以自我认知为分析视角,检验了资历过高感知影响员工组织公民行为的认知机制及其边界条件。基于235份主管一下属配对样本,实证分析结果表明:资历过高感知负向影响组织指向的组织公民行为,对人际指向的组织公民行为的影响不显著,组织自尊在资历过高感知与组织指向的组织公民行为之间起到了部分中介作用,心理脱离负向调节资历过高感知对组织自尊的负向影响,并调节了组织自尊的中介作用。消极情感特质对资历过高感知与组织自尊的调节作用不显著。
This article explored the cognitive mechanism between perceived overqualification and organizational citizenship behavior as well as its boundary condition. Based on a sample of 235 supervisor-subordinate dyads, the findings suggested that perceived overqualification negatively influenced the organization-directed organizational citizenship behavior, but the relationship between perceived overqualification and individual-directed organizational citizenship behavior is not significant. Besides, organization-based self-esteem partially mediated the relationship between perceived overqnalificafion and organization-directed organizational citizenship behavior, psychological detachment significantly moderated the effect of perceived overqualification on employee organization-based self-esteem, and significantly moderated the conditional effect of perceived overqualification on organization- directed citizenship behavior through organization-based self-esteem, The moderating effect of negative affectivity on the relationship between perceived overqualification and organization-based self-esteem is not significant.