工商管理学院知识库

建言行为是员工积极主动提出与其工作状况相关的具有建设性和创新性意见的行为，有助于完善组织管理状况、促进其长远发展。此行为本身会迫使建言者面临挑战“现状”或使上级“难堪”的风险，同时中国员工深受中庸思维的影响会为追求表面和谐，在权衡利弊后决定对组织中已经出现的问题闭口不言，对决议不发表相左的意见。以上这些做法轻则使组织失去革新机会，重则使组织陷入万劫不复之地。资质过剩感知，是一个典型的“员工认为自身具备的个人能力远超过岗位要求的条件、资格以及能力”的主观认识，对员工的行为与心态形成影响。近几年，资质过剩感知已成为全球性现象，如何降低其带来的消极影响，激发员工的建言行为是值得思考和研究的问题。

阅读分析相关文献后，本文以自我决定理论，资源保存理论为基础，将工作投入作为桥梁探究资质过剩感知对员工建言行为的影响，以及柔性人力资源管理的调节作用。本文借助数据统计软件分析问卷调查所得数据，进一步探究上述关系。得出以下结论：（1）资质过剩感知负向影响员工建言行为；（2）工作投入在资质过剩感知与员工建言行为之间起中介作用；（3）柔性人力资源管理在资质过剩感知与工作投入之间起到调节作用。本文为探寻采取何种人力资源管理措施能有效降低资质过剩感知带来的负面效应并激发其积极作用发表意见，以及如何管理资质过剩感知高的员工提供参考。

Employee voice behavior is the behavior that employees actively put forward constructive and innovative opinions related to their work conditions. Employee voice behavior helps to improve the management of the organization and promote its long-term development and promote their long-term development. This behavior itself will force the employees to face the risk of challenging the “status quo” or the “embraging”. Simultaneously, Chinese employees are deeply influenced by the zhongyong thinking. After weighing the advantages and disadvantages, they decide to keep silent on the problems that have arisen in the organization, and refuse to express opinions that are different from the decision. The above approaches may cause the organization to lose the opportunity for innovation, and at the same time, it may cause the organization to fall into a desperate situation. Perceived overqualification  is a typical subjective understanding that "employees believe that their personal abilities far exceed the conditions, qualifications and abilities required by the post"，which has a negative impact on the behavior and attitude of employees. In recent years, the perceived overqualification has become a global phenomenon. How to reduce the negative impact of perceived overqualification and stimulate employee voice behavior is worth thinking and studying.

After reading and analyzing the relevant literature, based on self-determination theory and conservation of resources theory, this paper takes work engagement as a bridge to explore the impact of perceived overqualification on employee voice behavior and the moderating effect of flexible human resource management.This paper uses statistical software to analyze the data obtained from the questionnaire to further explore the above relationship.The following conclusions are drawn:(1) perceived overqualification negatively affects employee voice behavior; (2) work engagement plays a mediating role in the relationship between perceived overqualification and employee voice behavior; (3) flexible human resource management plays a moderating role between perceived overqualification and work engagement. The study provides a reference for exploring which human resource management measures can effectively reduce the negative effects of perceived overqualification and motivate employees to express their positive opinions. The article also provides a reference for how to manage employees with a high perceived overqualification.