资质过剩感对个体绩效的作用效果及机制:基于情绪−认知加工系统与文化情境的元分析  

The relationship between perceived overqualification and individual performance and mediating mechanisms:A meta-analytic review and examination of emotional and cognitive processing systems and cultural contexts

作　　者：杨伟文 李超平[1] YANG Weiwen;LI Chaoping(Institute of Organization and Human Resources,School of Public Administration and Policy,Renmin University of China,Beijing 100872,China;Fujian Light and Textile Industrial(Holdings)CO.,LTD,Fuzhou 350001,China)

机构地区：[1]中国人民大学公共管理学院组织与人力资源研究所,北京100872 [2]福建省轻纺(控股)有限责任公司,福州350001

出　　处：《心理学报》2021年第5期527-554,共28页Acta Psychologica Sinica

基　　金：国家自然科学基金项目(71772171)资助。

摘　　要：近年来,资质过剩作为一种特殊的个人−环境不匹配现象,引发了较多学者的关注,但相关研究结论尚有争议。对包含383项独立研究、945个效应值及575061个研究样本的321篇文献开展元分析:(1)直接效应检验表明,资质过剩感与消极情绪(愤怒、无聊)显著正相关,与积极自我概念(自尊、自我效能感)的相关性不显著;在个体绩效方面,资质过剩感与消极角色外行为(反生产行为、离职)显著正相关,与积极角色外行为(创新、组织公民行为等)和任务绩效的相关性不显著。(2)结构方程模型元分析表明,资质过剩感能够通过增强消极情绪,进而增加消极角色外行为、减少积极角色外行为和任务绩效;能够通过增强积极自我概念,进而增加积极角色外行为和任务绩效、减少消极角色外行为;(3)集体主义文化倾向在资质过剩感通过情绪−认知加工系统影响个体绩效的过程中发挥调节作用,在高集体主义文化情境中,资质过剩感对消极情绪的负向影响较弱,且能对积极自我概念产生正向影响;在低集体主义文化情境中,资质过剩感对消极情绪的负向影响较强,且能对积极自我概念产生负向影响。(4)资质过剩感与个人−工作匹配相关性较强,与个人−组织匹配相关性较弱;与二者相比,资质过剩感对压力感、离职的预测效果最强。研究结果有助于理解资质过剩感对个体绩效的复杂作用机制和边界条件,并为组织如何管理资质过剩员工提供参考。With increasingly fierce competition in the labor market,a growing number of employees have to work on jobs for which they may perceive themselves overqualified.Such employees usually possess capabilities that enable them to perform their job tasks without much difficulties,while the perceptions of overqualification,or perceived overqualification(POQ),may play a complex role in shaping their attitudes and behaviors.Thus,the issue of overqualification has drawn a great deal of attention in the field of human resources management and organizational behavior.However,there are many unsolved theoretical issues.We aim to understand the influence of POQ on individual performance,and the affective and cognitive mediating mechanisms.In doing so,we investigated a set of potential mediators based on competing theories including self-regulation theory,equity theory,relative deprivation theory,person-environment fit theory and role theory.We meta-analyzed both English and Chinese primary studies on this topic.Studies were identified with key words including“Overqualification”,“Overqualified”,“Underemployment”,etc.,in English datasets including APA PsycINFO,ProQuest(Dissertation),Emerald,JSTOR,Web of Science,and Chinese databases of CNKI and CSSCI from the first available date until September,2020.Selection criteria included:(1)studies must contain POQ as a variable,(2)correlations and sample sizes were reported in the study,(3)only one study with the most complete number of variables will be analyzed if the same sample was used in different studies,and(4)the published data shall be superior to the unpublished dissertation.We finally analyzed 945 effect sizes from 383 independent samples(N=575,061)in 321 articles.Our research contained three steps.In the first step,we estimated the main effects of POQ on variables including negative emotions(i.e.job boredom and anger),self-concepts(i.e.self-esteem and self-efficacy),negative behaviors(i.e.turnover,counterproductive work behavior(CWB),positive extra-role behaviors(i

关 键 词：资质过剩感 消极情绪 积极自我概念 个人−组织匹配 个人−工作匹配 角色外行为 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]