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论文编号：	14032
作者编号：	2120213353
上传时间：	2023/6/7 21:24:03
中文题目：	员工资质过剩感对工作重塑的影响研究
英文题目：	Research on the Influence of Employees’ Perceived Overqualification on Job Crafting
指导老师：	袁庆宏教授
中文关键字：	资质过剩感；工作重塑；心理资本；授权型领导；成就动机
英文关键字：	Perceived Overqualification; Job Crafting; Psychological Capital; Empowering Leadership; Achievement Motivation
中文摘要：	近几年来，一方面，过去的三年疫情对经济造成冲击，经济发展阵痛传导至就业市场导致用人单位招聘需求缩减，市场上需求的岗位数量下降。另一方面，随着我国高等教育的不断普及，以及近年来国家大学生、研究生扩招带来的影响，市场上可供给的具备良好教育背景、较高个人素质的求职者数量客观上升。两方面因素综合影响，组织在人员获得上有了更大空间，出现了求职者的资质能力远远大于工作岗位要求的情况，因而，出现了所谓的员工资质过剩问题。对组织来说，获得了更高水平的员工应该意味着更高的组织绩效与组织创新，但是企业实践显示，事实并非如此，资质过剩员工在实践中会产生人岗不匹配感，进而产生消极的工作态度和情绪，甚至诱发离职倾向的问题。因此，积极探索员工资质过剩对企业可能产生的积极影响具有重要意义。 在学术研究领域，资质过剩的话题已经成为近年来组织行为学探讨的热点。早前相关研究重点关注资质过剩感对雇员工作场所表现产生的不利后果。而近几年来，已有研究关注到了资质过剩员工的积极面。这些学者从自我调节理论、自我分类理论、自我验证理论等视角出发探讨资质过剩感对员工主动行为、组织公民行为、创新行为等的积极影响，打开了资质过剩管理研究的新视角，但在员工资质过剩感如何对工作重塑产生正面影响的作用路径上，学者们的研究还十分有限。 基于此，本研究以企事业单位在岗员工这一群体为研究对象，基于社会认知理论、自我调节理论和成就动机理论，构建假设模型，通过问卷调查法和定量研究法定量分析员工的资质过剩感对工作重塑的影响，积极探索心理资本的中介作用以及授权型领导和成就动机对这一过程的调节作用，力图揭示资质过剩感对工作重塑的影响路径与机制。本研究通过校友资源及腾讯问卷平台发放线上调研问卷400份，最终收集到330份有效问卷。研究发现，员工资质过剩感正向影响工作重塑，心理资本在其中起中介作用。授权型领导在资质过剩感与心理资本的关系间起正向调节作用，同时授权型领导正向调节了心理资本在资质过剩感对工作重塑影响路径上的中介作用。成就动机在心理资本与工作重塑的关系间起正向调节作用，同时成就动机可以正向调节心理资本在资质过剩感对工作重塑影响路径上的中介作用。 本研究关注资质过剩感对员工工作影响的积极作用，发现了资质过剩感可以通过心理资本的中介作用对工作重塑产生积极影响，同时从领导情境与个人动机层面探讨了授权型领导、成就动机对这一影响过程的调节作用，揭示了员工资质过剩感对工作重塑的影响机制。本研究一方面在理论上构建了员工资质过剩感对工作重塑产生作用的理论途径，丰富了资质过剩感和工作重塑的相关理论；另一方面，在实践中，对于组织如何从积极视角看待资质过剩感员工，并在加强领导授权水平与招聘甄选环节关注高成就动机的资质过剩员工等方面为组织管理资质过剩员工提供了有益建议和管理启示，从而有助于组织人才管理与人力资本开发。
英文摘要：	In recent years, because of the economic impact of COVID-19, economic pain transferred to labour market, resulting in a reduction in employers' demand for employment, and a reduction in job market. On the other hand, with the continuous popularization of higher education in our country, and the impact brought by national college students and graduate student expansion, the number of job seekers with good educational background and high individual quality that can be supplied in the market rises objectively. Under the combined influence of the two factors, the organization has more space for personnel acquisition, and the qualification ability of the applicant is far greater than the job requirements. Therefore, the so-called problem of employee excess qualification appears. For an organization, having a higher level of employees should mean a higher organizational performance and innovation, but corporate practice shows that this is not the case. In practice, employees have a sense of mismatch between people and positions, generate negative working attitudes and emotions, and even induce turnover tendency. Therefore, it is significant to explore the possible positive effects that perceived overqualification may have on enterprises. In recent years, the issue of perceived overqualification has become a hot topic in organizational behavior research. In the early years, much of the research focused on the negative impact of the perception of perceived overqualification on the attitude and behavior of employees. In recent years, however, research has focused on the positive side of overqualified workers. From the perspectives of self-regulation theory, self-classification theory and self-verification theory, these scholars discussed the positive impact of perceived overqualification on employees' active behavior, job crafting, organizational citizenship behavior and innovative behavior, etc., opening a new perspective for the research on perceived overqualification management. However, in terms of the mechanism of how perceived overqualification exert a positive effect on job crafting, The scholars' research is very limited. Based on this, this thesis takes employees in enterprises and public institutions as research objects. Based on social cognition theory, self-regulation theory and achievement motivation theory, hypothesis model was constructed in order to analyze the effect of employees' sense of overqualification on job crafting through questionnaire and quantitative study. In order to reveal the influence path and mechanism of perceived overqualification on job crafting, it explores the mediating and moderating effects of psychological capital, employee achievement motivation, and empowering leadership. Through Tencent Questionnaire Platform, this research distributed online questionnaires, and collected 330 valid questionnaires. It was found that employees' perceived overqualification had a positive impact on job creation, while psychological capital played a role in the relationship between perceived overqualification and job crafting. Empowering leadership positively moderates the relationship between perceived overqualification and psychological capital, while empowering leadership positively moderates psychological capital's mediating effect on perceived overqualification on job crafting. Achievement motivation had positive moderating effect on psychological capital's relationship with job creation, while achievement motivation had positive moderating effects on psychological capital's influence path. This thesis focuses on the positive effect of perceived overqualification on employees' work, and finds that perceived overqualification can have a positive effect on job crafting through the mediating effect of psychological capital. Furthermore, in terms of leadership context and individual motivation, this thesis discusses the moderating effect of empowering leadership and achievement motivation on the process, and the influencing mechanism of perceived overqualification on employees' job crafting is revealed. On the one hand, this thesis theoretically constructs a theoretical approach to the influence of employee's perceived overqualification on job crafting, and enriched the theoretical research basis related to the perceived overqualification and job crafting. On the other hand, in practice, it provides useful suggestions and management enlightenment for organizations to manage employees with perceived overqualification from a positive perspective, strengthen the leadership authorization level and pay attention to the over-qualified employees with high achievement motivation in the recruitment and selection process, so as to contribute to the organization's talent management and human capital development.
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