资质过剩感与员工工作绩效：心理权利的视角

摘要/Abstract

摘要：

本研究从一个新的视角——心理权利，考察其在资质过剩感与员工工作绩效（任务绩效、组织公民行为和组织越轨行为）之间所起的间接效应，并探讨组织认同的调节作用。采用问卷调查法，以263名员工与71名部门主管为样本，采用多层线性模型、跨层次有条件的间接效应等方法进行统计分析。研究结果表明：（1）资质过剩感对心理权利有正向影响；（2）在控制了愤怒和社会交换路径后，心理权利在资质过剩感与员工工作绩效（任务绩效、组织公民行为和组织越轨行为）之间起间接效应；（3）组织认同在资质过剩感与心理权利之间起调节作用，组织认同越高，资质过剩感对心理权利的正向影响越小；（4）组织认同调节了心理权利在资质过剩感与员工工作绩效之间所起的间接效应，组织认同越高，间接效应越弱。

关键词: 资质过剩感, 心理权利, 组织越轨行为, 任务绩效, 组织公民行为, 组织认同

Abstract:

The present study examines the indirect effect of psychological entitlement, and the moderating role of organizational identification in the relationships between perceived overqualification and employee job performance (task performance, OCB, and organizational deviance). We test the research hypotheses with matched field data collected from 263 employees and 71 department supervisors. The results show that perceived overqualification has a positive association with psychological entitlement. Furthermore, after controlling for two pathways including anger and social exchange, perceived overqualification indirectly affect task performance, OCB, and organizational deviance via psychological entitlement. Moreover, organizational identification moderates the positive link between perceived overqualification and psychological entitlement, so that the relationship is stronger when organizational identification is low than when it is high. Finally, organizational identification attenuates the indirect effects of perceived overqualification on task performance, OCB, and organizational deviance through psychological entitlement.

Key words: perceived overqualification, psychological entitlement, organizational deviance, task performance, OCB, organizational identification

张亚军, 尚古琦, 张军伟, 周芳芳. 资质过剩感与员工工作绩效：心理权利的视角[J]. , 2019, 31(12): 194-206.

Zhang Yajun, Shang Guqi, Zhang Junwei, Zhou Fangfang. Perceived Overqualification and Employee Job Performance: A Perspective of Psychological Entitlement[J]. , 2019, 31(12): 194-206.

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