| China is in the rapid development of education.More and more graduates with higher diploma and higher education will find jobs in time to lower their career expectations.On the other hand,China is still in the economic transition period,a major change in the structure of many organizations,jobs provided by the organization may find it difficult to meet the demand of employees.The phenomenon of overqualification is becoming more common.In view of this,scholars began to pay attention to the influence of overqualification on the work behavior of employees.Previous studies mostly focused on the influence of overqualification on the negative behavior,such as counterproductive work behavior,turnover behavior and so on.In recent years,scholars have gradually turned to research the influence of overqualification on the potential positive behavior,such as organizational citizenship behavior,job crafting behavior,innovation behavior and so on.But,the research on voice behavior which plays an important role in organizational change and innovation is blank.Employee voice behavior is a kind of extra-role behavior which is stimulating and challenging.In the competitive business environment,employees’ innovative ideas,opinions and suggestions are of great significance to the organization.Compared with the general employees,the overqualified employees have the knowledge,experience and ability to exceed the position.These redundant qualifications are good for the quality of their voice;in other words,they have more say on voice behavior.However,overqualification is easy to cause perceived overqualification,in turn,leads to a series of negative emotions or cognitions,Employees who are overwhelmed by these negative emotions or cognitions is hard to be motivated and motivated to take active and active actions within the organization.Based on this,this study mainly discusses the effect of employees’ perceived overqualification on voice behavior,focusing on the mediating role of organization-based self-esteem(cognitive path)and anger(emotional path),and introduces managerial trustworthy behavior as moderating variable,in order to guide the overqualified employees to develop in a positive direction,thus to create greater value for the whole organization.Focusing on the above research purposes,we tested our predictions using matching data from a sample of 315 employees and their immediate supervisors in the Enterprises and institutions of Shanghai,Beijing,Wuhan Hefei and Guangzhou.The data processing was accomplished by SPSS22.0 and its macro program process,Amos21.0.Results show that:(1)Perceived overqualification has significant negative direct effect on employee voice behavior,however,this negative direct effect soon become non-significant when we put the mediating variables,organization-based self-esteem and work anger,into the regression equation,but it could affect employee voice behavior through the mediating role of organization-based self-esteem and anger.Specifically,perceived overqualification could lead to lower voice behavior by reducing the employee’s organization-based self-esteem and motivating the anger in the workplace.(2)Managerial trustworthy behavior plays a significant role in moderating the influence mechanism of perceived overqualification on employee voice behavior.Specifically,Managers’ implementation of trustworthy behavior can improve the level of organizational self-esteem of with high perceived overqualified employees,thus reducing negative influence on voice behavior.Similarly,Managers’ implementation of trustworthy behavior can improve the level of work anger of with high perceived overqualified employees,thus reducing negative influence on voice behavior.Finally,we summarized the inadequacies of thia study,and proposed the prospect for future research,and expounds the significance of research,offer some enlightenment for the organization and management practice. |
