Research On The Nonlinear Impact Mechanism Of Employees' Sense Of Overqualification On Job Engagemen

With the development of quality education,the number of people with higher education has increased,which is out of line with the employment standards of enterprises,and over-qualification has become a common phenomenon.How perceived over-qualification affects employees’ emotions and attitudes and how to better play their over-qualification has become the focus of enterprises.Based on the self-regulation theory and equity theory,this paper analyzes a large amount of literature to investigate the influence of role breadth self-efficacy as a mediating variable on the relationship between perceived over-qualification and work engagement and its three dimensions,and proposes corresponding hypotheses.In this paper,313 valid questionnaires were collected by questionnaire method,and then reliability analysis,correlation analysis among variables and regression analysis of the scale were conducted to test the hypotheses,and the following results are obtained: there was a U-shaped relationship between perceived over-qualification and work engagement,and the three sub-dimensions of work engagement,vitality,dedication and concentration,also showed a U-shaped relationship and remained consistent with work engagement.Role breadth self-efficacy has a positive impact on work engagement and its sub-dimensions,and role breadth self-efficacy plays a mediating role in the U-shaped relationship between perceived over-qualification and work engagement and its sub-dimensions.By constructing a model of perceived over-qualification and work engagement and analyzing the empirical results,this paper proposes a series of effective measures such as rationalizing perceived over-qualification,enhancing role breadth self-efficacy through job enrichment to promote the transformation of negative emotions into positive emotions,and introducing the concept of "flexible" management into human resource management to avoid perceived over-qualification.The paper also presents a series of effective methods and measures to avoid the negative impact of perceived over-qualification on the organization and to further improve employees’ work engagement.At the same time,this paper points out the shortcomings of this study under the existing conditions and puts forward the prospect of future research direction.