"Approach" Or "Avoldance"?Research On The Relationship Between Overquailfication And Job Crafting

There is an imbalance between the high-quality work demand and the social supply in Chinese employment.Many positions have a surplus of qualifications for highly educated people to engage in low-threshold jobs.When employees perceive that their personal education,knowledge and skills exceed the needs of the job,their psychological cognition and work behavior will change.However,the existing research has not sufficiently discussed whether overqualification produces negative or positive outcomes.There are different conclusions about the impact of employees’ proactive behavior,such as job crafting.Job crafting is often seen as a positive work behavior that is beneficial to the enterprises,and enterprises believe that employees with excess qualifications will use the"excess" value to expand the boundaries of work,carry out work innovation,and promote the development of the enterprise in the "involution".But,as a self-directed behavior,the results of job crafting are not always beneficial to the organization,and employees may choose to "lie flat"-shrink work and reduce role behaviors to reduce effort and reduce the sense of unfairness.Why does overqualification lead to a different job redirection,and what are the underlying reasons?These issues are what this article intends to discuss.This paper believes that this phenomenon is due to the difference in psychological cognition brought by the sense of overqualification.Previous academic studies often chose organization-based self-esteem,emotional commitment,work alienation and other negative psychological cognitive concepts brought about by overqualification as mediating variables to explore the relationship between overqualification and job crafting.But overqualification may produce both negative and positive psychological cognition.Can positive mental cognition be used as an intermediary to get different results?In addition,four-dimensional structures were often used to measure job crafting.This measurement regards job crafting as a positive organizational behavior.Even for the item of "decreasing hindering job demands",the goal is to improve work efficiency,while the non-organizational positive crafting behavior is ignored.How is non-organizational beneficial job crafting affected by overqualification?Based on person-job fit theory,self-regulation theory and relative deprivation theory,this paper constructs a mediating model between perceived overqualification and job crafting,innovatively divides job crafting into approach job crafting and avoidance job crafting,and introduces two psychological cognitive variables,role breadth self-efficacy and relative deprivation,as mediators.This paper explores the dual cognitive pathway model of overqualification and job crafting,and takes job security as the moderating variable.By combing the existing literature,the research model is constructed,and the relevant research hypothesis is proposed.The existing mature scale was used to compile questionnaires,and data were collected online and offline for employees of all units.338 valid questionnaires were finally collected.SPSS 22.0 and Amos26.0 were used for data processing to verify relevant hypotheses.The following conclusions are drawn:(1)Perceived overqualification is positively correlated with approach job crafting and avoidance job crafting.(2)Perceived overqualification is positively correlated with role-breadth self-efficacy,and role-breadth self-efficacy is positively correlated with approach job crafting.Role-breadth self-efficacy completely mediates between perceived overqualification and approach job crafting.(3)Perceived overqualification is positively correlated with relative deprivation,and relative deprivation is positively correlated with avoidance job crafting.Relative deprivation partially mediates between perceived overqualification and avoidance job crafting.(4)Job security positively moderates the positive influence of relative deprivation on avoidance job crafting;that is,the higher the degree of job security,the stronger the positive influence of relative deprivation on approach job crafting.Theoretically and practically,this article has a certain significance.Theoretically,this paper divides job crafting into approach job crafting and avoidance job crafting conducting research,which broadens the connotation and measurement methods of job crafting.Secondly,this paper explores the mechanism between overqualification and job crafting from the two paths of positive psychological cognition and negative psychological cognition,introduces positive psychological cognition-role-breadth self-efficacy and negative psychological cognition-relative deprivation,compares and explores the effect of overqualification objectively.Finally,this study uses job security as a moderator,broadening the moderators’ types.From a practical point of view,this paper explores the influence mechanism of overqualification on job crafting,which helps enterprises to understand the internal reasons for the different behaviors of employees with excess qualifications,and helps employees form positive psychological cognition and reduce negative psychological cognition through appropriate incentive means,so as to promote the generation of approach job crafting,inhibit the occurrence of avoidance job crafting,guide employees to actively deal with overqualification,improve employee happiness,and help enterprises improve performance.Secondly,this study will help enterprises adjust their job settings and requirements.Studies have found that too safe,stable jobs are more likely to entrench oneself in a position and do no useful work.This reminds enterprises to appropriately increase employees’ sense of crisis and urgency,and reduce the sense of work security to a certain extent to avoid the emergence of avoidance job crafting.