The Relationship Between Knowledge Employees' Perceived Overqualification,Goal Orientation And Proactive Behavior At Work

In recent years,the phenomenon of the new generation employees' sense of excess in the enterprise gradually spread and multiply,especially the knowledge workers' perception of excess perception is more prominent.The perception of employee excess perception usually affects their work attitude and work behavior.The growth of knowledge employees born in 1980 s and 1990 s,have their own peculiarity because of the different of environment and individual characteristics comparing with employees born in 1970 s and 1960 s,and thus it come across bottlenecks in face of the new generation of employees,with the enterprise executives using historical experience and management of existing means of managementBased on this,setting knowledge employees as the research object,on the basis of previous studies,selecting the role breadth self-efficacy as intermediary variable,goal orientation as a moderator,construct conceptual model of perceived overqualification and proactive behavior at work,to put forward the research hypothesis.Selection of enterprises in Beijing,Shanghai,Jiangsu,Sichuan and other staff survey data as test samples,with the mature scale as measurement tools,through SPSS22.0 and AMOS22.0 to analyze data,regression analysis and path analysis to test hypotheses and draw the following conclusions.(1)Role breadth self-efficacy plays an intermediary role between perceived overqualification and proactive behavior at work.cognitive mismatch and cognitive no growth has a significant positive impact with role breadth self-efficacy,role breadth self-efficacy work have a significant positive effect with individual proactive behavior task initiative,team members proactive behavior and organization members proactive behavior.(2)Goal orientation has a significant moderating effect on the relationship between perceived overqualification and role breadth self-efficacy.The performance goal orientation qualification has a significant positive moderating effect on the relationship between perceived overqualification and role breadth self-efficacy,when individual performance orientation is stronger,its positive effect is stronger;The learning goal orientation has a significant negative moderating effect on the relationship between perceived overqualification and role breadth self-efficacy,when the learning goal oriented individual is stronger,its positive effect is weaker.(3)Goal orientation plays a partial role in regulating the relationship between role breadth self-efficacy and job motivation.The relationship between perceived performance orientation and role breadth self-efficacy has a positive moderating effect on the perceived overqualification,when individual performance goal orientation is stronger,its positive effect is stronger;the learning goal orientation have no signification impact with the relationship of role breadth self-efficacy and proactive behavior on work.The result shows that the knowledge employees born in 1990 s 1980s,the perceived overqualification have positive effects,when people realize their own ability and level of experience is superior to the demand of jobs,it will enhance their the level of confidence to complete the task role work,so as to promote the enthusiasm of knowledge workers work actively.Under the guidance of the goal orientation,the influence degree of individual perception of excess,role breadth self-efficacy,proactive behavior on work.For the knowledge employees who hold the performance goal orientation,perceived overqualification will make them more confident to complete the tasks which are out of the role,the sense of achievement and experience will make them positive to achieve performance objectives;for the knowledge employees who hold the learning goal orientation,perceived overqualification surplus the degree of confidence of the tasks out of role is relatively limited.The enterprises need to take different incentive measures or personnel to enhance their proactive behavior on work to strengthen the positive effect of perceived overqualification according to the needs of individual differences in goal oriented selection of when managing the knowledge employees who were born in 1980 s and 1990 s,avoiding the negative effects of perceived overqualification,solving the surplus bottleneck of employees' perception of perceived overqualification,giving full play to the personal potential ability and advantages of the knowledge employees who have perceived overqualification.