| The phenomenon of "circle culture" and "talent underappreciated" has been running through the development of Chinese society.Whether in the enterprise management of reality,or in the academic research in the field of organizational behavior,in order to maximize the promotion of staff to participate in enterprise independent automatic voluntary spontaneous level(i.e.,the frequency of proactive behavior),reducing the negative impact of team differential atmosphere(i.e.,team order climate)and the perception of overqualification becomes one of the important problems that must be paid attention to.By using the theoretical basis of social information processing theory,social identity theory and man-post matching theory,this study proposes a research hypothesis and constructs a cross-level,first-stage mediated mediation model.The model constructed in this study mainly discusses the related issues of how the team differential atmosphere has an impact on the proactive behavior of employees,and introduces the mediating variable of organizational identity and the moderating variable of employee overqualification perception to improve the relevant boundary conditions of the model.This study distributed a total of 470 questionnaires to employees as one of the investigated objects in Hunan Province,Guangdong Province and other regions,and finally obtained a total of 87 work teams and 400 valid questionnaire data that fully matched "employee-director-team".After analysis by USING SPSS26.0 and Mplus 7.4,the summings up of the research are as shown below:Team differential atmosphere negatively affects employees’ organizational identity;Team differential atmosphere negatively affects employees’ proactive behavior;The negative effect of team differential atmosphere on employees’ proactive behavior is transmitted through the partial mediating effect of employees’ organizational identity.The relationship between team differential atmosphere and organizational identity,and between team differential atmosphere and employees’ proactive behavior will be moderated by employees’ perception of overqualification.Employees’ perception of overqualification moderates the mediating effect of organizational identity,which is mainly reflected in the mediating effect mode of the first stage.How to improve the level of autonomy,automatic,voluntary and spontaneous participation of employees in enterprise management is the inevitable requirement of doing enterprise management well.This study has a guiding effect on how to improve employees’ proactive behavior in enterprise management practice,and can put forward the following suggestions for better stimulating employees’ work enthusiasm: Strive to create a fair and just organizational environment and team atmosphere;Improve the level of management skills of enterprise managers;Focus on enhancing employees’ sense of identity with the organization;Eliminate as far as possible the factors that cause employees to feel overqualified;Timely identify the relevant situation of employee perception of excess qualification.The contributions of the research are as shown below: This study explores the relationship between team differential atmosphere and employee proactive behavior,which is a strong supplement to related research on the variable mechanism of team differential atmosphere.Then,this study explores the intermediate mechanism of employee organizational identity between team differential atmosphere and employee proactive behavior,which is a practical improvement of related research on antecedent variable mechanism of organizational identity.Last but not least,in this study,the perception of overqualification is taken as a moderating variable and incorporated into the model framework,which is a supplement and improvement to the related research on perception of overqualification. |
