The Effect Of Relative Perception Overqualification On Knowledge Sharing:The Mediating Role Of Leader-Member Exchange

According to incomplete statistics,more and more people in today’s employment feel that they are“Overqualified”,always think that the position can not play their own talents.Especially in the past two years,the information on the employment situation released by the Guangdong Education Department shows that the initial employment rate of post-graduate students has been lower than that of junior college students for seven consecutive years.This report has aroused widespread concern of the whole society,then it leads to a new network noun-“Giant ant”,which is mainly used to describe the phenomenon of“Over-perception of aptitude”.This phenomenon has become a common phenomenon in different countries,This phenomenon in the academic and management practice has become a headache topic.Especially in the rapid development of society,to maximize the qualifications of employees is an important part of enterprise development.What use of utmost motivate employees have knowledge and experience to share with their colleagues,the problems has been enterprise managers scratching his head.Therefore,from the perspective of attribution theory,this study attempts to explore the mechanism between the relative qualifications perceived by employees in the organization and the knowledge sharing behavior of employees from the perspective of the relationship between employees and leaders.Relative aptitude perception is a concept that has only been proposed in the last two years.Its definition and concept are different from the over-perception of aptitude,and the over-perception of relative aptitude is put forward in the context of team work,To their qualifications and the qualifications of the other colleagues in their group after comparison,the qualification level of perception.The subjective perception can capture the subordinate subconscious inside their relative position in the organization of qualifications.This study suggests that over-perception of relative aptitude not only produces a series of behaviors through subjective perception of fairness and relative deprivation,but also influences interpersonal relationships with colleagues,also from the perspective of attribution to analyze the external environment of excessive qualifications,this external environment will bring some potential impact on the behavior of employees.Therefore,we try to apply the theory of resource conservation,the theory of leader-member exchange and the theory of attribution to establish a basic theoretical framework with leader-member exchange as an intermediary mechanism and knowledge sharing as an outcome variable.This paper mainly takes the new generation of employees born in the 1980 s and1990s as the survey objects.The selection of the survey objects is mainly based on the social status quo and local cultural characteristics of China,and the use of wechat and questionnaire star software for respondents to fill in questions and answers.several companies,such as Suzhou,carried out three rounds of questionnaires with an interval of two months,stata and other data analysis software were used for reliability and validity analysis,correlation analysis and other tests to verify the theoretical hypothesis of this study.After data analysis and processing,we draw the following conclusions: relative aptitude over-perception has a significant negative impact on employees’ knowledge sharing behavior,leadership-member exchange mediates the negative relationship between overperception of relative aptitude and knowledge sharing among employees,empowering leadership negatively moderates the negative correlation between over-perception of relative qualifications and employees’ knowledge sharing behavior.Finally,according to our research,we will integrate the important theories and opinions related to this research,and then conduct the next analysis according to the opinions and results obtained from our research.Summarizing and discussing the theoretical and practical implications brought by the research,finally pointing out the disadvantages of our research,and putting forward the prospects for the follow-up research.