檢視知覺屈就與工作敬業及創新行為之關係：促進焦點特質之調節效果

Investigating the Relationships among Perceived Overqualification, Work Engagement, and Innovative Behavior: Moderating Effect of Promotion Focus

過去研究指出知覺屈就是影響創新行為的重要因素；但是，前述關係的方向與強弱，至今尚未有穩定的結論。本研究即以調節焦點理論為基礎，檢視員工促進焦點特質是否會調節知覺屈就與創新行為之間的關係；此外，本研究還探索工作敬業中介上述調節效果的情形。為求研究結果的類推性，本研究廣泛蒐集來自各式產業的樣本。問卷調查採取多時間點與對偶樣本的方式進行資料蒐集，本研究回收264份有效配對問卷。Mplus路徑分析結果發現：(1)當員工具有高度促進焦點特質時，知覺屈就與創新行為之間會呈現正向的關係；反之，當員工具有低度促進焦點特質時，知覺屈就與創新行為之間則會呈現負向的關係；(2)工作敬業會中介知覺屈就與促進焦點特質交互作用對於創新行為的關係。最後，本研究根據研究發現的理論貢獻加以討論，並提出實務意涵與未來研究方向建議供後續研究參考。

Perceived overqualification refers to a situation in which an individual’s qualifications, such as their education, work experience, and skills, are beyond the requirements of a job. Previous studies have highlighted that perceived overqualification is a critical antecedent of innovative behavior. However, recent research has reported mixed findings concerning the relationship between perceived overqualification and innovative behavior. We employed regulatory focus theory to examine whether employees’promotion focus moderates the relationship between perceived overqualification and innovative behavior. Moreover, we explored whether work engagement can mediate this moderating effect. To enhance generalizability, we collected data from various industries and from multiwave and multiple sources. In total, 264 valid paired questionnaires were returned. The results of Mplus revealed that (1) the perceived overqualification of employees with higher levels of promotion focus was positively related to innovative behavior, whereas the relationship was negative for employees with lower levels of promotion focus and (2) work engagement mediated the interactive effect of perceived overqualification and promotion focus on innovative behavior. Finally, further theoretical and practical implications, limitations, and future research are discussed on the basis of our findings.