The Effects Of Perceived Over-qualification On Employee Innovation Behavior

The number of high-quality talents with high knowledge level,ability and experience is increasing year by year.At the same time,the positions provided by various employing organizations are difficult to match the quality of talents,leading to many high-quality talents engaged in positions with lower requirements,forming the situation of Perceived Over-qualification.How to adapt to this development trend and make these over-qualified groups make full use of their own value from the perspective of long-term development is a problem that scholars begin to pay attention to.As one of the important competitiveness of enterprises in the new era,innovation ability plays an important role in determining whether an organization can stand in the rapidly updating market.The innovation of an enterprise is inseparable from the employees with good quality.If the employees perceive that their knowledge,skills and experience level is higher than that required by their own work,whether they can turn their spare ability into innovative ideas and practices,so as to achieve a "win-win" situation for both the organization and the individual,and what kind of management practice can promote its transformation is the focus and significance of this study.The purpose of this study is to investigate the positive influence of perceived over-qualification on innovation behavior,and explore their mechanisms and boundary conditions.First of all,according to the literature induction analysis,it is found that there are few studies on the relationship between the sense of perceived over-qualification and innovation behavior,and the conclusion is unstable.Therefore,in order to enable overqualified employees to realize their own value in the long-term development,the positive path and boundary conditions for the transformation of perceived over-qualification into innovative behavior are explored.Secondly,through the literature research method,questionnaire survey method to determine the research ideas,and combined with the self-regulation theory from the perspective of employee motivation,when employees in the case of involuntary conditions feel perceived over-qualification,they will think that they should have more resources and support from the organization,so that employees seek other ways to achieve their own value,the formation of a higher motivation for achievement.At the same time,opportunities for fulfillment drive employees to innovate and realize their own value based on basic job responsibilities.Idiosyncratic deals make employees feel respected and recognized by the organization,which generates corresponding behaviors to reward the organization’s support and promote them to make innovative contributions.Finally,empirical analysis is used to draw conclusions and put forward management suggestions with practical significance.In this study,372 valid questionnaires were collected.Through the processing of SPSS25.0 and AMOS logarithm and empirical analysis,the following conclusions are drawn: the sense of Perceived Over-qualification positively affects employee innovation behavior;Perceived Over-qualification positively affects achievement motivation;Achievement motivation positively influences innovation behavior.Achievement motivation has a partial mediating effect on the relationship between overqualification and innovation behavior.Idiosyncratic deals contract positively moderates the relationship between perceived overqualification and achievement motivation.Based on this conclusion,this study puts forward corresponding management suggestions.Firstly,the ‘catfish effect’can be brought into play to stimulate employees’ motivation and ambition to pursue success.Secondly,a mentor system should be established to provide developmental feedback for employees,improve their fault tolerance and make them dare to challenge difficult work tasks.Finally,closed entry training,professional training,skill training and other special training can provide diversified training opportunities and development opportunities for employees,and design personalized salary assessment system for over-qualified employees,improve promotion channels and improve employee care system;Fully combine all kinds of developmental personalized contracts with flexible working methods,such as home office,flexible working system,etc.to maximize the incentive effect.