资质过剩感对员工工作重塑的影响研究
摘
要
随着高等教育的不断普及和劳动力市场竞争的日益激烈，愈来愈多的高素质人才从
事着任职资格要求较低的工作，由此他们容易产生资质过剩感。资质过剩感是指个人感
知到自身拥有的教育、经验和技能等资质超越工作要求水平，是个人与工作不匹配的一
种状态。目前，资质过剩现象已引起管理学领域学者的广泛关注。以往研究主要探讨资
质过剩感的消极效应，如资质过剩感对工作疏离感、愤怒和网络闲散行为等负面结果的
影响，但越来越多的学者呼吁关注资质过剩感的光明面，探讨资质过剩感的积极影响及
其内在作用机制。基于此，本文考虑资质过剩员工能否主动利用自身过剩的资质对不理
想的工作状态进行改善，由此引出本文的结果变量——工作重塑，一种可以提高个人与
工作匹配度和提升工作意义的主动行为。本文欲探讨资质过剩感可否，如何以及何时影
响员工工作重塑。
本研究依据自我调节理论，将资质过剩感影响员工工作重塑视为一种个体自我调节
的过程。当资质过剩员工感知当前工作与理想工作存在差距时，会激活个体的自我调节
系统。自我调节系统启动后，个体会选择工作重塑的行为策略进行调节以缩小差距。在
进行正式调节操作前，个体首先会对角色宽度自我效能感进行评估，而其评估结果将影
响个体后续的行为策略执行。当角色宽度自我效能感评估水平越高，个体越有可能主动
从事工作重塑行为。由此，本研究选用了角色宽度自我效能感作为中介变量。此外，由
于自我调节过程会受情境因素影响，发展性工作挑战作为一种组织制定的能够使员工释
放潜能和尝试新行为的任务被选入作为本研究的边界条件。综上，本研究旨在探讨资质
过剩感、角色宽度自我效能感和工作重塑之间的关系，并引入发展性工作挑战作为调节
变量。
本研究采用问卷调查法，向多个省份、多种企业类型的员工发放问卷，共收回有效
问卷 345份，随后运用 SPSS 22.0和 MPLUS 7.4统计软件对数据进行处理分析，研究结
果表明：（1）资质过剩感对员工工作重塑具有正向影响；（2）角色宽度自我效能感在资
质过剩感和工作重塑之间起到中介作用；（3）发展性工作挑战正向调节角色宽度自我效
能感和工作重塑之间的关系，即相对于低发展性工作挑战的环境，在高发展性工作挑战
的环境中，角色宽度自我效能感和工作重塑之间的关系越强；（4）进一步地，发展性工
作挑战能够正向调节资质过剩感通过角色宽度自我效能感影响工作重塑这一间接效应，
当员工处于高发展性工作挑战的环境中，角色宽度自我效能感在资质过剩感和工作重塑
之间的中介作用越强。
基于上述研究，本文的研究结论可以为管理实践者提供一些参考：（1）管理者应积
极看待员工的资质过剩，给予可能存在资质过剩感的高学历员工或经验丰富的员工高度
关注，试图不断挖掘其潜在能力；（2）管理者应积极调动资质过剩员工的主观能动性，
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摘
要
通过营造支持性氛围、分享经验等方式，促进资质过剩员工主动对不理想的工作进行再
设计；（3）管理者应重视角色宽度自我效能感的作用，在招聘时管理者可以将角色宽度
自我效能感作为一种选拔标准，此外，管理者可以通过物质激励和精神激励相结合的方
式提升资质过剩员工的角色宽度自我效能感；（4）管理者应为资质过剩员工制定发展性
工作挑战计划，为其提供释放潜能的平台，给予他们尝试新行为的机会，使其感受自身
能力得到重视，从而促进他们从事工作重塑行为。
关键词：资质过剩感；工作重塑；角色宽度自我效能感；发展性工作挑战
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资质过剩感对员工工作重塑的影响研究
Abstract
With the continuous popularization of higher education and theincreasingly fierce
competition in the labor market, more and more high-quality talents are engaged in jobs with
lower job qualifications, and they perceived overqualification. Perceived overqualification
referstoanindividualperceptionthathiseducation,experience,skillsandother
qualifications exceed the level of job requirements, and it is a state in which the individual
does not match the job.At present, the phenomenon of overqualification has attracted
extensive attention of scholars in the field of management. Previous studies have mainly
explored thenegative effectsof perceived overqualification,such asthe influenceof
perceived overqualificationon negativeoutcomes suchas work alienation,anger and
cyberloafing. However, more and more scholars call to pay attention to the bright side of
perceived overqualification, and explore the positive influence of perceived overqualification
and its internalmechanism. Based on this,this thesis considers whetheroverqualified
employees can actively use their remaining qualifications to improve their unsatisfactory
working conditions, whichleads to the result variableof this thesis— Jobcrafting, a
proactive behavior that improves person-job fit and enhances job meaning. This thesis wants
to explore whether, how and when perceived overqualification can promote employees’ job
crafting.
Based on the theory of self-regulation, this research regards the influence of perceived
overqualification on employees’ job crafting as a process of individual self-regulation. When
the overqualified employee perceives that there is a gap between the current job and the ideal
job, the individual self-regulation system will be activated. After the self-regulation system is
activated, the individual will choose the behavioral strategy of job crafting to adjust to narrow
the gap. Before performing the formal adjustment operation, the individual first evaluates the
role breadth self-efficacy, and its assessment result will affect the individual subsequent
behavioral strategy execution. The higher the level of role breadth self-efficacy assessment,
the more likely an individual is to actively engage in job crafting behaviors. Therefore, this
research selected role breadth self-efficacy as the mediator variable. In addition, because the
self-regulation process is affected by situational factors, developmental job challenges, as an
organizationally formulated task that enables employees to unleash their potential and try
new behaviors, were selected as the boundary conditions for this research. In summary, this
research aims to investigate the relationship between perceived overqualification, role breadth
self-efficacy, andjob crafting,and tointroducedevelopmental jobchallenges asthe
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