Research On The Relationship Between Perceived Overqualification,creative Deviance And Innovation Performance

In recent years,due to the imbalance between supply and demand in the labor market,enterprises may have low jobs and high allocation in employment.Moreover,the new generation of employees has high pursuits and expectations for the future,and they will easily have a sense of perceived overqualification in the state of person-job mismatch.Therefore,the phenomenon of excess employee qualifications is widespread in organizations,which has also attracted the attention of many scholars.These employees tend to do some behavior in the organization that violates the organization’s norms.As an important part of human resources in the organization,how to give full play to their ability to improve the innovation and competitiveness of the enterprise is a problem that the organization cannot ignore.In view of this,based on the selfverification theory,this paper explores the relationship between employee perceived overqualification,creative deviance and innovation performance,so as to clarify the influence mechanism and boundary conditions of employee perceived overqualification on innovation performance.This paper mainly uses the questionnaire survey method,and distributes questionnaires online to employees in multiple regions and industries,and a total of 295 valid questionnaires are collected.The sample data is analyzed by means of mathematical analysis tools such as SPSS 25.0 and Mplus7.0.The results show that:(1)The employee perceived overqualification has an inverted U-shaped impact on innovation performance;(2)Creative deviance has a mediating role in the relationship between employee perceived overqualification and innovation performance;(3)Leader-member exchange positively regulates the relationship between employee perceived overqualification and creative deviance.That is,a high-quality leadershipmember exchange relationship strengthens the relationship between the two;When the leadership-member exchange relationship is not of high quality,the relationship between the two will be weakened.This research conclusion not only expands and enriches the current theoretical research results on employee perceived overqualification,but also has certain guidance and reference significance for enterprises to implement efficient human resource management measures.