Research On Effect Of Perceived Overqualification On Employee Voice Behavior

Employee voice behavior is the behavior that employees actively put forward constructive and innovative opinions related to their work conditions.Employee voice behavior helps to improve the management of the organization and promote its long-term development and promote their long-term development.This behavior itself will force the employees to face the risk of challenging the “status quo” or the“embraging”.Simultaneously,Chinese employees are deeply influenced by the zhongyong thinking.After weighing the advantages and disadvantages,they decide to keep silent on the problems that have arisen in the organization,and refuse to express opinions that are different from the decision.The above approaches may cause the organization to lose the opportunity for innovation,and at the same time,it may cause the organization to fall into a desperate situation.Perceived overqualification is a typical subjective understanding that "employees believe that their personal abilities far exceed the conditions,qualifications and abilities required by the post",which has a negative impact on the behavior and attitude of employees.In recent years,the perceived overqualification has become a global phenomenon.How to reduce the negative impact of perceived overqualification and stimulate employee voice behavior is worth thinking and studying.After reading and analyzing the relevant literature,based on self-determination theory and conservation of resources theory,this paper takes work engagement as a bridge to explore the impact of perceived overqualification on employee voice behavior and the moderating effect of flexible human resource management.This paper uses statistical software to analyze the data obtained from the questionnaire to further explore the above relationship.The following conclusions are drawn:(1)perceived overqualification negatively affects employee voice behavior;(2)work engagement plays a mediating role in the relationship between perceived overqualification and employee voice behavior;(3)flexible human resource management plays a moderating role between perceived overqualification and work engagement.The study provides a reference for exploring which human resource management measures can effectively reduce the negative effects of perceived overqualification and motivate employees to express their positive opinions.The article also provides a reference for how to manage employees with a high perceived overqualification.