【摘要】 由于高等教育的普及和全球经济的低迷,劳动力市场的竞争日趋激烈,资质过剩成为一种普遍现象。因此,资质过剩感受到了学者和管理者的广泛关注。然而,以往研究主要将资质过剩感的结果聚焦于工作领域,对员工家庭的影响缺乏关注。基于此,本研究根据资源保存理论,考察资质过剩感对员工家庭的影响机制,并探讨员工核心自我评价的调节作用。本研究以273名员工及其配偶为样本进行统计分析,研究结果表明,资质过剩感通过提高员工工作挫败感与心理困扰,从而诱发工作-家庭冲突,最终导致员工的贬损配偶行为。另外,上述中介效应的强度取决于员工核心自我评价。核心自我评价越高,上述中介效应越弱。本研究丰富和拓展了资质过剩感的结果变量和作用机制的相关文献,也为组织缓解员工资质过剩感的负面效应提供了理论依据和管理启示。更多还原

【Abstract】 Due to the universal higher education and the economic recession, the competition of workforce market is fierce, thus overqualification has become a common phenomenon in organizations. The topic of perceived overqualification has received abundant attention from researchers and managers. Research on perceived overqualification has mainly focused on its outcomes in the work domain, paying little attention to whether it can impact the family domain outside work. In line with conservation of resources theory, our study investigated the mechanisms through which employees’ perceptions of overqualification affect the experiences of their spouses,and explored the moderating role of employees’ core self-evaluations. We analyzed a sample included 273pairs of employees and their spouses and found that perceived overqualification promoted work frustration and psychological distress, and these two mechanisms elicited work-family conflict, which ultimately increased spouse undermining. Furthermore, the strength of the indirect effects depended on employees’ core self-evaluations, such that the indirect effects were weaker when core self-evaluations were high than when core self-evaluations were low.We enrich and extend the literature on the outcomes and mediating mechanisms of perceived overqualification, and provide the theoretical basis and managerial implications for how to alleviate its negative effects.更多还原