资质过剩感、特殊协议待遇与人才组织建言行为  

How Idiosyncratic Deals Moderate the Employee's Perceived Overqualification and Suggestion Behavior

作　　者：徐向龙[1,3] 王韵涵 王颖 潘星宇[1] XU Xianglong;WANG Shihan;WANG Ying;PAN Xingyu

机构地区：[1]华南师范大学经济与管理学院,广州510006 [2]华南师范大学心理学院,广州510631 [3]华南师范大学创业学院,广州510631

出　　处：《华南师范大学学报（社会科学版）》2021年第6期105-120,207,共17页Journal of South China Normal University：Social Science Edition

基　　金：教育部新文科研究与改革实践项目“新文科创新创业协同教育体系构建研究与实践”(2021120036);深圳雅宝房地产开发有限公司委托项目“产教融合协同创新研究”(2017161);广东建准检测有限公司委托项目“组织与人力资源管理诊断咨询”(2020—2021);广州市哲学社会科学发展“十三五”规划一般课题“广州建设粤港澳人才合作示范区研究”(2020GZYB26)。

摘　　要：人才战略是国家战略。分析资质过剩感对个体工作行为的影响过程,研究资质过剩感及其对个体组织建言行为的影响以及特殊协议待遇及其不同维度在其中的调节效应,可为组织制定人才引进战略提供参考。实证分析结果表明,资质过剩感对个体组织建言行为具有正向积极影响,且经验过剩感影响最大;特殊协议待遇对资质过剩感与个体组织建言行为的关系具有显著的正向调节作用,其中,工作挑战性、时间自主性、薪酬激励性的正向调节效应显著,工作地点灵活性调节效应并不显著。The talent recruiting strategy is an important national and organizational strategy.Based on the study of the influence of perceived over-qualification on employees' suggestion behavior,the moderating effect of idiosyncratic deals on perceived over-qualification and employees' suggestion behavior is analyzed,and the way organizations motivate talents to actively contribute unique excess value by customizing idiosyncratic deals is explored.The results of 467 questionnaires show that perceived overqualification positively promotes employees' suggestion behavior,and task challenge,working time autonomy and salary and welfare incentive have a significant positive moderating effect on the relationship between perceived over-qualification and employees' suggestion behavior,but the moderating effect of workplace flexibility on the relationship is not significant.

关 键 词：资质过剩感 组织建言行为 特殊协议待遇 调节效应 

分 类 号：F272.92[经济管理—企业管理]