| The proposal of "manufacturing power" has promoted the improvement of China’s vocational education level and cultivated a large number of outstanding high-skilled talents,but due to the influence of traditional concepts and the improper management of enterprise talents,many high-skilled talents are prone to have a feeling of "over-qualification" in their work,and implement work withdrawal behavior.With the exploration and development of organizational behavior,job withdrawal has become a negative work behavior that can not be ignored,and has attracted the attention of many scholars.Looking back at previous studies,the research on the relationship between the perception of over-qualification and job withdrawal behavior has not yet formed a unified conclusion,and most of them are universal explorations for all employees,rarely involving the special group of highly skilled talents.Compared with ordinary skilled talents,highly skilled talents have higher knowledge reserves and operational experience,so they pay more attention to their own work value and have more diversified work demands.Based on this,in order to further explore the influence of manufacturing highly skilled talents’ perception of over-qualification on their job withdrawal behavior,as well as the internal intermediary mechanism and boundary conditions in its influence path,this paper takes highly skilled talents as the research object,introduces the variable of individual negative emotions,and deeply analyzes the corresponding relationship between different dimensions of over-qualification and different types of negative emotions.Based on the comprehensive application of the hierarchical regression method and the boot pulling method,this study analyzes the data of 240 highly skilled talents,and finds that:(1)the perception of over-qualification and its two dimensions are significantly positively correlated with job withdrawal behavior and individual negative emotions,among which the perceived mismatch is significantly positively correlated with boredom,and the perceived lack of growth is significantly positively correlated with anger;(2)There is a significant positive correlation between individual negative emotions and job withdrawal behavior;(3)Individual negative emotions play an intermediary role between the perception of over-qualification and job withdrawal behavior,individual boredom plays an intermediary role in the relationship between perceived non-growth and job withdrawal behavior,and individual anger plays an intermediary role in the relationship between perceived non-growth and job withdrawal behavior.(4)Employee participation atmosphere negatively regulates the relationship between perception of over-qualification and negative emotions,and negatively regulates the relationship between perceived mismatch and individual boredom,but the moderating effect of employee participation atmosphere on the relationship between perceived non-growth and individual anger is not significant.(5)Employee participation atmosphere negatively regulates the mediating role of individual negative emotions in the relationship between perception of over-qualification and job withdrawal behavior,and negatively regulates the mediating role of individual boring emotions in the relationship between perceived mismatch and job withdrawal behavior.Therefore,according to the research conclusion of this paper,it is revealed that in the management of highly skilled talents,the manufacturing industry should pay attention to the problem of over-qualification of talents,strengthen the emotional management of talents,timely grasp whether talents have negative emotions due to the perception of over-qualification,and at the same time understand the needs of talents in career development,create a positive atmosphere of employee participation,and reduce the negative impact of perception of over-qualification. |
