The Impact Of Employees’ Sense Of Excess Qualification On Their Innovation Behavior Impact Study

For the past few years,the rapid and high quality development of higher education in our country,coupled with the fact that enterprises will give priority to employees with higher qualifications when recruiting talents to ensure the probability of high efficiency performance,this leads to many higher education graduates having to choose to engage in jobs which require low education and skills.These highly educated employees feel the extreme talents are not being fully utilized,a phenomenon known as "overqualification".In the world,overqualification has become a very common phenomenon.According to statistics,84% of Chinese employees feel that they are not being reused.A large number of studies show that the degree of overqualification of employees will have an impact on their work status and performance output,coupled with inappropriate organizational atmosphere and working environment,over time,will produce the tendency to quit.Therefore,it is of great significance to have a correct understanding of the excess qualification of employees,how to recruit and manage them legitimately,which is more significantly to the full utilization of talents and the development of enterprises.In the process of gaining competitive advantages,the most important core is the innovative behavior of employees.It is a hot issue for every enterprise to make full use of and develop the excess qualifications of employees and give play to their innovative potential to create greater value for the enterprise.However,there are few studies on the relationship between overqualification and employee innovation behavior,so this paper will further explore the relationship between the two and the mechanism of action and boundary conditions between them.Based on the man-post matching theory,equity theory and resource conservation theory,this study attempts to explore the mediating effect of job alienation between excess qualification and employee innovation behavior,and discusses the moderating effect of excess qualification of colleagues and leader member exchange.The method of electronic questionnaire was used in the study,and the research objects are selected from the main economic development centers of Shandong Province: Jinan,Qingdao,Weifang,Yantai,Zibo;The industries of the respondents are: chemical industry,machinery,medicine,textile,transportation,electronic communication and so on.A total of 574 questionnaires were collected.After excluding the invalid questionnaires with the same options for multiple questions,489 questionnaires remained,with effective recovery of 85.2%.On this basis,SPSS and other relevant statistical processing methods were used to conduct an empirical study on the obtained questionnaires.The main conclusions of this study are as follows:(1)Employees’ sense of excess qualification has a significant negative impact on their innovation behavior.(2)There is a significant positive correlation between employees’ sense of excess qualifications and their sense of job alienation.(3)Job alienation plays a mediating role in the influence of excess qualification on employees’ innovation behavior.(4)The mediating effect of leader member exchange on negative adjustment of job alienation.(5)The perceived excess of colleague qualifications negatively moderates the mediating effect of job alienation.The research conclusions of this study provide reference and guidance suggestions for enterprises to promote the generation of employees’ innovative behaviors.The main management implications are as follows:(1)The company should recruit appropriate employees based on the specific needs of positions,achieve the matching of people and posts as far as possible and reduce the resource consumption of the company.(2)For the existing personnel with excess qualifications,the management of the organization should take effective measures to guide them and reduce their negative effects as far as possible.(3)Arrange the employees with excess qualifications appropriately and reduce the sense of difference in reference comparison among employees as far as possible.