Zhang Man, Wang Fan, Weng Haolin, Zhu Ting, Liu Huiyun
Party School of Anhui Provincial Committee of C.P.C., Hefei, China.
School of Management, Shanghai University, Shanghai, China.
Front Psychol. 2021 Feb 11;12:597821. doi: 10.3389/fpsyg.2021.597821. eCollection 2021.
Drawing on social information processing theory and a career development perspective, we examined the effect of transformational leadership on the perceived overqualification via career growth opportunities, and how the supervisor-subordinate guanxi moderates the relationship between transformational leadership and perceived overqualification. We tested this proposal using three waves of lagged data collected from 351 company employees in the Yangtze River Delta region in China. The results revealed that transformational leadership had an indirect effect on perceived overqualification through career growth opportunities, and supervisor-subordinate guanxi moderated the positive association between transformational leadership and career growth opportunities. In addition, the mediating effect of transformational leadership on perceived overqualification through career growth opportunities was stronger when the level of supervisor-subordinate guanxi was high and weaker when it was low. The findings have theoretical and practical implications for reducing employees' perceptions of overqualification in the organizational context.
基于社会信息加工理论和职业发展视角，我们考察了变革型领导通过职业成长机会对感知到的过度资格的影响，以及上下级关系如何调节变革型领导与感知到的过度资格之间的关系。我们使用从中国长江三角洲地区351名公司员工收集的三波滞后数据对这一假设进行了检验。结果表明，变革型领导通过职业成长机会对感知到的过度资格有间接影响，上下级关系调节了变革型领导与职业成长机会之间的正向关联。此外，当上下级关系水平较高时，变革型领导通过职业成长机会对感知到的过度资格的中介作用较强；当上下级关系水平较低时，该中介作用较弱。这些发现对于在组织背景下降低员工对过度资格的感知具有理论和实践意义。
