员工资质过剩感与越轨创新——基于悖论视角的链式中介关系研究  

The Perceived Employee Over-qualification and Deviance Innovation——Research on Chain Intermediary Relationship Based on Paradox Mindset

作　　者：王朝晖[1] WANG Zhao-hui(Business School,Hunan First Normal University,Changsha 410205,China)

机构地区：[1]湖南第一师范学院商学院

出　　处：《经济经纬》2019年第5期128-134,共7页Economic Survey

基　　金：国家社会科学基金项目(17BGL110)

摘　　要：传统的研究多关注资质过剩感的积极面和阴暗面。然而,在现实情境中员工也可能表现出亦正亦邪的越轨创新行为。基于悖论理论,构建了资质过剩感与员工越轨创新关系的理论模型,揭示员工的冲突体验和悖论思维所起的不同中介效应。基于287份员工实证调研数据的分析表明,资质过剩感会提高员工在工作场所的冲突体验,而冲突体验进一步提升个体的悖论思维;员工的悖论思维促进越轨创新行为;冲突体验和悖论思维在资质过剩感与越轨创新之间发挥了链式中介作用。研究结论有助于员工正确应对因资质过剩而产生的情绪矛盾或认知矛盾,提升悖论思维来发挥个体的创新潜力。Traditional research pays more attention to the positive and dark side of perceived overqualification. However, in real-life situations, employees may also exhibit deviant and innovative behaviors that are both positive and negative. Based on paradox theory, a theoretical model of the relationship between perceived overqualification and employees' deviant innovation is constructed to reveal the different mediating effects of employee's conflict experience and paradox mindset. Based on the survey data of 287 employees, the analysis results show that perceived overqualification of employees increase tension experiences, which results in a stronger paradox mindset that in turn, promotes employees’ deviance innovation. The experience of tensions and paradox mindset play the chain mediator role between perceived overqualification and deviance innovation. The research conclusions help employees to correctly deal with emotional contradictions or cognitive contradictions caused by overqualification, and to enhance paradox mindset so as to exert individual innovation potential.

关 键 词：资质过剩感 冲突体验 悖论思维 越轨创新 

分 类 号：F752[经济管理—国际贸易]