Tang Meirun, Fu Lifei
School of Management, Guizhou University, Guiyang, China.
Work. 2024;79(4):1879-1893. doi: 10.3233/WOR-230587.
Amidst the post-COVID-19 economic downturn and the expanding higher education landscape in China, employee employment challenges have given rise to the widespread overqualification issue. This phenomenon has attracted extensive attention and is prompting a need for an in-depth exploration of perceived overqualification. However, existing studies predominantly concentrate on its outcomes rather than antecedents, leaving a notable gap in understanding the influence mechanism between individual advantageous resources (e.g., job embeddedness, career adaptability) and overqualification, particularly in specific events such as career shocks.
This study aims to examine the interplay between employees' career adaptability, job embeddedness, and the mediating role of relative deprivation in shaping perceived overqualification, particularly in the aftermath of career shocks.
A comprehensive analysis was conducted using data gathered from 339 questionnaire responses. Partial Least Square (PLS) path analysis, R's necessary condition analysis (NCA), and the Random Forest (RF) algorithm were employed to scrutinize the relationships and identify critical factors influencing perceived overqualification.
The findings indicate that after encountering career shocks, career adaptability and job embeddedness not only directly impact perceived overqualification but also exert their influence indirectly through the mediation of relative deprivation; Career adaptability, job embeddedness, and relative deprivation are necessary conditions for perceived overqualification, with relative deprivation having the most significant impact.
Based on the results, focusing on the psychological changes of employees after suffering career shocks provides valuable guidance for managers in channelling the emotional and cognitive responses of their employees.
在新冠疫情后的经济衰退以及中国高等教育不断扩张的背景下，员工就业挑战引发了普遍的学历过高问题。这一现象已引起广泛关注，促使人们深入探究感知到的学历过高问题。然而，现有研究主要集中在其结果而非前因，在理解个人优势资源（如工作嵌入性、职业适应性）与学历过高之间的影响机制方面存在显著差距，尤其是在职业冲击等特定事件中。
本研究旨在探讨员工的职业适应性、工作嵌入性以及相对剥夺感在塑造感知到的学历过高方面的相互作用，特别是在职业冲击之后。
使用从339份问卷回复中收集的数据进行了全面分析。采用偏最小二乘法（PLS）路径分析、R语言的必要条件分析（NCA）和随机森林（RF）算法来审视这些关系，并确定影响感知到的学历过高的关键因素。
研究结果表明，在遭遇职业冲击后，职业适应性和工作嵌入性不仅直接影响感知到的学历过高，还通过相对剥夺感的中介间接发挥作用；职业适应性、工作嵌入性和相对剥夺感是感知到的学历过高的必要条件，其中相对剥夺感的影响最为显著。
基于研究结果，关注员工在遭受职业冲击后的心理变化，为管理者引导员工的情绪和认知反应提供了有价值的指导。
