Research On The Function Mechanism Of Overqualication To Employee Innovation Behavior

With the rapid development of higher education in China,the number of college graduates is increasing year by year.However,China is still in the stage of economic transformation,and the organizational structure is undergoing significant changes.The positions provided by the organization are difficult to meet the demand,resulting in the highly educated labor force engaging in the jobs with low educational or skill requirements.This phenomenon is called overqualification.Overqualification refers to the fact that the educational level,knowledge,skills and experience of an individual exceed the demand of work.As the phenomenon of overqualification becomes more and more common,scholars begin to pay attention to the performance of overqualified employees in work attitude and behavior.Employee innovation behavior is the core of enterprise to win the competitive advantage.However,there are few studies on the relationship between overqualification and employee innovation behavior,and the conclusions are inconsistent.Therefore,this paper will further explore the relationship between overqualification and employee innovation behavior,and explore the action mechanism and boundary conditions of the relationship between overqualification and employee innovation behavior.Based on the people-job matching theory and resource conservation theory,this study attempts to explore the mediation role of work alienation between overqualification and the innovation behavior of employees,and the moderation role of psychological empowerment between overqualification and work alienation.Work alienation is a psychological state that results in the separation between employees and their work because the work situation is not in line with their expectations or they cannot meet their needs.In addition,the negative effect of overqualification is affected by the level of psychological empowerment of employees.The higher the level of psychological empowerment of employees,the higher the intrinsic motivation they have,they are also less likely to feel alienated at work.Therefore,this paper takes work alienation as an intermediary variable to explore the "black box" of the action mechanism of overqualification on employee innovation behavior.At the same time,psychological empowerment was used as a moderating variable to explore the boundary condition of the effect of overqualification on work alienation.This study obtained 240 effective samples from Taiyuan,Jinzhong,Beijing,Heilongjiang and other regions through questionnaire survey.SPSS21.0 and AMOS17.0 software were used for empirical analysis,and the following conclusions were drawn:First,overqualification has a negative impact on the innovation behavior of employees.Secondly,overqualification has a positive impact on work alienation;Thirdly,work alienation plays an intermediary role between overqualification and the innovation behavior of employee.Fourth,the level of psychological empowerment negatively regulates the relationship between overqualification and work alienation.When the level of psychological empowerment is high,the positive relationship between overqualification and work alienation is weak.On the contrary,when the level of psychological empowerment is low,the positive relationship between overqualification and work alienation is strong.By studying the influence mechanism of overqualification on employees’ innovation behavior,this paper enriches the relevant research results of overqualification and provides new practical enlightenment for human resource management.When recruiting employees,the organization should try its best to achieve man-job matching,and take necessary measures to screen the highly educated candidates.In the face of the existing employees with overqualification in the organization,the manager can guide the employees to have a positive attitude and behavior through more authorization,and weaken its negative impact on the organization.