Research On The Influence Of The New Generation Of Employees’ Perceived Overqualification On Deviant Innovation Behavior

With the increasing popularity of higher education,the new generation of employees,represented by the post-90 s generation,have become the backbone of enterprises.However,the number of students receiving higher education far exceeds the demand for job positions in the market.This change in supply and demand has led to more and more employees feeling that they are being "overqualified".To improve this situation,employees will attempt to take proactive actions,which may lead to conflicts between innovation awareness and organizational rules and regulations,leading to the emergence of deviant innovation behavior.In view of this,this paper takes the sense of overqualification of new generation employees as the starting point,the role breadth self-efficacy and negative emotions as mediating variables,and the sense of psychological security as regulating variables to study the impact of the sense of overqualification of new generation employees on deviant innovation behavior.Firstly,this study proposes relevant hypotheses and constructs a theoretical model based on theories such as self-regulation and self consistency.A total of 479 questionnaires were distributed to the new generation of employees,excluding 147 questionnaires that were not filled out by the post-90 s generation or filled out vaguely.Finally,332 valid questionnaires were obtained.Secondly,common method bias testing,reliability and validity testing,regression analysis,etc.were conducted on the statistical data,and the following main conclusions were drawn:(1)Perceived overqualification positively affects employees’ deviant innovation;(2)Role breadth self-efficacy and negative emotions play a partial mediating role in the relationship between the perceived overqualification and deviant innovation on cognitive and emotional paths respectively;(3)Psychological security positively regulates the relationship between role breadth,self-efficacy and employee deviant innovation.(4)Psychological security positively regulates the relationship between negative emotions and deviant innovation.Finally,summarizing theoretical contributions and practical insights,suggestions are proposed for management practice activities: organizations should dialectically treat a sense of overqualification,provide understanding and attention to employees who may experience overqualification,face the psychological fluctuations of every employee through refined management,provide more recognition and encouragement,create an environment that encourages creativity and tolerates failure,and guide employees to continuously learn,Utilize redundant qualifications to carry out innovative activities in the same direction as the organization’s development.