Research On The Relationship Between Perceived Overqualification And Contextual Performance

With the fierce competition in the talent market,on the one hand,candidates gain job opportunities by accumulating academic qualifications and accumulating experience.On the other hand,people’s work values have changed.More and more people are pursuing the challenge and richness of their goals.At the same time,they also pursue the realization of their own values,thus creating a perception.Stress is engaged in work below its own expectations,resulting in excess qualifications.In 2012,Randstad Group’s statistics show that 84%of Chinese employees claim that they are over-qualified to a certain extent,showing that the phenomenon of overqualification is widespread.Motowidlo and Van Scotter(1996)have confirmed that personality is a powerful explanatory variable of contextual performance.Silvia Moscoso(2004)and others confirmed that the seven dysfunctional personality styles predicted three indicators of job performance(task performance,contextual performance,and overall),in which self-centered personality style negatively predicted contextual performance.Perceived Overqualification is that the self-perceived self-qualification is not fully utilized,and it is from the perspective of oneself to consider their own rewards.To a certain extent,this indicates that Perceived Overqualification is a self-centered personality style,which will negatively predict contextual performance.Therefore,it is considered that Perceived Overqualification will negatively predict the contextual performance.There is no consistent conclusion in the related research on the sense of Perceived Overqualification and task performance,and the task performance only considers the input of employee qualification in their own work.It shows that the traditional method of defining job responsibilities and performance standards by job description is difficult to contribute to the overall work of employees.The performance of "over"qualification investment is not considered in the task performance.The contextual performance theory proposes to make up for the shortcomings of the traditional"one dimension" performance appraisal,which can explain the benefits of over qualification.Therefore,performance-related research on over qualifications can start with contextual performance.Self-regulation is particularly important in the study of perceived overqualification and contextual performance.Social cognition theory believes that self-regulation consists of three processes:self-observation,self-judgment and self-reaction.After self-observation,the individual makes self-judgment according to the standard and makes self-reaction(negative or positive)according to self-judgment.Vocational delay in gratification is a kind of control ability to temporarily give up immediate benefits in order to achieve better work benefits.It is the tendency of individuals to postpone short-term immediate satisfaction impulses in pursuit of more valuable long-term career goals.This shows that vocational delay in gratification can change the self-judgment process in self-regulation and ultimately affect self-reaction.Therefore,it is considered that the vocational delay in gratification can adjust the mechanism of the perceived overqualification and contextual performance.The first part is the introduction,revealing the research background and previous research results,and puts forward the unresolved problems in the field of qualification excess perception.It puts forward the research ideas and framework of this paper and summarizes the innovation points.The second part is a literature review.By reviewing a large number of domestic and foreign literatures on the perception of excess qualification,occupational delay satisfaction and relationship performance,the research situation of three fields and the causes and effects of variables are summarized.The third part is the research hypothesis and research model.Based on the self-regulation theory,the relationship between perceived overqualification and contextual performance is explained.It is also proposed that the vocational delay in gratification can adjust the relationship between perceived overqualification and contextual performance.The fourth part is the scale description and data collection,the selection of the scale and the way the questionnaire is issued.The fifth part is data analysis and hypothesis testing,using SPSS,AMOS for reliability and validity analysis and regression analysis to verify hypotheses.The sixth part is the conclusion and enlightenment,making an empirical explanation,proposing management inspiration and research prospects.In response to the above research purposes,this study collected 297 valid questionnaires from a number of enterprises in Liaoning,Beijing,Shanghai,Shaanxi,Guangdong,etc.,and used SPSS,AMOS and other software to analyze the questionnaire data and test the relevant data.Assumption.The main conclusions of this study are as follows:(1)Perceived overqualification affects the relationship performance;(2)Vocational delay in gratification regulates the negative relationship between perceived overqualification and contextual performance.Among them,career delays satisfy has the strongest adjustment effect.The main innovations of this paper are:(1)This paper analyzes the related literature on the relationship between perceived overqualification and contextual performance,and introduces self-regulation theory to explain the impact of perceived overqualification on contextual performance.(2)This paper introducesthe vocational delay in gratification variable,constructs the relationship model between perceived overqualification,vocational delay in gratification and contextual performance,and conducts an empirical test to explore the mechanism of perceived overqualification affects contextual performance.This is an extension of the theory of perceived overqualification and contextual performance.