缓解资质过度感知导致的离职倾向:组织归属感和归属需求的三阶交互作用

Mitigating Turnover Intention Caused by Perceived Overqualification:The Three-order Interaction of Organizational Belongingness and Need of Belonging

本文将资质过度感知与离职倾向关系的边界因素研究扩展到了关系需求的范畴。并以工作嵌入理论作为依托,预测了组织归属感对资质过度感知引起的离职倾向具有缓冲作用。进一步在需求-供给匹配视角下,预测了归属需要的高阶调节效应。研究一通过两时点数据支持了三阶调节假设。研究二在具有对比性的情境和样本下重复验证了这些特定预测,且以一年后的实际自愿离职数据和离职倾向进行了关联。本研究对缓解高资质过度感知员工的离职倾向问题带来新的理论和实践启示。

The present research shifts the eyesight to need of relatedness,proposing that organizational belongingness can effectively buffer the impact of perceived overqualification on turnover intention.The job embeddedness model provides a theoretical basis for developing this hypothesis.Furthermore,drawing upon a“needs-supplies fit”perspective,the research identifies the boundary condition of the moderating effect-specifically,the level of an employee’s need of belonging.This leads to the development of a three-order interaction model.The expected significant three-order interaction is found in Study 1.In contrast to Study 1,Study 2’s sample consists of 261 factory workers with different education levels.Moreover,Study 2 supports the notion that turnover intention can predict objective voluntary quitting one year later.This study contributes new theoretical and practical implications for reducing the turnover tendency among employees with high perceived overqualification.