【摘要】 组织为了提升创造力，不断吸纳高资质员工从而产生了组织内的资质过剩现象，但是员工的资质过剩感与其创造力之间的关系尚无定论。存在争议的原因可能在于员工的资质过剩感存在不同层次。团队资质过剩感反映了团队成员普遍感到资质过剩，高资质的团队能够产出诸多积极结果，但能否带来创造力的提升，现有研究尚未回答；个体相对资质过剩感则反映了个体的资质过剩感高于团队其他成员，但是这种相对资质过剩感的后效尚不明晰。以不同层次跨界行为作为研究视角切入，基于相对剥夺理论和资源保存理论，探索团队和个体相对资质过剩感通过不同层次跨界行为影响创造力的多层作用路径，以及团队精熟动机氛围的调节作用。利用72个团队和327名成员的嵌套数据，借助MSEM和Monte Carlo Bootstrap验证假设，结果表明：团队资质过剩感正向影响团队创造力，领导和团队跨界行为在团队资质过剩感与团队创造力的关系间起正向中介作用，团队精熟动机氛围正向调节团队资质过剩感与领导、团队跨界行为之间的正向关系并进一步正向调节领导、团队跨界行为在团队资质过剩感与团队创造力关系间的正向中介作用；个体相对资质过剩感负向影响个体创造力，个体跨界行为在个体相对资质过剩感与个体创造力的关系间起负向中介作用，团队精熟动机氛围负向调节个体相对资质过剩感与个体跨界行为之间的负向关系并进一步负向调节个体跨界行为在个体相对资质过剩感与个体创造力关系间的负向中介作用。此外，模糊集定性分析（fsQCA）的结果再次验证上述观点。更多还原

【Abstract】 In the era of innovation driven high-quality development, motivating employees’ creativity is the key to acquire sustainable success of organizations. Knowledge and skills possessed by individuals are the important component of creativity. Therefore, to enhance creativity in organizations, many organizations recruit high-qualified employees resulting in a phenomenon of overqualification within organizations. However, the relationship between employees’ perceptions of overqualification and their creativity remains controversial. Recent researches pointed out that distinguishing one construct into team level and individual relative level makes contributions to clarify the existing disputes about this construct. In fact,the formation of creativity requires resources especially heterogeneous resources, and employees with high qualification have more resource. The problem is whether they are will to use the redundant resources for acquisition resources related to creativity. Boundary spanning activity helps to obtain heterogeneous resources and thus achieve resource proliferation. Besides, whether teams or individuals, the climate within team will change their perception of overqualification. Hereby, the research propose a multi-level mechanism analysis framework between overqualification and creativity from the perspective of different levels of boundary spanning behavior based on the conservation of resource theory and relative deprivation theory, and integrate team mastery motivational climate as boundary condition to examine its moderation effects.To test hypotheses, the research collected 399 valid dyad questionnaires of 72 leaders and 327 followers from 17 enterprises which engage in innovation acitivities such as R&D, design, and marketing in Anhui and Jiangsu province, and used SPSS, Mplus, R and fsQCA to analyze the data. First, the research conducted the discriminate validity test and common method variance test through a series of confirmatory factor analyses. Second, the research adopted multi-level structural equation modeling(MSEM) to test multi-level hypotheses. Third, the research utilized Monte Carlo Bootstrapping methods to examine the indirect effect hypotheses. Finally, the research proceed fuzzy-set qualitative comparative analysis(fsQCA)to verify the causality of variables.The results suggested that: team perceived overqualification has a significant positive direct influence on team creativity,while individual perceived relative overqualification has a significant negative direct influence on individual creativity;both leader boundary spanning behavior and team boundary spanning behavior play a positive mediation role between team perceived overqualification and team creativity, and individual boundary spanning behavior plays a negative mediation role between individual perceived relative overqualification and their creativity; team mastery motivational climate positively moderates the positive relationship between team perceived overqualification and leader/team boundary spanning behaviors and further positively moderates the positive mediating role of leader/team boundary spanning behaviors in the relationship between team perceived overqualification and team creativity, and negatively moderates the negative relationship between individual perceived relative overqualification and individual boundary spanning behavior and further negatively moderates the negative mediating role of individual boundary spanning behavior in the relationship between individual relative perceived overqualification and individual creativity. Besides, the conclusion of fsQCA also confirmed the above viewpoints.This research makes several important theoretical contributions. Firstly, this study distinguishs the hierarchical overqualification and clarify the existing controversies in the relationship between perceived overqualification and creativity.Secondly, this study reveals the multi-level mediation mechanism from the perspective of boundary spanning behavior,broadens research perspective in existing literature, and provides as new integration analysis framework. Thirdly, this study extends the understanding of existing literature about the contingency relationship between hierarchical overqualification and creativity, which accumulates the boundary conditions in relationship between the two above. Finally, by applying fsQCA, this study enhances the scientific of model examination, which improve the application of multiple research methods in the field of human resource management and organizational behavior. Beyond these theoretical contributions, this study also provides valuable practical implications to help organization to fully understand the effect of perceived overqualification.To enhance creativity, organizations recruit overqualified employees is desirable under special circumstances. Organization should place overqualified employees into one team and avoid large differences in their qualifications. It is effective strategy to encourage employees who perceived overqualifion to participate in boundary spanning activities, and so as to enhance their creativity. In addition, organizations should construct team mastery motivational climate through providing developmental opportunities, training courses, increasing the proportion of ability salary to maximize the beneficial effects of team perceived overqualification while minimize the adverse effects of individual perceived relative overqualification on creativity.更多还原