The Influence Of Human Resource Practitioners’ Perceived Overqualification On Their Emotional Labor:the Serial Mediating Roles Of Perceived Organizational Support And Perceived Insider Status

In today’s workplace,employees’ emotional labor is often ignored by enterprises easily.As one of the hotspots in the field of psychology and organizational behavior,emotional labor opens up a new perspective for the study of employees’ work behavior.The willingness and effect of employees’ emotional labor are not only related to personal work performance,but also related to the interests of enterprises.Therefore,paying attention to employees’ emotional feelings and inner needs and analyzing the internal motivation of emotional labor has important theoretical significance and practical value.This study takes human resource practitioners as the research object,relying on resource conservation theory,organizational support theory and role identity theory,to explore the impact mechanism of their perceived overqualification on emotional labor(surface acting and deep acting),and introduces perceived organizational support and perceived insider status,and then puts forward the research hypothesis and research model.This study conducted a questionnaire survey on 510 human resources practitioners from all over the country,using SPSS24.0 and Mplus8 for data analysis and hypothesis verification.The results show that:(1)There are significant differences in age,working time and position of human resources practitioners in their perceived overqualification,perceived organizational support,perceived insider status and emotional labor(surface acting and deep acting);(2)Perceived overqualification,perceived organizational support and perceived insider status of human resource practitioners can significantly predict their emotional labor(surface acting and deep acting);(3)Perceived overqualification of human resource practitioners has a significant negative predictive effect on perceived organizational support and perceived insider status;(4)Perceived organizational support of human resource practitioners has a significant positive effect on perceived insider status;(5)Perceived organizational support of human resources practitioners plays an intermediary role in the impact of perceived overqualification on emotional labor(surface acting and deep acting);(6)Perceived insider status of human resources practitioners plays an intermediary role in the impact of perceived overqualification on emotional labor(surface acting and deep acting);(7)Perceived organizational support and perceived insider status of human resources practitioners play serial mediating roles in the impact of perceived overqualificationon on emotional labor(surface acting and deep acting).