资质过剩感影响员工工作幸福感机理探究

摘要/Abstract

摘要： 随着受教育程度的普遍提升,劳动力市场上呈现出劳动者素质不断提高、就业观念不断变化等趋势,导致越来越多的就业人员从事与自己能力、资质不匹配的工作,资质过剩现象随之凸显。本研究基于资源保存理论,通过对280位员工三个时点调研数据的统计分析发现:资质过剩感会导致员工工作幸福感下降;心理契约违背在资质过剩感与员工工作幸福感的关系中发挥中介作用;员工较高的工作使命感不仅削弱了资质过剩感对心理契约违背的正向影响,而且削弱了心理契约违背的中介作用。研究结论不仅揭示了资质过剩感对员工工作幸福感的内在影响机制和边界条件,而且为企业如何有效减缓员工工作幸福感的下降提供了理论指导和实践依据。

关键词: 资质过剩感, 工作使命感, 心理契约违背, 工作幸福感

Abstract: With the general improvement of education, the labor market presents the phenomena of continuous improvement in labor quality and continuous changes in employment concepts, which leads to more and more employed people engaging in jobs that do not match their abilities and qualifications. In this context, the phenomenon of overqualification has gradually become prominent. Through the statistical analysis of the survey sample of 280 employees conducted at three different time points, it is found that perceived overqualification can lead to the decline of employees' workplace well-being based on the theory of resource preservation. Psychological contract violation plays a mediating role in the relationship between perceived overqualification and employees' workplace well-being. the higher career calling of employees not only weakens the positive influence of perceived overqualification on psychological contract violation, but also weakens the mediating role of psychological contract violation. The findings not only reveal the intrinsic influence mechanism and boundary conditions of perceived overqualification on employees' workplace well-being; but also provide theoretical guidance and practical basis for enterprises to mitigate the decline of employees' workplace well-being.

Key words: Perceived Overqualification, Career Calling, Psychological Contract Violation, Workplace Well-being

中图分类号:

F272.92

王艳子, 袁金汕. 资质过剩感影响员工工作幸福感机理探究[J]. 财经论丛, 2025, 41(9): 101-112.

WANG Yanzi, YUAN Jinshan. Research on the Impact Mechanism of Perceived Overqualification on Employees Workplace Well-being[J]. Collected Essays on Finance and Economics, 2025, 41(9): 101-112.

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