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我院钱婧副教授合作论文被组织行为学顶级期刊Journal of Organizational Behavior接受发表
发布时间:2021-06-25      浏览量:

  近日,我院钱婧副教授与澳大利亚科廷大学Fangfang Zhang、SharonParker,上海大学BinWang的合作论文“Job crafting towards strengths and job crafting towardsinterests in overqualified employees: Different outcomes andboundary effects”被组织行为学顶级期刊Journal of OrganizationalBehavior接受发表。

  

  该文从工作重塑的视角探讨了资质过剩感对员工以及组织可能带来的积极影响。该文认为资质过剩的员工会通过两个途径调整自身资质与工作要求之间的不匹配:基于优势的工作重塑和基于兴趣的工作重塑。进一步地,基于优势的工作重塑对员工自身以及所在组织都会产生积极影响;而基于兴趣的工作重塑只对员工自身产生积极影响。此外,本文还探讨了组织认同对资质过剩感与员工工作重塑之间关系的调节作用,认为对于高组织认同的员工而言,资质过剩感与基于优势的工作重塑之间的关系更强,而对于低组织认同的员工而言,资质过剩感与基于兴趣的工作重塑之间的关系更强。通过对653位员工两阶段多来源的数据分析,研究发现资质过剩感正向影响员工基于优势和基于兴趣的工作重塑,基于优势的工作重塑正向影响员工自身的活力以及任务绩效,而基于兴趣的工作重塑仅仅正向影响员工自身的活力。研究结果同时支持了组织认同在资质过剩感与基于优势的工作重塑之间起到的调节作用。

  

  Abstract

  In response to the call to investigate the positive side of overqualification, we drewon the job crafting perspective to theorize that overqualified employees can proactivelyregulate the discrepancies between their actual and ideal jobs via two differentjob crafting strategies: job crafting towards strengths (JC-strengths) and job craftingtowards interests (JC-interests). We expected distinct positive outcomes for JC-strengthsand JC-interests. Specifically, JC-strengths benefits both overqualifiedemployees and the organization, whereas JC-interests only benefits the individualemployees. We further proposed that the relationship between perceived overqualificationand JC-strengths will be stronger when employees' organizational identificationis higher, whereas the relationship between perceived overqualification andJC-interests will be stronger when their identification with the organization is lower.As expected, with the use of two-wave and dual-source data from 653 employees,we found that perceived overqualification was positively related to both JC-strengthsand JC-interests; JC-strengths was positively related to both vitality and supervisor-ratedtask performance, whereas JC-interests was only positively related to vitality.We also found that the relationship between perceived overqualification andJC-strengths was moderated by organizational identification as hypothesized.

 

  钱婧副教授简介:

  钱婧,澳大利亚国立大学管理学博士。加拿大阿尔伯塔大学访问学者。主要研究方向是组织行为学与人力资源管理。研究成果发表于Journal of OrganizationalBehavior, Human Resource Management Journal, Applied Psychology: An International Review, international Journal Of Human Resource Management等国际一流期刊。