The Double-edged Sword Effect Of Overqualification On Proactive Work Behavior

Under the background of great economic fluctuation and popularization of higher education,enterprises are more inclined to select more qualified employees in order to enhance the probability of high work performance,which leads more and more employees to face the dilemma that their personal ability exceeds their work requirements when choosing jobs,i.e.overqualification.In view of the above situation and in the rapid development of the working environment and fierce competition,overqualified employees should not only not only pay attention to give full play to their remaining skills to change the surrounding environment,thus creating more value for the organization,but also focus on the development of employees' own career to achieve the goal of self-realization.Based on this,the study discusses the influences of overqualification on the proactive work behaviors of employees in both career orientation and work unit orientation.At the same time,in order to respond to the previous controversies about the influence of overqualification on proactive behaviors,the paper introduces role-breadth self-efficacy,intrinsic motivation and work passion respectively according to the motivation state framework of proactive behaviors,and further discusses the explanation mechanism of the influence of overqualification on proactive behaviors.In this study,both questionnaire distribution and collection,and data collation and analysis are utilized.Also,SPSS and M-plus data analysis tools are used to analyze and verify the research model.Finally,we found the following conclusions:(1)Overqualification negatively affect employees' career-oriented proactive behaviors,and positively affect employees' work unit-oriented proactive behaviors;(2)Overqualification positively affects career-oriented and work-unit-oriented proactive behaviors through role-breadth self-efficacy;(3)Overqualification negatively affects career orientation and work unit orientation proactive behaviors by reducing intrinsic motivation;(4)The mediating effect of work passion between overqualification and proactive behavior is not significant.There are important theoretical and practical significances in this study,which is manifested in the following aspects.First,the study more comprehensively discusses the "double-edged sword" effect of excess qualification on proactive behavior,providing ideas for a better understanding of the impact of excess qualification.Secondly,it broadens the understanding and application of the theoretical framework of motivation state of proactive behavior,and promotes the systematic understanding of the mechanism of explaining the relationship between excess qualification and proactive behavior.Third,the research on the proactive behavior focus is more comprehensive,involving itself as well as the work unit,and the active behavior is discussed more completely.In practice,first of all,employees should pay more attention to self-career management when they feel that they have excess qualifications,so as to improve their plasticity in career and make career planning well.Secondly,the training of employees with excess qualifications can give more challenging tasks,stimulate employees'interest and achievement desire,and promote higher internal motivation and work passion.Finally,tracking employees' emotional experience and improving the incentive mechanism;Leaders should also pay attention to emotional appeal,show positive emotions at work,and timely intervene in negative emotions of employees.