新進員工知覺屈就與工作塑造的關係之縱時性研究：主動人格與知覺同事支持的調節效果

The Interplay of Perceived Overqualification and Job Crafting and Moderating Effects of Proactive Personality and Perceived Coworker Support

知覺屈就（員工的技能與資格高於工作所需）是當前職場普遍存在的現象，雖然近期研究指出知覺屈就可能會促使員工採取工作塑造行為以改善處境，但當員工真的從事工作塑造之後，他們的知覺屈就感受真的會獲得改善嗎？為了更完整地了解知覺屈就與工作塑造之間的動態雙向影響，本研究採用四階段問卷調查的縱時性研究（N = 120），從求職者求職階段開始追蹤至任職滿三個月為止，以了解新進員工的知覺屈就感受是否會促使他們從事更多的工作塑造，以及這些工作塑造的努力是否能夠有效降低後續的知覺屈就感受。同時，本研究也探討了主動人格與知覺同事支持在上述過程中可能扮演的調節作用。研究結果顯示，知覺屈就與工作塑造之間具有正向關係，且知覺屈就、主動人格與知覺同事支持會共同影響員工的工作塑造行為。在低主動人格、低知覺同事支持的情境下，知覺屈就對工作塑造具有負向效果；而在主動人格與知覺同事支持其中一者為高、一者為低的情境下，知覺屈就對工作塑造的正向影響將獲得增強。此外，工作塑造會負向影響後續知覺屈就變化，但研究結果並未支持相關調節效果。整體而言，本研究不僅釐清了知覺屈就與工作塑造之間的雙向因果關係，亦凸顯出其邊界條件之間的相互影響效果。

Perceived overqualification (POQ), where employees possess skills and qualifications exceeding job requirements, is a prevalent phenomenon in contemporary workplaces. While recent studies suggest that POQ may prompt employees to undertake job crafting as a coping mechanism, it remains unclear whether such job crafting efforts effectively reduce subsequent feelings of overqualification. To comprehensively understand the dynamic bidirectional relationship between POQ and job crafting, this study employed a four-wave longitudinal survey design (N = 120), tracking new employees from their jobseeking phase through their first three months of employment. We examined whether newcomers’ POQ would lead to increased job crafting behaviors and if these crafting efforts would effectively reduce subsequent POQ. Additionally, we investigated the potential moderating roles of proactive personality and perceived coworker support in these processes. Results revealed a positive relationship between POQ and job crafting, with POQ, proactive personality, and perceived coworker support jointly influencing employees’ job crafting behaviors. Specifically, POQ showed a negative effect on job crafting under conditions of both low proactive personality and low perceived coworker support. However, the positive relationship between POQ and job crafting was enhanced when either proactive personality or perceived coworker support was high while the other was low. Furthermore, job crafting negatively influenced subsequent changes in POQ, although the hypothesized moderating effects were not supported. Overall, this study not only clarifies the bidirectional relationships between POQ and job crafting but also highlights the interactive effects of their boundary conditions.