资历过高感知:回顾与展望  

Perceived Overqualification： A Review of Literature and Future Research Directions

作　　者：黄勇[1] 彭纪生[2] 

机构地区：[1]西北师范大学商学院 [2]南京大学商学院

出　　处：《南大商学评论》2016年第3期120-139,共20页Nanjing Business Review

基　　金：国家自然科学基金项目“企业国际化能力跃迁机制与路径:基于知识导向与制度距离视角的研究”(编号:71272097);国家自然科学基金地区基金项目“西部民族地区企业包容性氛围营造及其对员工绩效的影响机制研究——以甘肃省临夏回族自治州为例”(编号:71662027);教育部人文社会科学研究西部和边疆地区青年基金项目“西部民族地区企业人力资源管理实践、民族多样性氛围与员工绩效——以甘肃省民族地区为例”(编号:15XJC630002)的资助

摘　　要：资历过高逐渐成为一种普遍的员工就业情形,得到了研究者与实践者的关注。本研究基于相关文献,系统回顾了组织管理研究中资历过高感知的内涵、测量、形成原因、产生结果、影响机制以及重要调节变量,阐述了主要的理论视角,并提出了资历过高感知前因和结果研究的理论模型,在此基础上,分析了资历过高感知未来在测量、前因与结果研究、多层次分析和组织干预措施等方面的研究内容。研究结果深化了对已有研究成果进行整合性分析,并为实证研究提供了理论参考。Overqualifiation is becoming a form of prevalent employment situation, which has also been paid more and more attention by researchers and practitioners alike. This article firstly systematically reviews the definition, measurement, main antecedents and consequences of perceived overqualification, influencing mechanisms, and important moderators in organization and management research domain. Also, this article explicitly examined the main theoretical perspectives, and then presented a theoretical model incorporating the antecedents and outcomes of perceived overqualification. Based on the findings, this article suggests that future researches should better investigate the measurement, antecedents and outcomes of perceived overqualification, and conduct multi-level analyses, as well as explore the organizational intervention strategies. The findings could deepen the integrative analysis of extant research and have theoretical implications for future empirical research.

关 键 词：资历过高感知 前因 结果 影响机制 调节变量 

分 类 号：F272.92[经济管理—企业管理]