摘要
基于自我概念理论,探讨了资质过剩感对员工工作激情的非线性效应。通过对某大型国有银行856名员工和其直接领导在4个时间点的配对问卷数据分析,发现:(1)资质过剩感与感知相对工作优势之间存在倒U型关系;(2)感知绩效评估公平弱化了资质过剩感与感知相对工作优势之间的曲线关系;(3)感知相对工作优势与员工和谐工作激情和强迫工作激情正相关;(4)存在非线性被中介的调节效应,即员工资质过剩感与感知绩效评估公平的交互效应会通过感知相对工作优势间接影响和谐工作激情与强迫工作激情;(5)领导工作意义赋予正向调节感知相对工作优势与工作激情之间的关系;(6)和谐工作激情与员工角色内绩效和角色外绩效正相关。研究结果不仅丰富了资质过剩感的相关研究,也对企业响应国家高质量充分就业倡导具有管理启示。
At present,given the continuous expansion of higher education and increasing competition in the job market,workers are increasingly choosing to engage in jobs below their actual capabilities,resulting in a sense of qualification surplus,which has received widespread attention from researchers.Previous studies on the impact of perceived overqualification on employees'work passion have reported inconsistent results,and the influence of perceived overqualification on employees'harmonious work passion and obsessive work passion has not yet been clarified.In this study,which was based on self-concept theory,a nonlinear theoretical model with two-stage moderation had been constructed to explore the mechanism underlying the impact of employees'perceived overqualification on their work passion and the relevant boundary conditions,alongside the effect of work passion on job performance.Through a questionnaire survey,research data were collected from a large state-owned bank in Southwest China.The questionnaire was drawn or adapted from mature questionnaires.We distributed surveys to frontline employees and their direct supervisors at 253 bank branches,and data collection involved 4 time points separated by 3-week intervals.Through a rigorous four-phase matching process,we excluded samples with missing data,resulting in 856 paired leader−employee data points across the four time points.Since the data in this study were nested,multilevel regression modeling was used to capture the within-level effects and between-level effects simultaneously.The findings are as follows:(1)An inverted U-shaped relationship was observed between perceived overqualification and perceived relative job advantage.(2)Perceived justice of performance evaluation weakened the curvilinear relationship between perceived overqualification and perceived relative job advantage,such that at high levels of perceived justice of performance evaluation,the nonlinear relationship between perceived overqualification and perceived relative job advantage became more attenuated.(3)Perceived relative job advantage was positively correlated with both employees'harmonious passion and obsessive passion;(4)A nonlinear mediated moderating effect was observed,such that the interaction effect of employees'perceived overqualification and perceived justice of performance evaluation indirectly affected both harmonious and obsessive passion via perceived relative job advantage;(5)Leaders'enhancement of work meaningfulness positively moderated the relationship between perceived relative job advantage and work passion.Finally,(6)harmonious passion was positively correlated with employees'in-role and extra-role performance.This study makes the following contributions.First,it innovatively explores the nonlinear relationship between perceived overqualification and employees'work passion,thereby resolving the inconsistencies in previous research on this potential relationship.Second,it proposes a mechanism to explain how perceived overqualification affects work passion based on self-concept theory,thus helping scholars clarify the influence of perceived overqualification from a theoretical perspective and expanding the scope of self-concept theory.Third,it enriches the boundary conditions associated with the impact of perceived overqualification on employees'work passion and clarifies the impacts of task and social feedback according to self-concept theory.The conclusions of this study also have practical significance for companies seeking to motivate overqualified employees and respond to the national goal of high-quality and full employment.
作者
向姝婷
周芷蕊
谢小云
张昱城
吴珊
XIANG Shuting;ZHOU Zhirui;XIE Xiaoyun;ZHANG Yucheng;WU Shan(School of International Business,Southwestern University of Finance and Economics,Chengdu 611130,China;School of Management,Zhejiang University,Hangzhou 310058,China)
出处
《心理学报》
北大核心
2026年第1期96-112,I0005,I0006,共19页
Acta Psychologica Sinica
基金
国家自然科学基金项目(71902164,71972032,72343035,72272048)
重庆市自然科学基金会(2023NSCQ-MSX3303)资助。
关键词
资质过剩感
感知相对工作优势
工作激情
感知绩效评估公平
领导工作意义赋予
Perceived overqualification
perceived relative job advantages
work passion
perceived justice of performance evaluation
work meaningfulness enhancing
