A Study On Influencing Mechanism Of Perceived Overqualification To Employee Deviant Behavior

Overqualification denotes a situation in which an individual’s qualifications, such as education, work experience, and skills, are beyond the requirements of the job.Overqualification is one of the most common forms of person-job misfit in the organizational behavior studies. Perceived overqualification is the subjective perception for employees that their own personal qualifications(education,knowledge, skills and experience, etc.) exceed the work requirements and the organizational environment can not provide more opportunities for workers to study and grow. Today, overqualification becomes a more common phenomenon in the society,and it attracted many researchers to study about it.In this study, we use relative deprivation theory and Person-Job Fit Theory to explain the impact of overqualification to deviant behavior; basis of this, combined with motivation theory, we explained the work engagement’s mediating effect on the relationship between overqualification and employee deviant behavior; this paper also examined the equity sensitivity’s moderating effect on the relationship between overqualification and employee deviant behavior. Through the mediating effect and moderating effect,the paper explores whether and how the overqualification affect employee deviant behavior, and this discovery has enriched the researches of overqualification in China, and have a great significance to enterprise about how to management this overqualification employees.The main conclusions are:(1) Perceived overqualification is a two-dimensional structure, including the following: perceived mismatch and perceived no-grow.(2) Perceived overqualification has positive effect on employee deviant behavior;Specifically, perceived overqualification is positive related with the two dimension of deviant behavior.(3) Perceived overqualification has negative effect on employee work engagement; Specifically, perceived overqualification is negative related with the three dimension of work engagement.(4) Work engagement mediated the positive relationship between perceived overqualification and employee deviant behavior.(5) Equity sensitivity moderated the relationship between perceived overqualification and employee deviant behavior, that is the relationship is more pronounced for individuals with higher levels of equity sensitivity.