中文摘要 中文摘要 随着素质教育的发展，受高等教育的人群增多，与企业用人标准脱节，资质 过剩成为一种普遍现象。资质过剩感如何影响员工的情绪和态度以及更好地发挥 其过剩的资质已经成为企业关心的重点内容。本文基于自我调节理论，通过大量 文献的整理和分析，以角色宽度自我效能感为中介变量，探究其对资质过剩感与 工作投入及其三个维度的关系的影响并提出相应的假设。本文通过问卷调查法收 集了有效问卷数据 313 份，然后进行了量表的信效度分析、变量间相关性分析和 回归分析，对假设做出检验，得到了下列结果：资质过剩感与工作投入之间呈U 型关系，资质过剩感与工作投入的三个子维度，活力、奉献、专注之间也呈 U 型 关系，与工作投入保持一致。角色宽度自我效能感对工作投入及其子维度有积极 影响，角色宽度自我效能感在资质过剩感与工作投入及各子维度的 U 型关系中起 到中介作用。本文通过构建资质过剩感与工作投入的模型，并对实证结果进行具 体分析，提出了理性看待资质过剩、通过工作丰富化提升角色宽度自我效能感等 措施促进消极情绪向积极情绪转化和将“柔性”管理理念引入到人力资源管理中 等一系列有效办法和措施，避免资质过剩感对组织产生的消极影响，进一步提升 员工工作投入。同时，本文指出本研究在现有条件下存在的不足以及对未来的研 究方向提出了展望。 关键词：资质过剩感；工作投入；角色宽度自我效能感 -I-Ⅰ 黑龙江大学硕士学位论文 Abstract With the development of quality education, the number of people with higher education has increased,which is outof line with theemployment standards of enterprises, and over-qualification has become a common phenomenon. How perceived over-qualification affects employees emotions and attitudes and how to better play their over-qualification has become the focus of enterprises.Based on the self-regulation theory and equity theory, this paper analyzes a large amount of literature to investigate the influence of role breadth self-efficacy as a mediating variable on the relationship between perceived over-qualification and work engagement and its three dimensions, and proposes corresponding hypotheses. In this paper, 313 valid questionnaires were collected by questionnaire method, and then reliability analysis, correlation analysis among variables andregression analysis ofthe scale were conductedto test the hypotheses, and the following results are obtained: there was a U-shaped relationship between perceived over-qualification andwork engagement, and the three sub-dimensionsof workengagement, vitality,dedicationand concentration,also showed a U-shaped relationship and remained consistent with work enga