Research On The Influence Of Perceived Overqualification On Proactive Career Behavior

With the global economic downturn and the reduction in employment opportunities,employees in many countries begun to perceive overqualification.The management of overqualified employees has become an important issue in the field of human resource management.Existing researches mostly focused on the negative impact of perceived overqualification on work-related outcomes,but the personal career problems of overqualified employees have not been paid attention.At the same time,many scholars have called for attention to the potential positive effects of overqualified employees.The positive consequences of perceived qualification is usually due to motivation,and the proactive behavior motivation theory points out that affect-related motivation is the most direct way for proactive behaviors,so this study focused on the impact of perceived qualification on proactive career behavior and the mediating role of affect-based career satisfaction.First,reading the research of relevant literature and considering management practice,we found important problems to be solved in related fields,then we determined the research direction and content.Through a comprehensive review of the research in related fields,we draw the research model.Second,we designed the research,including selecting appropriate measurement scales and research objects,collecting data through a two-stage questionnaire survey,and pairing the two-stage data.Finally,we used software such as SPSS20.0 and Mplus6.12 to do the test of reliability and validity,the test of common method deviation,descriptive statistics and correlation analysis,test of hypothesis,analysis of variance and multiple comparisons.The results of the study showed that perceived overqualification negatively impact on career satisfaction.Career satisfaction has a U-shaped effect on proactive career behavior.Perceived overqualification has a U-shaped effect on proactive career behavior and career satisfaction plays a completely mediating role between them.Analysis of variance and multiple comparisons found no significant differences in the distribution of perceived qualification,career satisfaction,and proactive career behavior in different genders,educational backgrounds,and marital status.The perceived overqualification of state-owned enterprises is significantly higher than that of private enterprises and foreign-funded enterprises.The career satisfaction of state-owned enterprises is significantly lower than that of private enterprises and joint ventures,and the career satisfaction of foreign-funded enterprises is also lower than that of private enterprises.The proactive career behavior of state-owned enterprises is significantly lower than that of joint ventures.The proactive career behavior of employees in managerial positions is significantly higher than that of employeesengaged in other positions of non-management,non-productive,non-marketing and non-technological.Higher and lower perceived qualification can both lead to proactive career behavior.Organization should design more training and development programs for these two types of employees to help them manage their careers and rationalize their promotion channels.There is no significant differences in the distribution of perceived qualification,career satisfaction,and proactive career behavior in different genders,educational backgrounds,and marital status,which suggested that employers should eliminate the stereotype in recruitment and pay attention to the internal person-job fit.State-owned enterprises have higher perceived overqualification,while it's career satisfaction and proactive career behavior are lower,which enlightens state-owned enterprises to rationalize recruitment standards and job settings,and optimize career development paths within the organizations.The results of analysis of variance can also provide references to job seekers,helping them rationalize job expectations and career goals.