Research On The Impact Of Perceived Overqualification Of The New Generation Employees On Voice Behavior

Due to the influence of many factors,such as the improvement of China's overall education level,the strengthening of talent mobility and the imbalance between supply and demand in the talent market,more and more workers are difficult to find a job matching their qualifications.In the fierce competition in the talent market,in order to improve the market competitiveness,some enterprises constantly improve the threshold,and compete to recruit high-skilled or high-educated workers,resulting in a large number of “overqualified” employees in organizational management.And overqualification is common among younger groups.In addition,with the rise of positive organizational behavior,many scholars began to pay attention to employee voice behavior,which plays a very important role in promoting organizational innovation and development.In retrospect of previous studies,the relationship between the perceived overqualification and the positive behaviors such as employee voice behavior has not yet reached a consensus.And most of the research is based on the universality of all employees,don't focus on the special group of new generation employees.Compared with traditional employees,the new generation employees pay more attention to the realization of self-worth,and the demands for work are more diversified.Whether the new generation of overqualified employees will take advantage of their outstanding abilities to offer advice to the organization,still need to be further explored.Based on this,this thesis takes the new generation employees as the research object,and on the basis of relative deprivation theory,introduces individual relative deprivation to further explore the intrinsic mechanism of the influence of perceived overqualification on voice behavior.At the same time,it also introduces the situational factors(perceived promotion fairness)and the individual characteristics(growth need strength)to explore their moderation role in the relationship between perceived overqualification and voice behavior.In this study,319 sample were collected from the new generation employees in enterprises,and the sample data were analyzed by the hierarchical regression and the bootstrapping method.The main conclusion as follows:(1)Perceived overqualification and its dimensions are negatively related to voice behavior and its dimensions;(2)Perceived overqualification and its dimensions are positively related to Individual relative deprivation;(3)Individual relative deprivation is negatively related to voice behavior and its dimensions;(4)Individual relative deprivation mediate the relationship between perceived overqualification and its dimensions and voice behavior and its dimensions;(5)Perceived promotion fairness moderate the relationships between perceived overqualification,the mismatch dimension and individual relative deprivation.But,perceived promotion fairness is not significant in the relationship between the no-growth dimension and individual relative deprivation.In addition,perceived promotion fairness negatively regulates the mediated effect of individual relative deprivation between perceived overqualification,the mismatch dimension and voice behavior;(6)Growth need strength moderate the relationships between perceived overqualification and its dimensions and individual relative deprivation.In addition,it positively regulates the mediated effect of individual relative deprivation between perceived overqualification and its dimensions and voice behavior and its dimensions.The innovation of this research is to explore the problem of overqualification of the new generation employees in the Chinese context,and further reveal the intrinsic mechanism of the influence of the perceived overqualification on employees' voice behavior.In addition,this thesis explored the moderation role of perceived promotion fairness and growth need strength,which further enriches the research on boundary conditions of overqualification.