Study On The Impact Of Perceived Overqualification On Employee Voice

With the increase of the education all over the world,higher education is developing rapidly,causing higher education workers increase too much.At the same time,because of the rapid development of Internet and more rich recruitment channels,many organizations are able to find highly educated candidates through various channels,eventually lead to highly educated workforce engaging in the job that low degree also can complete,and many workers also don’t think their talents into full play.The phenomenon has been defined by researchers as overqualification.Studies have shown that perceived overqualification can reduce the employee’s job satisfaction,even bring counterproductive work behavior,withdrawal behaviors and resignation,but some studies found that perceived overqualification has positive prediction effect to employee performance.So what factors lead to the overqualified employee’s different behavior?It is necessary to further verify the relationship between perceived overqualification and employee’s behavior.In order to explore the effect of perceived overqualification on employee voice and find the factors that can ease the negative effect of perceived overqualification,this article adopts the method of empirical research and puts employees’ psychological situation as a starting point,standing in the perspective of resilience to explore the influence of perceived overqualification.The conclusion can provide reference for organization to manage employees of perceived overqualification.This paper is divided into six chapters:the first chapter is the introduction,which analyzes the real background and puts forward the problems that need to be solved,and expounds the significance of the research.The second chapter is the literature review,which sums up the concept of perceived overqualification,employee voice,resilience and previous research by combing through the past literature.The third chapter puts forward hypothesis and research model,explains the relationship between perceived overqualification and employee voice,at the same time explains the adjustment of resilience.The fourth chapter is the research design,describes the scale selection,the questionnaire design and data collection.The fifth chapter is the data analysis and hypothesis testing,analyzes the reliability of the questionnaire and verifies each hypothesis through analysis.The sixth chapter is the conclusion and research prospects,based on the results of the previous chapter,and puts forward the practical enlightenment and the research prospect.Main conclusions of this study are as follows:(1)Cognitive mismatch is positively related to employee voice,including promotive voice and prohibitive voice.(2)Cognitive no-grow is negatively related to employee voice,including promotive voice and prohibitive voice.(3)Resilience moderates the impact of cognitive mismatch on employee voice.That is the higher the resilience,the stronger the positive influence of the cognitive mismatch.Innovation point of this article is mainly in two aspects:first,the existing research of overqualification focused on the negative impact,but this paper starts from the perspective of its positive impact and puts forward that employees of cognitive mismatch may be more willing to advice,promote the development of the organization.This paper enriched the research of positive impact of perceived overqualification.Second,based on the individual psychological differences can affect individual behaviors,this paper introduced resilience as moderator variable to explore the impact of resilience on employee voice,enriching the research on the influence mechanism of employee voice.