The Relationship Between Excessive Employee Qualifications And Deviant Innovative Behaviors

Overqualification refers to a phenomenon in which the individual's qualification level(education level,knowledge experience,skills and abilities)exceeds the job demand.Perceived overqualification is the individual's perception of overqualification,and it describes the individual's perception of the person-post mismatch and the lack of growth space for itself.Overqualification usually brings some negative effects,such as burnout and turnover.However,in recent years,more and more studies have explored the positive effects of overqualification.Existing studies have shown that overqualification can improve job performance and promote innovative behavior.Creative deviance behavior refers to the innovative behaviors of employees through deviant means when the organization's management system or authority impedes employee innovation.Jiang Yi(2018)pointed out: Creative deviance is a special innovation behavior that attempts to assist innovation by means of deviant methods to achieve continuous innovation or successful innovation.Therefore,this article attempts to explore the relationship between perceived overqualification,and the special innovation behavior,that is,the creative deviance.Perceived organizational support refers to the employee's perception of the work support,benefits and value recognition given by the organization,and it usually brings positive benefits.Therefore,it can be expected that the perceived organizational support may become one of the factors that affects creative deviance.To sum up,this study attempts to explore the relationship between perceived overqualification and creative deviance,and to explore the mediating role of perceived organizational support from an organizational perspective.This study took 351 employees in Jiangsu,Shanghai,Tianjin and other places as the research object.The questionnaire method was used to investigate the basic situation of employees' perceived overqualification,perceived organizational support,and creative deviance behavior,relationships between them.This study draws the following conclusions:(1)Employees' perceived overqualification are significantly positively correlated with creative deviance behavior.Perceived overqualification have a significant positive predictive effect on creative deviance behavior.(2)Employees' perceived overqualification are significantly positively related to the three dimensions of work support factor,concerned interest factor and value identification factor in perceived organizational support.(3)The three dimensions of work support factor,concerned interest factor and value identification factor in employees' perceived organizational support are significantly positivelycorrelated with deviance behavior,and all three dimensions have significant positive predictive effects on deviance behavior.(4)The three dimensions of employees' perceived overqualification and perceived organizational support,including work support factor,concerned interest factor,and value identification factor,have significant positive predictive effects.(5)The work support factor,concerned interest factor,and value identification factor in employees' perceived organizational support play a part of the mediating role between perceived overqualification and creative deviance behavior.