The Research On The Effect Of Perceived Overqualification On Employees' Innovative Behavior

The perceived overqualification means the employee think that his knowledge,skills,experience,etc.exceed the actual work needs.Along with the increasingly obvious phenomenon of overqualification in the organization,how to manage these employees to make full use of their own advantages to create more value for the organization is an urgent issue for the organization.As a form of underemployment,in the past,research on overqualifications paid more attention to its negative impact on work attitude and job withdrawal.It believed that perceived overqualification would lead to job withdrawal and job dissatisfaction.In recent years,scholars have begun to shift the research to the influence of perceived overqualification on behaviors such as job creation and work modeling,and believe that under certain circumstances,the perceived overqualification may also affect the positive behavior of employees.Through the study of relevant literature,this paper uses the questionnaire to study the influence of the perceived overqualification on the employee's innovation behavior,joins the job autonomy and distributed leadership as boundary conditions to explores the adjustment effect.This article contains six parts:the first part is the introduction of the paper,this part mainly introduces the research reality and theoretical background.By analyzing the literature,the shortcomings of the existing research are put forward.the theoretical and practical significance of solving this problem and the innovation of this research are introduced.The second module is the literature review.This part mainly introduces the definition of each variable definition related to the model,as well as the variable dimension division and measurement.The third part introduces the Hypotheses of the model.,explains the relationship between the perceived overqualification and employee innovation behavior based on the human-organization matching theory,and explains the work autonomy and the regulatory effect of distributed leadership based on the human-organization matching theory and social exchange theory.This paper not only verifies the relationship between employee perceived overqualification and its innovative behavior through empirical evidence,but also introduces the adjustment variables to study what conditions will alleviate the negative effect caused by the perception of excess qualification;the fourth part is research design,This part mainly introduces the notion of perceived overqualification,job autonomy,employee's Innovative and distributed leadership,The selection of these four variables' scales and the form of questionnaire is introduced.;The fifth part is the data analysis of this study.The statistical analysis of the survey data is carried out using AMOS22 and SPASS25,and the research hypotheses are verified.The sixth part is the discussion of the conclusion of the study,explaining in detail the conclusions,limitations,management implications and future research directions of this paper.The following sections are the results of the study:(1)The perceived overqualification negatively affects the employee's innovative behavior,that is,the stronger the employee's overqualified perception is,the less his own innovation behavior will be.(2)In the context of high job autonomy,the negative effect of the perceived overqualification on employee innovation behavior will be weakened,that is to say,if employees have higher job autonomy,the negative impact of the perceived overqualification on employee innovation behavior will be decrease.(3)Distributed leadership negatively adjusts the relationship between the two variables.That is,if distributed leadership is implemented in the company,it will reduce the negative impact of the perceived overqualification on employee innovation behavior.The main innovations of this paper are as follows:(1)In the past,the research conclusions on the perceived overqualification and employee innovation behavior are inconsistent.Through empirical research,this study clarify the negative relationship between the perceived overqualification and employees' innovative behavior.(2)Verification of the negative adjustment effect of job autonomy between the perceived overqualification and employee innovation behavior.(3)The adjustment role of distributed leadership is discussed,which enriches the study of boundary conditions between the perceived overqualification and employee's innovative behavior.