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论文编号：	14138
作者编号：	2120213352
上传时间：	2023/6/14 10:56:23
中文题目：	资质过剩下属对领导授权赋能行为影响的研究
英文题目：	A Dyadic Study on the Effect of Overqualification on Leader Empowerment Behaviour
指导老师：	李全
中文关键字：	资质过剩；授权赋能行为；调节定向；认知信任；地位威胁感
英文关键字：	Overqualification; Leader Empowerment Behaviour; Regulatory Focus; Cognitive-based Trust; Perceived Threat to Hierarchy
中文摘要：	随着我国教育公平理念的不断落实和深化，教育资源的不断积累和扩展，我国人民的受教育程度得到了极大的提升，本科甚至硕士学历早已不再罕见。然而，受到新冠疫情、国内外局势等因素的影响，我国经济增速放缓，企业对于高素质人才的需求已逐渐落后于高校培养高素质人才的速度，越来越多的高素质人才不得不从事那些岗位要求低于其自身资质的工作。学界已经注意到此种“资质过剩”现象，并已探讨了其对个体自身情绪、态度、行为的影响，然而，鲜少有研究关注这类员工的存在对组织中其他成员会产生怎样的影响。尤其是对这类员工的直属领导而言，随着越来越多的组织开始推行扁平化管理，传统的以资历为基础的晋升机制和组织内森严的等级制度逐渐被打破，这意味着传统的上下级关系变得容易被扭转，而最有可能做到这一点的正是组织中那些资质过剩的下属。因此，探讨资质过剩下属对领导影响的研究迫在眉睫。 在广泛阅读相关文献的基础上，本研究选取了领导授权赋能行为这一已被证明对员工、领导自身及组织发展均有重要影响的行为作为结果变量，基于资源保存理论，构建了资质过剩下属影响领导授权赋能行为的双过程模型，探讨了其中的“双刃剑”效应，并且引入调节变量，探索正、负两条路径作用的边界。通过对4家企业的20位领导和员工的访谈以及对256个样本的问卷调研，使用SPSS 26.0和Mplus8.0进行数据分析，得到如下结论：（1）地位威胁感在资质过剩下属和领导授权赋能行为间起到显著中介作用；（2）调节定向的预防定向显著调节资质过剩下属和领导地位威胁感的关系；（3）调节定向的促进定向显著调节资质过剩下属和领导认知信任的关系。 在理论上，本文丰富了资质过剩后果变量的研究视角，探究了资质过剩员工的存在对组织中其他个体的影响以及这种影响的边界条件，同时为日后探讨下属影响领导的研究提供了思路；在实践上，本文基于研究结论为企业在实践中管理资质过剩员工、优化上下级关系、激励双方共同发挥能力和潜力为组织创造更大价值提出了管理建议。
英文摘要：	With the continuous implementation and deepening of the principle of education equity and the continuous accumulation and expansion of educational resources in China, the education levels of our people has been greatly improved, which means bachelor’s or even master's degrees are no longer rare. However, due to COVID-19 and international situations, China's economic growth has slowed down. As for enterprises, their demand for high-quality talent has gradually lagged behind the speed of colleges and universities to cultivate them. More and more high-quality talents have to engage in jobs whose requirements are lower than their own qualifications. This phenomenon of "overqualification" has been noticed by the academic circle and explored its impact on individuals’ emotions, attitudes, and behaviors. Among those studies, however, few scholars have focused on how the presence of such employees affects other members in the organization. Especially for their direct leaders, as more and more organizations begin to implement flat management, the traditional seniority-based promotion system and the strict hierarchy are being broken, which means the hierarchical relationship between superiors and subordinates will become easily reversed. It is exactly the employees with excessive qualifications who are most likely to achieve this. Therefore, it is urgent to explore the impact of overqualified employees on their leaders. Based on extensive reading of relevant literature, this study selected leader empowerment behavior, which has been proved to have an important influence on employees, leaders themselves, and organizational development, as the outcome. In view of the conservation of resource theory, this study constructs a dual-path model to describe the relationship between overqualified subordinates and their direct leaders and explores the “double-edged sword” effect. Plus, this study introduces moderators to find out the boundaries of both the positive and negative pathways. Through interviews with 20 leaders and employees from 5 enterprises and a questionnaire survey of 256 samples, using SPSS 26.0 and Mplus8.0 for data analysis, the following conclusions are reached: (1) Perceived threat to hierarchy plays a significant mediating role between overqualified subordinates and leader empowerment behaviour; (2) The preventive focus of regulatory focus significantly moderates the relationship between overqualified subordinates and perceived threat to hierarchy; (3) The promotion focus of regulatory focus significantly moderates the relationship between overqualified subordinates and cognitive-based trust. In theory, this study enriches the research perspective on the consequences of overqualification, and explores the impact of the presence of overqualified employees on other individuals in the organization and the boundaries of this impact. It also provides ideas for future studies on the impact of subordinates on supervisors. In practice, this study provides management suggestions for enterprises to manage overqualified employees efficiently, optimize subordinate-supervisor relationships and motivate both parties to jointly exert their capabilities and potential to create greater value for the organization.
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