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Modern Management 2024
资质过剩感对拖延行为的作用机制：已放弃身份的中介效应
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Abstract:
随着社会经济和教育事业的不断发展，高素质人才井喷式涌现，但企业空缺岗位有限，高素质人才就业需求和市场供给不足之间的矛盾日益突出，越来越多的高学历或多经验人才从事着普通简单的工作，资质过剩的现象愈来越普遍。资质过剩者会选择“既来之则安之”吗？他们会有着怎样的工作认知和工作行为？本文采用问卷调研方式，通过收集有效问卷329份得到结论如下：资质过剩感知与员工工作拖延行为呈正相关；资质过剩感知与员工纠结已放弃身份呈正相关；员工纠结已放弃身份中介资质过剩感知与工作拖延之间的正相关关系；心理弹性对资质过剩感知与员工工作拖延之间的关系具有负向调节作用。
With the continuous development of social economy and education, high-quality talents have emerged in a blowout, but there are limited vacancies in enterprises, and the contradiction between the employment demand of high-quality talents and the lack of market supply is becoming increasingly prominent. More and more talents with high education or more experience are engaged in ordinary and simple jobs, and the phenomenon of perceived overqualification is becoming more and more common. Will the overqualified choose to “accept the existing”? What kind of work cognition and work behavior will they have? Through collecting 329 valid questionnaires, this paper draws the following conclusions: perception of perceived overqualification is positively correlated with employees’ work procrastination behavior; there is a positive correlation between perceived overqualification and employees’ struggle to give up their identity. Dwelling on the forgone identity mediates a positive correlation between perceived overqualification and work procrastination; psychological resilience has a negative moderating effect on the relationship between perception of excess qualifications and work procrastination.
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