The Impact Of Overqualification On Employees' Deviant Innovation Behavio

Perceived overqualification is a very common social phenomenon,in which an individual has more qualifications than necessary for a job.No matter for the employees themselves or the organization,perceived overqualification is a waste.How to motivate the employees with higher ability to make more contributions to the organization and at the same time enable the employees to transform their perceived overqualification into stronger workplace competitiveness has gradually attracted the attention and discussion of organizational scholars and management practitioners.The economy is in the downturn due to the COVID-19 pandemic and the trade war between China and the United States.Innovation has become an important way to promote sustainable development of enterprises,and employee innovation is the key to realize enterprise innovation.Organizations encourage employees to innovate by rewarding innovative achievements and other diversified forms.Under the corporate culture advocating all-staff innovation,there is a shortage of organizational innovation resources,and employees’ creativity cannot be realized.Employees with perceived overqualification are more likely to take initiative to change the dilemma and realize innovation through unconventional methods because they think they have the ability to overcome difficulties.Deviant innovation behavior refers to that when an individual’s innovation plan is rejected or not expected to be accepted by the organization,they insist on conducting investigation and research in secret in order to realize innovation.The purpose compliance and process violation of deviant innovation behavior have become new concerns of human resource research.Innovation self-efficacy refers to the degree of individual’s confidence in their own innovation ability,which is the cognition formed in the process of employees’ self-regulation.Overqualified employees usually have a higher sense of innovative self-efficacy and thus realize deviant innovation behavior.Environmental factors affect employees’ self-cognition indirectly.Usually,when the organization invests a lot,the employees think that their excess qualifications have been rewarded accordingly,so they view the excess qualifications positively.Therefore,based on the social cognitive theory,this paper introduces organizational input variables to analyze the change of the influence of perceived overqualification on deviant innovation behavior under different organizational input.In this study,questionnaires were used to collect samples,and the survey objects were concentrated in the employees of enterprises in Jinhua,Shaoxing,Hangzhou,Hunan,Guangxi.Data were obtained mainly through paper questionnaires and network surveys.SPSS software,AMOS software and PROCESS plug-in were used for hypothesis testing.The results are as follows:(1)Perceived overqualification has a positive impact on employees’ deviant innovation behavior.(2)Innovative self-efficacy plays a partial mediating role between perceived overqualification and employees’ deviant innovation behavior.(3)Organizational input and its dimensions have a positive moderating effect on the influence of perceived overqualification on employees’ deviant innovation behavior.(4)Organizational input and its dimensions positively moderate the mediating effect of innovative self-efficacy.This paper builds a theoretical model of the relationship between perceived overqualification and deviant innovation behavior,introduces innovative self-efficacy and organizational input,and discusses the mechanism of the four variables,which has theoretical and practical significance.It enriches the theory of overqualification,increases managers’ understanding of the consequences of overqualification,and alleviates their anxiety about hiring overqualified employees to a certain extent.It expands the research on the influencing factors of deviant innovation behavior,helps managers to strengthen the management of employees’ deviant innovation behavior,and provides theoretical guidance to maximize the value of employees.