The Effect Of Perceived Overqualification On Employees’ Tacit Knowledge Sharing

As the domestic employment market is stagnant and the educational level of people is gradually improving,many employees are engaged in jobs with lower requirements than their abilities,and feel overqualified.With the arrival of the knowledge economy era,knowledge resources become more and more important in organizations.In particular,tacit knowledge plays a more valuable role in improving organizational competitiveness due to its unrepeatability and exclusivity.And overqualified employees usually have more tacit knowledge than other employees,whether the excess tacit knowledge can be transformed into organizational results remains to be verified.Based on self-determination theory,relative deprivation theory and equity theory,this paper explores the effect of perceived overqualification on tacit knowledge sharing and the transmission mechanism of work meaningfulness.At the same time,this paper also analyzes the moderating effect of future work self salience and guanxi human resource management practice.The empirical results of using Mplus software on 344 valid sample data collected at two time points show that:(1)perceived overqualification has a significant negative effect on tacit knowledge sharing;(2)work meaningfulness completely mediates the relationship between perceived overqualification and tacit knowledge sharing;(3)future work self salience not only positively moderates the relationship between perceived overqualification and work meaningfulness,but also positively moderates the indirect relationship between perceived overqualification and tacit knowledge sharing through work meaningfulness;(4)the moderating effect of guanxi human resource management practice not only in the direct relationship between perceived overqualification and work meaningfulness needs to consider the nature of enterprises,but also in the indirect relationship between perceived overqualification and tacit knowledge sharing through work meaningfulness needs to consider the nature of enterprises: in state-owned enterprises,guanxi human resource management practice has a negative moderating effect;however,in non-stateowned enterprises,the moderating effect of guanxi human resource management practice does not exist.Based on the perspective of self-determination theory,this paper discusses the impact of perceived overqualification on tacit knowledge sharing,which is an extension and enrichment of current research.The results of the study enlighten managers to attach importance to the problem of employees’ perceived overqualification,and ensure the matching between people and positions,so as to promote employees’ tacit knowledge sharing.In addition,managers should also pay attention to employees’ work meaningfulness,expectations for ideal jobs in the future and ensure the fairness of human resource management practice while improving interpersonal relationship with employee.