基于资源保存理论的资质过剩与员工时间侵占行为关系研究

Research on the Relationship between Overqualification and Employees’ Time Banditry Behavior from the Perspective of Conservation of Resource Theory

以246名员工为调查对象,基于资源保存理论的视角,探讨了资质过剩对员工时间侵占行为的作用机制。研究结果表明,资质过剩会导致员工做出更多时间侵占行为;情绪耗竭在资质过剩与员工时间侵占行为间发挥部分中介作用;员工宽恕减弱了资质过剩对情绪耗竭及员工时间侵占行为的正面影响;员工宽恕调节了情绪耗竭的中介作用,在员工宽恕水平高的情况下,情绪耗竭的中介效应较弱。研究结果丰富并拓展了资质过剩和时间侵占行为的相关研究,对组织的资质过剩员工管理有较重要的借鉴意义。

Based on the perspective of conservation of resource theory, this study explores the influence mechanism of perceived overqualification on employees’ time banditry behavior. Results of multiple regression analysis with 246 valid samples show that perceived overqualification results in more employees’ time banditry behavior. Emotional exhaustion plays a partial mediating role between perceived overqualification and time banditry behavior. Besides, employees’ forgiveness moderates the relationship between perceived overqualification and emotional exhaustion. In other words, the higher the employees’ forgiveness, the weaker positive relationship between perceived overqualification and emotional exhaustion. Moreover, employees’ forgiveness moderates the mediating effect of emotional exhaustion, and the mediating effect of emotional exhaustion is weaker when the level of employees’ forgiveness is high. The results enrich and expand the relevant researches on the overqualification and time banditry behavior, and provide an important reference for organizations to manage overqualified employees.