A Dual-process Study On The Influence Of Overqualification On The Work Behavior Of New Generation Employees: The Moderating Role Of Organizational Career Managemen

With the continuous increase of educational resources input in China,talent work has achieved a historic breakthrough and achieved landmark achievements.On the one hand,Chinese talent team is growing rapidly,the number of graduates is increasing every year,the new generation of employees are increasingly becoming the main force for the survival and development of enterprises;On the other hand,there is no corresponding increase in the number of talent positions in the society.As the competition for employment becomes increasingly fierce,graduates have to find jobs lower than their own education level,educational background and ability,leading to the phenomenon of overqualification.A large number of research data show that overqualification will have an important impact on the work behavior of employees.Therefore,how to utilize the potential and qualification of the new generation of employees,so that they can give full play to their abilities and talents in the appropriate position,so as to promote their growth and development,and make greater contributions to the company and the organization has been the focus of attention of the organization and the company.However,previous studies only discussed and verified the influence of overqualification on employees’ work behavior from a single aspect,and did not give a more comprehensive consideration to the influence mechanism of overqualification.Based on the Relative Deprivation Theory and Person Job Fit Theory,the new generation of employees are taken as the research object in this study,and from the individual perspective to explore the influence of the new generation of employees’ perceived overqualification on their work deviant behavior and job crafting behavior in the workplace,and the role of psychological entitlement and role breadth selfefficacy;From the perspective of organization,this paper explores the boundary role of organizational career management in the influence mechanism of perceived overqualification.By inviting 214 new generation employees to take part in our study,we used perceived overqualification scale,psychological entitlement scale,role breadth self-efficacy scale,work deviant behavior scale,job crafting scale as well as the organizational career management scale.The interval of the twice times was 3months.It should be noted that perceived overqualification and organization career management was only measured in the Time 1,and work deviant behavior and job crafting was only measured in the Time 2,psychological entitlement and role breadth self-efficacy were measured in both Time 1 and Time 2.With using SPSS 22.0 and Mplus7.0 software to test our hypothesis,we verify the the difference test of demographic variables,correlation analysis between research variables,linear regression and the establishment of structural equation model.The results of our study were as follows:(1)Perceived overqualification(T1)was positively correlated with psychological entitlement(T1&T2),role breadth selfefficacy(T1&T2),work deviant behavior(T2)and job crafting(T2)significantly;psychological entitlement(T1&T2)had a positive relationship with work deviant behavior(T2);role breadth self-efficacy(T1&T2)was also positively related to job crafting(T2)significantly;at last organization career management was positively related to perceived overqualification(T1)psychological entitlement(T1&T2),role breadth self-efficacy(T1&T2),work deviant behavior(T2)and job crafting(T2);(2)Perceived overqualification can positively predict work deviant behavior and job crafting of new generation employees;(3)Psychological entitlement played a mediating role in the relationship between perceived overqualification and work deviant behavior;Role breadth self-efficacy mediated the relationship between overqualification and job crafting respectively;(4)Organizational career management played a positive moderating role between perceived overqualification and work deviant behavior,that is to say organizational career management can enhance the positive effect of perceived overqualification on work deviant behavior of the new generation of employees.In conclusion,the results of this study indicate that perceived overqualification can aggravate the work deviant behavior of the new generation of employees by improving their psychological entitlement,and at the same time,it can also improve role breadth self-efficacy and stimulate the job crafting of the new generation of employees.Organizational career management will intensify the influence of perceived overqualification on work deviant behavior.This study explores the double effect of perceived overqualification on the behavior of the new generation of employees in the workplace,enriching researchers’ research on the negative and positive effects of perceived overqualification,and providing enlightenment for the managers of organizations and enterprises to effectively select and manage the new generation of employees with the sense of overqualification.