A Study On The Effect Of Perceived Overqualification On Employee Approach-Avoidance Behavior

Today,with the development of economy,People’s educational level has been generally promoted under the background of the popularization of higher education,in the process of talent selection,enterprises also prefer highly educated and qualified employees to increase the probability of high performance,which makes more and more employees’ abilities exceed their job requirements,this phenomenon is known as Perceived Overqualification(POQ)in academic circles.POQ is an individual’s judgment and perception that the reserve of knowledge,skills and experience is higher than the demand of job,which is one of the most common phenomena of underemployment or “Downward employment”.With the increasing impact of POQ on the organization,how to give full play to the redundant qualification of employees,bring beneficial results to employees and organizations,and realize the win-win situation of individuals and organizations has become the focus of attention in the field of organization management.Based on the above background,based on a large number of relevant research results at home and abroad,and combined with self-determination theory and relative deprivation theory,this study establishes the theoretical model of this study.Taking the POQ(i.e.subjective POQ)as the antecedent variable,this study studies the individual’s behavior response and its influence direction on the final choice of work behavior when his ability is higher than the post requirements.Therefore,this thesis introduces the behavior variable work remodeling,which is directly related to employees’ work behavior and closely related to the situation of POQ,as an intermediary variable to further explore the "double-edged sword" effect of individuals in the situation of POQ.In addition,from the perspective of dual path,this thesis takes the Proactive personality at the individual level and DI-HRP(Diversity & Inclusion Human Resource Practice)at the organizational level as regulatory variables to explore the possible boundary effect in the process mechanism of POQ affecting individual’s Approach-Avoidance behavior.This study uses the mature scales in the literature at home and abroad for reference to measure the variables involved in the theoretical model.By issuing questionnaires to employees of different enterprises,365 valid samples are finally obtained.The samples are statistically analyzed and hypothesis tested by using statistical software such as SPSS,Mplus and AMOS.According to the empirical analysis,the following conclusions are drawn:(1)POQ is positively correlated with Proactive behavior;(2)POQ is positively correlated with Job withdrawal;(3)the effect of Approach-job crafting mediator POQ on employee’s Proactive Behavior;(4)the effect of Avoidancejob crafting mediator POQ on employee’s Job withdrawal behavior;(5)the effect of Proactive personality regulation POQ on Approach-job crafting,the higher the level of proactive personality,the greater the influence of POQ on Approach-job crafting;(6)the influence of proactive personality regulator POQ on Avoidance-job crafting,the higher the level of proactive personality,the higher the influence of POQ on Avoidance-job crafting,POQ has less influence on Avoidance-job crafting;(7)the mediating effect between Proactive personality regulation(POQ)and employee’s Proactive behavior is mediated by Approach-job crafting,and the mediating effect is stronger under high-level Proactive personality;(8)the mediating effect between Proactive personality regulation and employees’ job withdrawal behavior is through Avoidance-job crafting,and the mediating effect is weaker under high-level Proactive personality;(9)the influence of DI-HRP on Proactive behavior is greater when the level of DI-HRP is higher;(10)the influence of DI-HRP on Proactive behavior is greater when the level of DI-HRP is higher,the higher the level of DI-HRP,the smaller the effect of Avoidance-job crafting on job withdrawal behavior.This study enriches the related research of overqualification.At the same time,by exploring the internal mechanism and boundary conditions of how proactive personality and DI-HRP affect employees’ different behaviors,it opens the "black box" of how POQ affects employees’ positive and negative behaviors,enriches the research perspectives of different reshaping behaviors,and has a certain reference significance for organizational management practice.