Research On The Infuence Mechanism Of Perceived Overqualification To Turnover Intention

In recent years,with the development of the COVID-19,the real economy has been greatly affected,the demand for labor force has decreased,the youth unemployment rate remains high level,and the employment situation is not optimistic.At the same time,as the number of highly educated talents increases,enterprises tend to favor highly educated and high-quality employees,which leads to more and more job seekers choosing ‘downward employment’,with job demand lower than their own capabilities,resulting in the phenomenon of overqualification.Perceived overqualification refers to the perception of employees that their knowledge and skills are far higher than the job requirements.Employees with the sense of eoverqualification will feel that they can not give full play to their talents and have the feeling of ‘missing talent’,which will induce turnover intention and affect the internal stability of the team and organizational interests.Through reviewing the literature,this paper finds that although scholars generally believe that turnover intention is the main result of perceived overqualification,there is still a lack of research on its specific mechanism,especially in the context of China.Based on the above background,this paper,based on the theory of resource conservation,discusses the relationship between the sense of perceived overqualification and turnover intention.On this basis,it explores the mediating role of work alienation and the moderating role of organizational identity,in order to increase the understanding of perceived overqualification.Work alienation means that the organization is unable to meet the needs of employees,leading to psychological alienation between employees and the organization,which may cause employees to leave the organization.In addition,organizational identity represents the close degree of psychological connection between employees and the organization.The degree of organizational identification of employees is higher,the relationship between them and the organization is closer,and they are to have less senses of work alienation.Based on this,this paper takes work alienation as a mediating variable,explores the mechanism between perceived overqualifications and turnover intention,and takes organizational identity as a moderating variable to explore the boundary conditions between perceived overqualifications and work alienation.Through the questionnaire survey of 211 subjects and the hierarchical analysis of the data by SPSS27 and AMOS26,it is found that:(1)Perceived Overqualification has a significant positive effect on the turnover intention;(2)Work alienation plays a part of mediation role between the perceived overqualification and turnover intention;(3)Organizational identity moderates the relationship between perceived overqualification and work alienation.The results of this study further confirmed that the perceived overqualification has a positive impact on employees’ turnover intention,verified the mechanism and boundary conditions of the perceived overqualification and turnover intention,and provided some inspirations for managers on how to manage employees with the perceived overqualification,which both has certain theoretical meaning and practical value.