摘要
运用印象管理理论,以254名国内企业员工为样本,从资质过剩员工人际关系角度出发,探讨归属需求调节下资质过剩员工职场人际关系结果的内在机制。实证分析结果表明,归属需求显著正向调节资质过剩感与自我推销的关系;自我推销负向影响职场排斥,正向影响职场接纳;归属需求显著调节资质过剩感通过自我推销对职场排斥的负向作用和对职场接纳的正向作用。研究结论拓展了资质过剩感的相关研究,不仅为丰富高归属需求下职场人际关系的研究提供了一个新的视角,也为改善资质过剩员工的职场人际关系提供了重要的理论指导,有助于促进资质过剩员工的职场发展。
This paper uses the impression management theory to investigate the internal mechanisms of workplace interpersonal outcomes of overqualified employees under the regulation of needs to belong from the perspective of interpersonal relationships of overqualified employees,taking 254 enterprise employees in China as samples.The results of the empirical analysis show that the need to belong significantly and positively moderates the relationship between perceived overqualification and self-promotion;self-promotion negatively affects workplace ostracism and positively affects popularity.Moreover,the need to belong moderates the negative effect of perceived overqualification on workplace ostracism and the positive effect on popularity through self-promotion.Specifically,the stronger the need to belong,the stronger the negative effect of perceived overqualification on workplace ostracism through selfpromotion,and the stronger the positive effect of perceived overqualification on popularity through self-promotion.The findings may extend the related research on overqualification,providing not only a new perspective to enrich the study of workplace interpersonal relationships under high attribution needs,but also crucial theoretical guidance for the workplace interpersonal relationships of overqualified employees,which helps promote the workplace development of overqualified employees.
作者
褚福磊
刘昱昕
CHU Fulei;LIU Yuxin
出处
《当代经理人》
2022年第4期3-16,共14页
Contemporary Manager
基金
国家自然科学基金青年科学基金项目“新员工资质过剩感动态演化及作用机制研究:组织社会化视角”(71702115)
首都经济贸易大学北京市属高校基本科研业务费专项资金资助“新经济时代的员工激励与管理”(QNTD202003)
关键词
资质过剩感
归属需求
自我推销
职场排斥
职场接纳
perceived overqualification
need to belong
self-promotion
workplace ostracism
popularity
