Study On The Impact Of Perceived Overqualification On Employee Work Engagement

With the talent market competition intensified,on the one hand,the candidates through improve education,accumulate experience to get jobs,on the other hand,enterprises are constantly raise the threshold to absorb high-quality personnel,which leads to a part of employment take part in the jobs that lower than their expected work qualification under the employment pressure,phenomenon of overqualification is common in today's enterprise.Previous studies have shown that overqualification have negative prediction on job satisfaction,but also study found that overqualification have positive effect on employee performance,Therefore,the relationship between overqualification and attitude behavior needs to be further verified.There is the adjustment variable that effect the role that overqualification paly.This article uses the empirical method to reseach the effect between overqualification and work engagement.The purpose is to verify the factors to alleviate the negative effects of excess quality perception,provide a reference for organization to manage employee who have overqualification perception.This thesis consists of six parts:the first part is the introduction,based on the results of previous studies and background of reality.This paper presented problems in the field of overqualification,andintroduces the theoretical significance of the study of this problem and its practical significance.The second part is the literature review,the researchers looked up the literature of each variable,and summed up the definition,measurement and related research of each variable.The third part is the model construction and hypothesis.This part explain the relationship between overqualification and work engagement based on the relative deprivation theory,equity theory and the resource conservation theory,also explain the relationship between idiosyncratic deals and work engagement based on complementary matching theory,This article is not only reveal the negative effect of the overqualification,but also introduces the adjustment variables explained how to alleviate the adverse effects,divided the dimensions of the idiosyncratic deals to research which the dimensions have higher alleviate effect.This conclusion has a good significance on guiding organization how to manage the overqualification.The fourth part is the questionnaire survey,this paper introduces the preliminary preparation work of the empirical study,including the selection of the scale,the form of the questionnaire and the scope of payment.The fifth part is the data test,test the scale of the reliability and validity,and through the SPSS to make correlation analysis and regression analysis,verify the contents of each hypothesis respectively.The sixth part is the conclusion and prospect,which explains the empirical results,the management implications and the future development in detail.For the purpose of the study,this study through questionnaire survey of many enterprises in Beijing,Dalian,Guangdong,Henan,collected 204 valid questionnaires and the use of SPSS and Amos software to analyze the questionnaire data to tests the hypothesis.Main conclusions of this study are as follows:(1)overqualification has negative prediction on work engagement.(2)idiosyncratic deals have positive effect on job engagement.(3)idiosyncratic deals moderate the negative relationship between overqualification and work engagement,the higher idiosyncratic deals,negative effect of overqualification on work engagement will be weaker.In addition,the different dimensions of i-deals on the main effect of the moderation of intensity is also different,in which the moderation of the job responsibilities is most powerful,the dimensions of location of flexibility is not a regulatory effect.Of course,this paper also has the following shortcomings:one is in the data collection,due to personal time constraints,limited number of questionnaires,and the Issuing area coverage is small,and in the process of collecting the questionnaire,mainly in the form of an electronic questionnaire,there are a small part of the paper questionnaires,and no a face-to-face talk with employees,we can not understand the employees inner thoughts.The two is in the theoretical model,this paper focuses on the situational factors that affect overqualification play a role in employees.But there is on mediated variable,the research model needs to be further improved.Secondly,related adjustment variable are all from orginazational motivation,but was not involved the leadership and colleagues variables,such as leadership,co-workers etc.