【作者】 颜爱民； 孙毅聪； 张颖慧； 齐丽雅；

【Author】 Aimin Yan;Yicong Sun;Yinghui Zhang;Liya Qi;Business School,Central South University;

【机构】 中南大学商学院；

【摘要】 新员工的社会化意味着从"圈外人"向"圈内人"的转变,实现与组织的融合,但资质过剩感知意味着员工难以发挥其资质,不能从工作中获得成就感,产生情绪上的波动,对社会化产生负面影响。本研究基于矛盾放大理论,提出资质过剩感知作为一种能力感知上的失调,会放大个体认知和情感上的反应,造成情绪矛盾,从而对职场行为产生间接的影响。即资质过剩感知放大了新员工产生情绪矛盾,情绪矛盾进一步影响了新员工社会化进程,真实型领导可以降低员工的矛盾感,弱化这一负向中介机制,缓解资质过剩感知对社会化的不良影响。本研究收集了173名新员工和主管领导的配对数据,员工分别在第一时点填写资质过剩感知量表,在第二时点填写情绪矛盾量表和真实型领导量表,领导在第三时点填写新员工的社会化评价量表。通过建立多层线性回归模型,得到如下结论:(1)资质感知过剩负向影响新员工的社会化;(2)资质感知过剩正向影响员工的情绪矛盾,情绪矛盾负向影响新员工的社会化,情绪矛盾在资质感知过剩对社会化的影响中发挥中介作用;(3)真实型领导负向调节了资质过剩感知和情绪矛盾之间的关系;(4)真实型领导负向调节了资质过剩感知通过情绪矛盾对社会化的间接中介关系。研究结果有助于了解资质感知过剩的新员工和社会化关系的情绪机制,也有助于了解真实型领导的调节作用,对于新员工更好的适应组织有一定的实践意义。更多还原

【Abstract】 The socialization of new employees means the transition from "outsiders" to "insiders" and the integration with the organization,but the perceived overqualification means that employees have difficulty in utilizing their qualifications,fail to gain a sense of accomplishment from their work and experience emotional fluctuations,which negatively influences socialization.Based on ambivalence amplification theory,this study proposes that perceived overqualification,as a kind of dysfunction in the perception of competence,will amplify the cognitive and emotional reactions of individuals and cause emotional ambivalence,thus indirectly influencing workplace behaviors.That is,the perceived overqualification amplifies the newcomer’s emotional ambivalence,which further influences the socialization process of newcomers.Authentic leadership can reduce employees’ sense of ambivalence,weaken this negative intermediary mechanism,and alleviate the adverse effects of the perception of overqualification on socialization.In this study,we collected paired data from 173 new employees and supervisory leaders.Employees filled out the Perceived Overqualification Scale at the first time point,the Emotional Ambivalence Scale and the Authentic Leadership Scale at the second time point,and the leaders filled out the Newcomer’s Socialization Scale at the third time point,respectively.By establishing a hierarchical linear regression,the following conclusions were obtained:(1) perceived overqualification negatively affects the socialization of new employees;(2) perceived overqualification positively affects employees’ emotional ambivalence,and emotional ambivalence negatively affects the socialization of new employees,and emotional ambivalence plays a mediating role in the influence of perceived excess qualification on socialization;(3)authentic leadership negatively moderates the relationship between perceived overqualification and emotional ambivalence;(4) authentic leadership negatively moderated the indirect mediation of perceived overqualification on socialization through emotional ambivalence.The results of this study help to understand the emotional mechanisms of the relationship between perceived overqualification and socialization and also help to understand the moderating role of authentic leadership,which is of practical significance for new employees to better adapt to the organization.更多还原