感知领导与员工资质过剩一致性与员工创新绩效:“领导-成员”交换关系的中介作用

The Effect of Consistency in Perceived Leader and Employee Overqualification on Employees’Innovative Performance:The Mediating Role of Leader-Member Exchange Relationship

高等教育扩招及全球经济低迷,使工作场所资质过剩现象成为组织行为领域的一个重要研究话题。然而从“领导—员工”关系视角探讨资质过剩感的影响效应还比较缺乏,特别是资质过剩感对员工创新绩效的影响。基于社会交换理论视角,研究感知领导与员工资质过剩一致性对员工创新绩效的影响以及“领导—成员”交换的中介作用。通过对四家企业集团多时点收集的392份领导与员工配对问卷的数据采样,并利用多项式回归与响应面分析方法对数据进行分析,结果表明员工自身资质过剩感与感知到的领导资质过剩水平越一致,其“领导—成员”交换关系质量越高,并且“领导—成员”交换在这种一致性与创新绩效的关系之间起到中介作用。研究结果从关系视角丰富了资质过剩感与员工创新绩效关系的研究,并对于资质过剩员工的管理实践具有一定的指导意义。

With the higher education expansion and the downturn of global economy,workplace overqualification has become an important topic in the field of organizational behavior.However,studies are few on the impact of perceived overqualification from the perspective of leader-employee relationships,particularly its impact on employees’innovative performance.Based on the social exchange theory,this study discusses the effect of consistency in perceived leader and employee overqualification on innovation performance and the mediating role of leader-member exchange.By analyzing 392 matched questionnaires collected from 4 enterprise groups at multiple time points,the polynomial regression and response surface analysis shows that the more consistent the employee’s perceived overqualification with the perceived leader overqualification,the higher the quality of its leader-member exchange relationship,which plays a mediating role in the relationship between this consistency and innovation performance.The findings can expand the studies of the relationship between perceived overqualification and employees’innovative performance from a relational perspective,offering valuable guidance for managing overqualified employees.