| The phenomenon of perceived overqualification is usual in enterprise organizations.The reasons are as follows:First,when selecting and hiring people,the company pursues high qualification while ignoring the negative impact of overqualifications;Secondly,it’s fierce about the competition of the talent market;Third,the organization ignores changes in employee knowledge,skills,and experience.Some seeks are unclear about their careers or have to act as “low post” for some reasons.When individuals are aware of the existence of such overqualifications,they will have high perceived overqualifications,and a large number of studies show that high perceived overqualifications will bring risk to enterprises.Turnover intentions is a negative behavior in organization and will bring significant losses to the company.To this end,it is of great significance to discuss the relationship between perceived overqualification and employee turnover intention.Reviewing the previous literatures,the current research on perceived overqualifications is mainly in the western context,and there is still a lack of the relationship of perceived qualification and turnover intention,and their internal mechanism in the Chinese context.For these,drawing on person-job fit theory and relative deprivation theory,this study attempts to explore the relationship betwwen perceived ovequalification and employee’ turnover intentions and the path that work engagement as as an intermediate bridge.More,based on self-regulating social cognition theory,trying to introduce internactional justice as a moderator variables to explore the association between perceived overqualification and employee’ turnover intentions or work engagement.Date were collected from 353 employees of the different industries,such as intelligent manufacturing,real estate services,Internet and so on.And we analyze the data using the statistical software of Spss21.0(Process program),Amos3.0 and Excel.The study found that:(1)perceived overqualification have a significant positive impact on employee’ turnover intentions;(2)perceivde overqualifacaton have a significant negative impact on employee’ work engagement;(3)There is a mediation effect of work engagement in the action mechanism of perceived overqualification and employee’ turnover intentions;(4)interactional justice moderates the relationship between perceived overqualification and work engagement.Results verify the direct effect of perceived overqualification and employee’ turnover intentions,and mediating role of work engagement,explains the contingency effect of the contextual variable of interactional justice on the influence of perceived overqualification on employee’ work engagement.In sum,this finding has riched the theoretical research of perceived overqualification,and offered the managerial implications. |
