摘要
本文以资源保存理论为基础,探讨资质过剩感知与员工情绪劳动(表层扮演和深层扮演)的作用关系,并在此基础上提出一个有调节的中介模型,考察心理契约破坏的中介作用和公正敏感性的调节作用。通过对464名一线服务员工的三阶段时间滞后调查分析表明,资质过剩感知对员工表层扮演(深层扮演)具有显著的正向(负向)影响;心理契约破坏在资质过剩感知与表层扮演、深层扮演之间起部分中介作用;公正敏感性会强化资质过剩感知与心理契约破坏之间的正向关系,还能够调节资质过剩感知通过心理契约破坏影响情绪劳动的间接效应,即员工公正敏感性水平越高,资质过剩感知通过心理契约破坏对表层扮演的正向效应及对深层扮演的负向效应均会增强。
At present,there is an increasingly severe"person-job mismatch"phenomenon in the workplace as highly educated talents pour into the labor market.Therefore,employees realize that their education,skills,and work experience have exceeded job requirements,resulting in a phenomenon known as perceived overqualification.Once employees are aware of their overqualification,it will have adverse effects on their working state and behaviors.In addition,the study on perceived overqualification will become the focus and hot spot of in the field of talent surplus research in terms of both our population base and current education development model.Considered that it is the"new gold mine"in the hot spot,relevant study on perceived overqualification needs to be further explored.Especially,domestic research on perceived overqualification at present is just in its infancy,but foreign scholars have taken a pioneering step in this field.Hence,it is necessary for exploring the perception of overqualification in order to utilize the basis for reference and seize the opportunity to catch up.This study will not only provide new theoretical explanations for related research on perceived overqualification,but also provide more reference for related corporate management practices.Therefore,a comprehensive study examining employee perceived overqualification is necessary for both theoretical development and practical management urgency.Drawing on conservation of resource theory,this study aims to determine the impact of perceived overqualification on emotional labor(surface acting&deep acting)and thus proposes a moderated mediation model to explore the mediating effect of psychological contract breach and the moderating effect of justice sensitivity in the above process.The final sample consisted of 464 employees who completed all three waves.And the results are as the followings:(1)Perceived overqualification had a significant positive influence on surface acting and a negative influence on deep acting.(2)Psychological contract breach partially mediated the relationship between perceived overqualification and surface acting and deep acting.(3)Justice sensitivity played a moderating role in the relationship between perceived overqualification and PCB,such that the relationship was stronger when employees had high rather than low justice sensitivity.(4)Justice sensitivity further moderated the indirect effect of perceived overqualification on employees’emotional labor via psychological contract breach,which means that the higher the employee’s justice sensitivity level,the positive effect of perceived overqualification on the surface acting and the negative effect on the deep acting will be enhanced through psychological contract breach.The results have important management implications for related companies since the research data collected from the Chinese service industry.First,human resource managers should choose applicants who are suitable for the job requirements rather than blindly pursue hiring employees with high qualifications for the reason that the more does not always mean the better.In fact,it is important to select talents that make"person-job match".With the current increasingly severe phenomenon of"high talent consumption",companies have more opportunities to identify,compare,and select talents.However,it does not mean that the more talents they recruit,the better performance they will have.If the company fails to provide the recruited talents with matching positions,it will inevitably make them feel overqualified,which may cause a series of undesirable consequences.Second,managers should pay special attention to whether employees perceived overqualification.Once managers that employees may have a perception of overqualification,managers should promptly take effective measures to intervene,such as adjusting positions for them and increasing job challenges.
作者
程豹
周星
郭功星
Cheng Bao;Zhou Xing;Guo Gongxing(School of Business Administration,Southwestern University of Finance and Economics;School of Management,Xiamen University;School of Business,Shantou University)
出处
《南开管理评论》
CSSCI
北大核心
2021年第1期192-201,244-245,共12页
Nankai Business Review
基金
中央高校基本科研业务费项目(JBK2101024、20720201060)
国家自然科学基金项目(71572164)资助
关键词
资质过剩感知
心理契约破坏
公正敏感性
情绪劳动
Perceived Overqualification
Justice Sensitivity
Psychological Contract Breach
Emotional Labor
