How and when overqualification improves innovative work behaviour: the roles of creative self-confidence and psychological safety

PurposeThis paper aims to examine the influence of perceived overqualification on innovative behaviour in the workplace. By integrating self-efficacy and human capital theories, this study proposes that perceived overqualification improves innovative behaviour directly and indirectly by boosting employee creative self-confidence. It further investigates the boundary conditions imposed by perceived psychological safety in this process.Design/methodology/approachThe research utilises a quantitative research methodology through a two-wave survey of 335 employees and their 135 leaders. Moderated and mediated regression analyses were used to analyse the research data.FindingsThe results revealed that perceived overqualification promotes innovative behaviour at work directly and indirectly through its positive influence on creative self-confidence. The mediating effect of creative self-confidence in the relationship between perceived overqualification and innovative behaviour is moderated by perceived psychological safety at work, such that the relationship is stronger in a higher perceived psychological safety condition compared to when it is low.Research limitations/implicationsThis study has theoretical and practical implications for personnel management. From a theoretical perspective, it integrates human capital and self-efficacy theories to explain a mechanism through which perceived overqualification will lead to innovative behaviour in the workplace. From a managerial perspective, it mitigates the stigma associated with an overqualified workforce by suggesting that perceived overqualification can be a source of innovation at work.Originality/valueThis is the first study that examines the creative self-confidence-based mechanism in the relationship between perceived overqualification and innovative behaviour at work. It also explores the moderating role of psychological safety in this relationship.

Perceived Overqualification, Emotional Exhaustion, and Creativity: A Moderated-Mediation Model Based on Effort–Reward Imbalance Theory

Overqualification is prevalent in times of economic downturn, and research has increasingly focused on its outcomes. This study aimed to explore the psychological burden caused by perceived overqualification (POQ) and its impact on creativity among high-tech enterprise employees. Drawing from effort–reward imbalance theory, we examined the effect of POQ on emotional exhaustion, along with the mediating role of emotional exhaustion in the POQ–creativity relationship and the moderating role of pay for performance (PFP) in strengthening the link between POQ and emotional exhaustion. Using cross-sectional data from a sample of 359 employees in China, we found that (1) POQ was positively related to emotional exhaustion; (2) emotional exhaustion was negatively related to creativity; (3) PFP moderated the effect of POQ on emotional exhaustion as well as the indirect effect of POQ on creativity via emotional exhaustion. These findings have both theoretical and practical implications.

성취귀인과 진로미결정이 지각된 과잉자격에 미치는 영향

본 연구에서는 대학 4학년 학생의 성취귀인양식(운, 노력)이 취업 후 지각된 과잉자격(perceived overqualification: 이하 POQ)에 미치는 영향을 진로미결정이 매개하며, 성취귀인양식이 진로미결정에 영향을 미치는 경로를 전공몰입이 조절하는지 확인하기 위해 조절된 매개효과를 검증하였다. 이를 위해 국내 20개 대학 4학년생 2,747명을 대상으로 성취귀인양식(운, 노력), 전공몰입 및 진로미결정 수준을 측정하고, 약 1년 후 취업자(365명)들을 대상으로 POQ를 측정하였다. 연구결과는 다음과 같다. 첫째, 운 귀인과 노력 귀인, 진로미결정, POQ 간의 유의한 상관관계가 있었다. 둘째, 진로미결정이 운 귀인과 POQ 간 관계는 완전매개하였으나, 노력 귀인과 POQ 간 관계는 매개하지 못했다. 셋째, 전공몰입은 노력 귀인 및 운 귀인이 진로미결정에 미치는 영향을 조절하였다. 마지막으로, 운 귀인이 진로미결정을 통해 POQ에 영향을 미치고 운 귀인과 진로미결정 간 관계를 전공몰입이 조절하는 조절된 매개효과가 검증되었다. 이러한 결과를 바탕으로 본 연구의 시사점 및 한계에 대해 논의하였다.