Research On The Relationship Between Employee’s Perceived Overqualification,overqualification Willingness,organizational Climate And Job Satisfaction

Alongside an increase in investment by the government and individuals,the number of people who attended higher education is steadily on the rise.Once this number exceeds the needs of the labor market,some workers with high qualifications can only engage in work with lower requirements,causing an influx of over-qualification on the labor market.This phenomenon of over-qualification is persistent and widespread all over the world and in recent years,it has become increasingly prominent in China as well.This not only creates negative emotions in the people affected,but also has negative effects on their mental and physical health.This in turn has a negative impact on the management,cost and production efficiency of an organization and leads to a lot of unused talent.This study explores the relationship between employees’ perceived over-qualification,organizational climate and job satisfaction.Based on previous studies,we put forward a variable of over-qualification willingness and further look into its work mechanism.Through literature review and interviews with experts,this study puts forward a measurement tool for over-qualification willingness.It is compiled of three items,translated and revised on the basis of the over-qualification perception scale.We then have selected the already existing,reliable and valid organizational climate scale and job satisfaction scale to form the final questionnaire.100 copies of paper questionnaires were distributed of which 92 copies were recovered,314 internet questionnaires were distributed through questionnaires platforms and other available resources,which leads to a total of 406 questionnaires.After excluding invalid questionnaires,390 valid questionnaires were available,with an effective rate of96.1%.SPSS21.0 was used to analyze the collected data.Descriptive statistics,independent sample t test,ANOVA,correlation analysis and regression analysis showed that:(1)There is no significant difference in the sense of perceived over-qualification in demographic variables.There is a significant difference in the age,educational background and working life of the over-qualification willingness,but there is no significant difference in gender,type of work unit and job level.(2)Through the K mean clustering,we divided the perceived over-qualification into three grades: high,middle and low.The dividing points are 2.56 and 3.56.There is a significant difference in the over-qualification willingness,the organizationalclimate,the trust climate and the fair climate in the three levels of perceived over-qualification.(3)Through the K mean clustering,we divided the over-qualification willingness into two categories: voluntary and involuntary.The dividing point is 2.67.(4)There’s a positive correlation between perceived over-qualification and over-qualification willingness;there is a negative correlation between perceived over-qualification and perceived organizational climate,job satisfaction and fair climate;fair climate is positively related to the over-qualification willingness and job satisfaction.(5)With the perceived over-qualification as the antecedent variable,we looked into the relationship between organizational climate and job satisfaction and found that employees’ perception of the organizational climate plays an important mediating role between perceived over-qualification and job satisfaction;a fair organizational climate plays an important mediating role between perceived over-qualification and job satisfaction.(6)Hierarchical regression analysis shows that the over-qualification willingness plays a positive role in regulating perceived over-qualification and job satisfaction.(7)The moderating effect of over-qualification willingness between perceived over-qualification and and job satisfaction will be mediated by organizational climate.According to the results of this research,we came to the following conclusions: an organization should chose its employees according to the position’s requirements;at the same time,organizations should pay attention to management innovation,to a humanized management system,to the establishment of organizational culture and to a positive climate.All this will be beneficial for improving the enthusiasm of the staff and making them value their organization and themselves more.