Research On The Impact Of Perceived Overqualification On Employee Work-Family Conflict

In recent years,with the popularization of higher education and the complex and volatile economic environment,overqualification has become a global phenomenon.The resulting problems of insufficient employment and talent surplus have attracted more and more attention and discussion from organizational managers and scholars.Reviewing previous studies,scholars have mostly focused on exploring the impact of perceived overqualification on employees and organizations,while empirical research is insufficient on whether and how it affects the external environment of the organization,especially on employee families.At the same time,influenced by traditional Chinese culture,employees in Chinese society tend to put family interests first,and they are more concerned about the impact of work on their families.Their work-family boundaries are also relatively vague,and the results within the workplace often have a profound impact on their own family places.Based on this,in order to further clarify the impact mechanism of perceived overqualification on employees’ families,this study,based on conservation of resources theory and spillover theory,explores the mechanism of the interaction between perceived overqualification and work-family conflict through the mediating variable of job anxiety,introducing two boundary variables,namely work centrality and work-home segmentation preference,to construct a moderated mediating model.This study selected a mature scale to collect data,and used SPSS22.0 and Mplus8.2 statistical analysis software to analyze 308 sample data.The hypothesis was validated,and the following conclusions were reached:(1)The perceived overqualification is positively correlated with work-family conflict(2)Job anxiety plays a mediating role between perceived overqualification and work-family conflict.(3)Work centrality plays a positive regulatory role between perceived overqualification and job anxiety.The higher the work centrality,the stronger the relationship between the two.(4)Work-home segmentation preference plays a negative regulatory role between job anxiety and work-family conflict.The higher the work-family segmentation preference,the weaker the relationship between the two.(5)Work centrality regulates the mediating effect of job anxiety between perceived overqualification and work-family conflict.The higher the work centrality,the stronger the mediating effect of job anxiety.(6)Work-home segmentation preference regulates the mediating effect of job anxiety between perceived overqualification and work-family conflict.The higher the work-home segmentation preference,the weaker the mediating effect of job anxiety.This study from the perspective of conservation of resources theory and spillover theory,explores the impact mechanism of perceived overqualification on work-family conflict,and expands the boundary conditions of this impact mechanism.It not only enriches the research results of perceived overqualification,but also puts forward feasible suggestions that can help organizations solve the phenomenon of employee overqualification,It has certain theoretical and practical significance for employees and organizations to correctly understand the relationship between perceived overqualification and work family conflict.