• Overview of Chinese core journals
  • Chinese Science Citation Database(CSCD)
  • Chinese Scientific and Technological Paper and Citation Database (CSTPCD)
  • China National Knowledge Infrastructure(CNKI)
  • Chinese Science Abstracts Database(CSAD)
  • JST China
  • SCOPUS
Advanced Search
XU Xianglong, WANG Shihan, WANG Ying, . How Idiosyncratic Deals Moderate the Employee's Perceived Overqualification and Suggestion Behavior[J]. Journal of South China normal University (Social Science Edition), 2021, (6): 105-120.
Citation: XU Xianglong, WANG Shihan, WANG Ying, . How Idiosyncratic Deals Moderate the Employee's Perceived Overqualification and Suggestion Behavior[J]. Journal of South China normal University (Social Science Edition), 2021, (6): 105-120.
shu

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

More Information
  • Received Date: June 12, 2021
  • Available Online: January 05, 2022
    Graphical Abstract
    • Abstract
  • 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.
    • FullText(HTML)
    • References (21)
  • [1]
    习近平在中央人才工作会议上强调深入实施新时代人才强国战略加快建设世界重要人才中心和创新高地[N]. 人民日报, 2021-09-29(01).
    [2]
    FINE S, NEVO B. Too smart for their own good? A study of perceived cognitive over-qualification in the workforce[J]. International journal of human resource management, 2008, 19(2): 346-355. doi: 10.1080/09585190701799937
    [3]
    LUKSYTE A, SPITZMUELLER C. When are overqualified employees creative? It depends on contextual factors[J]. Journal of organizational behavior, 2016, 37(5): 635-653. doi: 10.1002/job.2054
    [4]
    FRONE M R, RUSSELL M, COOPER M L. Antecedents and outcomes of work-family conflict: testing a model of the work-family interface[J]. Journal of applied psychology, 1992, 77(3): 65-78. http://www.researchgate.net/profile/Michael_Frone/publication/21599770_Antecedents_and_Outcomes_of_Work-Family_Conflict_Testing_a_Model_of_Work-Family_Interface/links/0046352a794db4eeb1000000.pdf
    [5]
    ROUSSEAU D M, KIM T G. When workers bargain for themselves: idiosyncratic deals and the nature of the employment relationship[C]. Paper presented at the British Academy of Management Conference, Belfast, 2006, 24(5): 36-37.
    [6]
    NG T W H, FELDMAN D C. How broadly does education contribute to job performance?[J]. Personnel psychology, 2009, 62(1): 89-134. doi: 10.1111/j.1744-6570.2008.01130.x
    [7]
    FELDMAN D C, LEANA C R, BOLINO M C. Underemployment and relative deprivation among re-employed executives[J]. Journal of occupational and organizational psychology, 2002, 75(4): 453-471. doi: 10.1348/096317902321119682
    [8]
    LIN B, LAW K, ZHOU J. Why is underemployment related to creativity and OCB? A task crafting explanation of the curvilinear moderated relations[J]. Academy of management journal, 2017, 60(1): 156-177. doi: 10.5465/amj.2014.0470
    [9]
    MAYNARD D C, PARFYONOVA N M. Perceived over-qualification and withdrawal behaviors: examining the roles of job attitudes and work values[J]. Journal of occupational & organizational psychology, 2013, 86(3): 435-455. http://www.onacademic.com/detail/journal_1000037064971610_ccc5.html
    [10]
    JOHNSON G J, JOHNSON W R. Perceived over-qualification, positive and negative affectivity, and satisfaction with work[J]. Journal of social behavior & personality, 2000, 15(2): 167-184. http://psycnet.apa.org/record/2001-06629-002
    [11]
    FINE S, NEVO B. Overqualified job applicants: we still need predictive models[J]. Industrial & organizational psychology, 2011, 4(2): 240-242. http://ideas.repec.org/a/cup/inorps/v4y2011i02p240-242_00.html
    [12]
    JOHNSON G J, JOHNSON W R. Perceived over-qualification and dimensions of job satisfaction: a longitudinal analysis[J]. The journal of psychology, 2000, 134(5): 537-555. doi: 10.1080/00223980009598235
    [13]
    MAYNARD D C, JOSEPH T A, MAYNARD A M. Underemployment, job attitudes, and turnover intentions[J]. Journal of organizational behavior, 2006, 27(4): 509-536. doi: 10.1002/job.389
    [14]
    FELDMAN D C. The nature, antecedents and consequences of underemployment[J]. Journal of management, 1996, 22(3): 385-407. doi: 10.1177/014920639602200302
    [15]
    HIRSCHMAN A O. Exit, voice, and loyalty[M]. Cambridge, MA: Harvard University Press, 1970: 15-67.
    [16]
    LIU S, WANG M. Perceived over-qualification: a review and recommendations for research and practice[J]. Research in occupational and well-being, 2013, 12(3): 1-42. http://www.researchgate.net/profile/Songqi_Liu2/publication/277021300_Perceived_Overqualification_A_Review_and_Recommendations_for_Research_and_Practice/links/555f9d7308ae6f4dcc9271a2.pdf
    [17]
    ROSEN C C, SLATER D J, CHANG C. Let's make a deal: development and validation of the expos ti-deals scale[J]. Journal of management, 2011, 39: 709-742.
    [18]
    FARH J L, EARLEY P C, LIN S C. Impetus for action: a cultural analysis of justice and organizational citizenship behavior in Chinese society[J]. Administrative science quarterly, 1997, 42(3): 421-444. doi: 10.2307/2393733
    [19]
    LIANG J, FARH C I C, FARH J L. Psychological antecedents of pro-motive and prohibitive voice: a two-wave examination[J]. Academy of management journal, 2012, 55(1): 71-92. doi: 10.5465/amj.2010.0176
    [20]
    吴明隆. 问卷统计分析实务——SPSS操作与应用[M]. 北京: 科学出版社, 2010: 45-60.
    [21]
    温忠麟, 侯杰泰, MARSH H W. 结构方程模型中调节效应的标准化估计[J]. 心理学报, 2008(6): 729-736. https://www.cnki.com.cn/Article/CJFDTOTAL-XLXB200806012.htm
    • Related Articles

Catalog

    Get Citation
    PDF
    XML
    Article views (618) PDF downloads (78) Cited by()
    Turn off MathJax
    Article Contents
    Abstract
    References

    Copyright © China Research Institute of Radiowave Propagation 豫ICP备16036117号

    Address： Tel： Fax：0373-3052232 E-mail:

    Supported by: Beijing Renhe Information Technology Co., Ltd.  Baidu Analytics

    /

    DownLoad:  Full-Size Img  PowerPoint
    Return
    Return