被认为资格过高对配偶破坏和支持的影响

IF 3.1 4区 管理学 Q2 MANAGEMENT Journal of Managerial Psychology Pub Date : 2023-06-27 DOI:10.1108/jmp-05-2022-0249
Junwei Zhang, Ye Li, Yajun Zhang, Haitao Zhang, Jiao Tang
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引用次数: 0

摘要

目的基于将工作领域和家庭领域视为一个具有定向资源流动的整体资源交换系统的工作-家庭资源模型,本研究提出,感知资历过高可能导致个人资源流失,尤其是对于工作-家庭中心性较高(即重工作轻家庭)的员工。此外,重点员工耗尽的个人资源导致了更多的配偶破坏和家庭对配偶的支持减少。设计/方法/方法一种定量方法,其中研究1涉及259对中国员工及其配偶,研究2涉及260对中国员工和配偶,为第一阶段调节调解模式提供了支持。调查结果显示,当员工的工作-家庭中心性较高时,认为资历过高可能会导致个人资源流失,并导致更多的配偶破坏和更少的配偶支持。相反,当员工的工作-家庭中心性较低时,认为资历过高会减少个人资源的流失,减少对配偶的破坏,增加对配偶的支持。这两项研究一致地为大多数假设提供了支持。实际含义研究结果表明,组织可以采取一些可行的措施,帮助资历过高的员工阐明工作的价值——以家庭为中心,进一步管理资历过高的雇员的工作——家庭资源,在家里带来适当的顺序行为。原创性/价值观对感知资历过高的研究主要集中在其在工作领域的后果上,很少关注它是否会影响工作之外的家庭领域。这项研究通过调查被认为资历过高是如何以及何时导致家庭结果的,为这一系列文献做出了贡献。
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The effects of perceived overqualification on spouse undermining and support
PurposeBased on the work–home resources model regarding the work domain and the home domain as a whole resource exchange system with directional resource flows, this study proposed that perceived overqualification could lead to personal resources drain, especially for employees with high work–family centrality (i.e. valuing work more than family). Furthermore, the drained personal resources of the focal employees brought in more spouse undermining and less spouse support at home.Design/methodology/approachA quantitative approach in which Study 1 involving 259 pairs and Study 2 involving 260 pairs of employees and their spouses from China provided support to the first-stage moderated mediation model.FindingsResults revealed that when employees' work–family centrality is high, perceived overqualification could elicit personal resources drain and induce more spouse undermining and less spouse support. On the contrary, when employees' work–family centrality is low, perceived overqualification could reduce personal resources drain and render less spouse undermining and more spouse support. The two studies consistently provided support for most of the hypotheses.Practical implicationsThe research results suggest that organizations could take some feasible measures to help overqualified employees articulate the value of work–family centrality to manage overqualified employees' work–family resources further, bringing appropriate sequential behaviors at home.Originality/valueResearch on perceived overqualification has primarily focused on its consequences in the work domain, paying scant attention to whether it can influence the home domain outside work. This research contributes to this line of literature by investigating how and when perceived overqualification leads to family outcomes.
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
期刊最新文献
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