加上新冠疫情影响,“高才低就”的情况可能更加普遍。那么,如何减少高才低就,即资质过剩感带来的负面影响呢?本文基于资源保存理论和职业发展的视角,力求探索资质过剩感与时间侵占行为之间的关系,重点分析了职业目标进展的中介作用和个性化契约的调节作用。来自309名员工的两阶段问卷调查结果表明:资质过剩感与员工的时间侵占行为正相关;职业目标进展在其间起部分中介作用;个性化契约减缓了资质过剩感对时间侵占行为的影响,同时负向调节了职业目标进展在资质过剩感和时间侵占行为之间的中介效应。

With the popularization of higher education,more and more highly educated people are working in ordinary positions.Meanwhile,affected by the COVID-19,the situation of overqualification may become more common.Then,how to reduce these negative effects resulted from overqualification?Based on the resource conservation theory and the perspective of career development,this paper tries to explore the relationship between perceived overqualification and time banditry behavior,and analyzes the mediating role of career goal progress and the moderating role of idiosyncratic deal.The results of a two-stage questionnaire survey of 309 employees showed that,perceived overqualification is positively correlated with employees’time banditry behavior,career goal progress partially mediated the relationship between these two variables.Idiosyncratic deal moderates the effect of perceived overqualification on time banditry behavior and negatively moderates the mediating effect of career goal progress on perceived overqualification and time banditry behavior.