Subjects: Other Disciplines >> Synthetic discipline submitted time 2023-10-09 Cooperative journals: 《心理科学进展》
Abstract： Owing to the economic recession and reduced employment opportunities, overqualification has become a common phenomenon in organizations worldwide (Hu et al., 2015; Zhang et al., 2016) and has attracted wide attention from industry and academia. In the research field of organizational behavior and human resources, scholars focus primarily on the perceived overqualification of employees—that is, individual employees' subjective feeling that their qualifications surpass the actual needs of job their work. Previous research has shown that perceived overqualification leads to many negative emotional experiences and organizational behaviors in employees, such as reduced job satisfaction and organizational commitment, decreased physical and mental health, increased turnover intention or even actual resignation, increased counterproductive behavior, and reduced organizational citizenship behavior (Harari et al., 2017; Erdogan & Bauer, 2021). However, previous studies have focused primarily on the negative effects of perceived overqualification at the individual level, while the exploration of its potential positive effects have been insufficient. In fact, the perceived overqualification of employees also has a positive effect (Thompson et al., 2013; van Dijk et al ., 2020). In addition, previous studies have neglected to address collective perceived overqualification at the team level (Erdogan & Bauer, 2021; Sierra, 2011; Li et al., 2021). Consequently, this study analyzes and explores the composition and influence of perceived overqualification in the team context by combining the composition approach and compilation approach. The composition approach mainly measures and analyzes the components of perceived overqualification of the team based on the team mean, while the compilation approach mainly measures and analyzes the components of perceived overqualification of the team through team standard deviation. The research for this study focused primarily on three aspects. First, based on social identity theory and the analytical framework of the I-P-O (input-process-output) model, to explored the positive impact and mechanism of the composition of team-perceived overqualification on team work output. Specifically, we explored the positive influence of the aggregate mean of team member's perceived overqualification through a positive team process on team work output, and the moderating effect of the aggregate standard deviation (team differentiation) of team member's perceived overqualification on this process. Second, based on social identity theory, we explored the cross-level positive effect and mechanism of the components of team-perceived overqualification on individual work output. To be more specific, we explored the indirect positive influence of the team mean value of team member's perceived overqualification, and mediating effect of individual team identity, and the boundary effect of team differentiation of team member's perceived overqualification on the above process. Third, based on the expectation states theory, we explored the positive effect of individual-perceived overqualification on individual work output under the effect of team differentiation of team member's perceived overqualification. Specifically, we explored the indirectly effects of individual-perceived overqualification on individual work output through informal team status in the condition of team differentiation of perceived overqualification. In summary, this paper is expected to expand the research on perceived overqualification in the team context and to better guide the practice of enterprise management. Key words
Subjects: Psychology >> Management Psychology submitted time 2023-04-14
Abstract： The perceived overqualification refers to the subjective feeling that an individual thinks his qualification exceeds the actual need of the job he is engaged in. In today's organizations, the phenomenon of overqualification is common, and the influence of perceived overqualification has been widely concerned by scholars at home and abroad. However, previous studies mainly focused on the negative effects of the perceived overqualification at the individual level, and the exploration of its potential positive effects was a little insufficient, and ignored the attention to the perceived overqualification at the team level. Therefore, this study analyzes and explores the composition and influence of the perceived overqualification in the team context by combining composition approach and compilation approach. The research is mainly carried out in three aspects: first, to explore the positive impact of the composition of team perceived overqualification on team work output; Second, the cross-level positive influence of the composition of team perceived overqualification excess on individual work output is investigated. Third, the positive influence of individual’s perceived overqualification on work output is investigated under the condition of team differentiation of perceived overqualification. It’s expected to extend the research on the perceived overqualification in the team context to better guide the practice of enterprise management.
Subjects: Psychology >> Social Psychology submitted time 2023-03-28 Cooperative journals: 《心理科学进展》
Abstract： Research in the fields of financial investing, health, and organizational work has revealed that individuals are more likely to take risks when faced with stress. Prior studies have explained the underlying processes between stress and risk-taking from the perspectives of value appraisal, risk perception, and decision strategy. However, these studies were more akin to explore how people react more than why people react in risk-seeking ways under stress. Therefore, in order to obtain a more comprehensive understanding of the association between stress and risk-seeking, this study aimed to reveal the direct and root reasons that explain an individual’s risk-taking behavior under stress and to clarify the internal mechanisms of this association. Several theories have suggested the reasons by which stress affects risk-seeking. For example, expected utility theory proposes that individuals tend to attach greater subjective value to the risk options in stressful situations. Prospect theory further suggests that stress affects both of the subjective value and subjective probability of risk options. These two theories consider cognitive changes as the possible reason that explains the “stress-risk-seeking” association. The dual-process theory further proposes that the said changes in the cognitive process are due to the depletion of cognitive resources under stress. Therefore, individuals tend to prefer labor-saving heuristic processing to adapt to the environment. The sensitive theory provides an explanation of the cognitive changes from an evolutionary perspective, suggesting that stress can unbalance individuals' psychological needs, crave higher rewards, and therefore, show more risk-seeking behaviors. The current study proposes that stress affects individuals’ value appraisal, risk perception and decision strategy through changes in cognitive resources and psychological needs. Specifically, on the one hand, stress occupies cognitive resources and weakens executive function, which is manifested in difficulties in suppressing dominant responses, slower task switching speed, and impaired working memory. On the other hand, stress unbalances individuals’ psychological needs and increases chances of reward-seeking, which is manifested in being more sensitive to high-reward options and positive reinforcement. Then, changes in executive function and psychological needs cause individuals to overestimate the positive outcomes of risky options and to reduce the perceived probability of negative outcomes and therefore, adopt heuristic strategies that consume less cognitive resources. Then, the heuristic strategies affect individuals’ risky behaviors through distorting their evaluations of risks, such as neglecting the possibility of negative outcomes and merely pursuing high-return options. In addition, our model accounts for boundary conditions in which the effects of stress on reward-seeking may differ by gender, materialism, and levels of stress coping; and the effects of stress on executive control may be moderated by factors such as age, stressors, social support, and domain specificity. Finally, we encourage future research to explore the association between stress and risk-seeking from three aspects. First, how would the dynamic changes of executive function under stress affect risk-seeking; Second, how does the interaction between cognition and emotion under stress affect risk-seeking; and Third, carry out intervention to regulate stress and reduce risk-taking behaviors.
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