Research On The Influence Of Perceived Over Qualification On Employees’ Innovative Performance

Perceived over qualification is a subjective psychological state caused by objective conditions such as an employee’s experience level and personal knowledge and skills exceeding the job requirements.Currently,with the increasing demands of recruitment and the improvement of human resources in various industries,employees generally have a sense of perceived over qualification.Intense job competition has led to an imbalance in the return on investment,with high education costs and low employment returns.As an important psychological trait in the workplace,the impact of perceived over qualification is complex and especially affects employee behavior and performance.It is necessary to analyze whether the psychological state can suppress the negative effects of perceived over qualification and promote its positive effects.In various industry fields,the complex work environment poses new challenges to employees’ psychological quality,and exploring the balance methods and impact paths of perceived over qualification can provide important enlightenment for modern enterprise management practices and incentive mechanisms.Perceived over qualification determines employees’ sensitivity to work resources and profoundly affects innovative motivation.Employees will make comprehensive judgments about their own qualifications and rationally analyze the gap between their abilities and job requirements.High-qualified employees have a psychological gap but also have sufficient competence to participate in innovative work,providing a foundation for the long-term development of enterprises.This study surveyed employees in industries such as manufacturing,high-tech enterprises,finance,and education.To explore specific psychological impact paths,this study is based on the job demands-resources model and the approach-avoidance motivation theory to explore the impact of perceived over qualification on innovative performance.Dividing job crafting into two types,approach-avoidance job crafting,and using this as a starting point,a double mediation model is constructed to explore the roles of the two types of job crafting strategies used by employees in the relationship between perceived over qualification and innovative performance.In addition,the study investigates the role of role breadth self-efficacy as a moderating variable in the effect of perceived over qualification.Designed revised items through literature research methods,and finally conducted regression analysis on 421 valid research samples to obtain the following conclusions:(1)Perceived over qualification has an inverted U-shaped effect on employee innovative performance,and moderate perceived over qualification promotes innovative performance,but surpassing a certain level will have an inhibitory effect.(2)Perceived over qualification has an inverted U-shaped effect on avoidance job crafting and a positive effect on approach job crafting,and the overall effect of job crafting is mainly reflected through the avoidance job crafting path.(3)Approach-avoidance job crafting has a dual-path mediation effect in the model,and different types of job crafting have significantly different mediation effects,with avoidance job crafting having a partial mediation effect and approach job crafting having a complete mediation effect.(4)Role breadth self-efficacy enhances the impact of perceived over qualification on job crafting and also moderates the mediating effect of job crafting.This study enriches the relevant achievements of perceived over qualification,and employees can speed up the conversion of redundant qualifications and play efficient talents through moderate job redesign behavior.Encouraging employees to participate in challenging research and development tasks is of great significance for enterprises to stimulate employees’ practical motivation,develop human capital,and fully tap talent resources.