Research On The Function Mechanism Of Perceived Overqualification To Career Growth Of The New Generation Of Employees

With the global economic recession and rapid expansion of higher education,the phenomenon of overqualification is consistently prevalent in the labor market.Especially for the new generation of employees,overqualification poses a serious challenge to their career development.The new generation of employees regard personal development and self-value as important factors in their career.As one of the career outcomes,career growth reflects employees’ professional advancement within and across organizations,including career goals,professional abilities,salary and promotion.It can not only help employees achieve personal career success,but also bring more benefits to the organization and achieve its long-term goals.However,the existing researches mostly focus on employees’ work-related and short-term results instead of their career-related and long-term outcomes.Therefore,do the new generation of employees with high qualifications have good career prospects? Dose having skills and qualifications that exceed their current job requirements give them an advantage for upward mobility? These questions still need further discussion.Based on the relevant researches at home and abroad,overqualification indicates the mismatch between personal qualifications and job requirements.Therefore,based on Person-Job Fit Theory,this study explores the impact of perceived overqualification on the career growth of the new generation of employees from the individual level,and it further explores the mediating role of employee’s perception of their value(organization-based self-esteem)and the moderating role of situational factors perceived by employees(organizational support climate)in the influence process.This study conducts a questionnaire survey on the new generation of employees(who were born from 1980 to 2000)and obtains 306 samples,which are analyzed by SPSS and AMOS.The results show that:(1)Perceived overqualification has a negative impact on the career growth of the new generation of employees;(2)Perceived overqualification has a significantly negative impact on organization-based self-esteem,which plays a mediating role between perceived overqualification and the career growth of the new generation of employees;(3)Organizational support climate moderates the relationship between perceived overqualification and organization-based self-esteem,that is,when the organizational support climate is higher,the negative impact between the two is weaker.Based on the research results,the significance of this study lies in: it explores the internal mechanism between perceived overqualification and career growth of the new generation of employees,which not only enriches the relevant research on the career outcomes of perceived overqualification,but also explores the boundary conditions of perceived overqualification.It also puts forward some suggestions for organizations to avoid the negative impacts of perceived overqualification and improve the work efficiency of the new generation of employees.In terms of management practice,managers should pay more attention to the new generation of employees who feel overqualified,especially their sense of value and career development.What’s more,managers should create a supportive organization climate and provide more organizational support resources,which are of great significance to the career growth of the new generation of employees and the development of enterprises.