资质过剩感对个体绩效的作用效果及机制：基于情绪-认知加工系统与文化情境的元分析

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杨伟文¹^,², 李超平¹(

)

¹中国人民大学公共管理学院组织与人力资源研究所, 北京 100872
²福建省轻纺(控股)有限责任公司, 福州 350001

收稿日期:2020-03-04出版日期:2021-05-25发布日期:2021-03-29
通讯作者:李超平E-mail:lichaoping@ruc.edu.cn

基金资助:*国家自然科学基金项目(71772171);中国人民大学校级智能计算云平台提供计算资源。响应《心理学报》开放科学的倡议,本文的数据与R语言代码已上传至：http://www.obhrm.net/index.php/2021MetaPOQ

The relationship between perceived overqualification and individual performance and mediating mechanisms: A meta-analytic review and examination of emotional and cognitive processing systems and cultural contexts

YANG Weiwen¹^,², LI Chaoping¹(

)

¹Institute of Organization and Human Resources, School of Public Administration and Policy, Renmin University of China, Beijing 100872, China
²Fujian Light and Textile Industrial (Holdings) CO., LTD, Fuzhou 350001, China

Received:2020-03-04Online:2021-05-25Published:2021-03-29
Contact:LI Chaoping E-mail:lichaoping@ruc.edu.cn

摘要/Abstract

摘要： 近年来, 资质过剩作为一种特殊的个人-环境不匹配现象, 引发了较多****的关注, 但相关研究结论尚有争议。对包含383项独立研究、945个效应值及575061个研究样本的321篇文献开展元分析：(1)直接效应检验表明, 资质过剩感与消极情绪(愤怒、无聊)显著正相关, 与积极自我概念(自尊、自我效能感)的相关性不显著; 在个体绩效方面, 资质过剩感与消极角色外行为(反生产行为、离职)显著正相关, 与积极角色外行为(创新、组织公民行为等)和任务绩效的相关性不显著。(2) 结构方程模型元分析表明, 资质过剩感能够通过增强消极情绪, 进而增加消极角色外行为、减少积极角色外行为和任务绩效; 能够通过增强积极自我概念, 进而增加积极角色外行为和任务绩效、减少消极角色外行为; (3)集体主义文化倾向在资质过剩感通过情绪-认知加工系统影响个体绩效的过程中发挥调节作用, 在高集体主义文化情境中, 资质过剩感对消极情绪的负向影响较弱, 且能对积极自我概念产生正向影响; 在低集体主义文化情境中, 资质过剩感对消极情绪的负向影响较强, 且能对积极自我概念产生负向影响。(4)资质过剩感与个人-工作匹配相关性较强, 与个人-组织匹配相关性较弱; 与二者相比, 资质过剩感对压力感、离职的预测效果最强。研究结果有助于理解资质过剩感对个体绩效的复杂作用机制和边界条件, 并为组织如何管理资质过剩员工提供参考。

图/表 10

图1文献筛选流程

图1文献筛选流程

表1资质过剩感直接效应分析及各组关系的发表偏倚检验

因变量	K	N	rˉ	ρˉ	SD	% Var	95% CI	80% CV	Nfs_-0.05	5K+10
? 消极情绪	12	4874	0.39	0.43	0.16	6.72	[0.34, 0.53]	[0.23, 0.64]	3507	70
愤怒	9	3261	0.30	0.34	0.13	12.21	[0.24, 0.44]	[0.17, 0.51]	963	55
无聊	4	1911	0.50	0.56	0.11	7.57	[0.38, 0.74]	[0.38, 0.74]	788	30
? 积极自我概念	24	7393	0.03	0.05	0.36	2.54	[-0.11, 0.20]	[-0.42, 0.51]	1058	130
一般效能感	5	1938	-0.01	0.00	0.44	1.31	[-0.55, 0.56]	[-0.67, 0.68]	95	35
具体效能感	13	3698	0.24	0.29	0.18	9.01	[0.18, 0.40]	[0.06, 0.52]	1871	75
一般自尊	2	697	-0.16	-0.17	0.24	4.77	[-2.31, 1.98]	[-0.88, 0.55]	5	20
基于组织的自尊	6	1856	-0.28	-0.32	0.09	34.94	[-0.41, -0.23]	[-0.43, -0.22]	311	40
? 绩效
消极角色外行为	30	9436	0.27	0.31	0.21	6.11	[0.24, 0.39]	[0.05, 0.57]	38672	160
反生产行为	21	6420	0.19	0.22	0.17	10.47	[0.15, 0.30]	[0.01, 0.43]	7626	115
离职	12	4127	0.36	0.40	0.23	4.04	[0.26, 0.54]	[0.10, 0.70]	11910	70
积极角色外行为	65	23932	-0.05	-0.06	0.27	3.65	[-0.12, 0.01]	[-0.40, 0.29]	766	335
创新	21	6738	0.04	0.06	0.34	2.71	[-0.10, 0.21]	[-0.38, 0.50]	17	115
工作重塑	10	6734	-0.10	-0.12	0.19	4.14	[-0.25, 0.01]	[-0.37, 0.13]	802	60
建言	10	3391	-0.04	-0.03	0.38	2.03	[-0.30, 0.24]	[-0.55, 0.49]	173	60
前瞻行为	8	2633	-0.05	-0.06	0.16	11.23	[-0.20, 0.08]	[-0.28, 0.16]	29	50
知识共享	8	2510	0.01	0.02	0.27	4.23	[-0.21, 0.25]	[-0.36, 0.40]	7	50
组织公民行为	16	4874	-0.10	-0.12	0.20	8.25	[-0.23, -0.02]	[-0.38, 0.13]	216	90
任务绩效	17	5109	0.03	0.03	0.15	14.94	[-0.04, 0.11]	[-0.15, 0.22]	156	95

表1资质过剩感直接效应分析及各组关系的发表偏倚检验

因变量	K	N	rˉ	ρˉ	SD	% Var	95% CI	80% CV	Nfs_-0.05	5K+10
? 消极情绪	12	4874	0.39	0.43	0.16	6.72	[0.34, 0.53]	[0.23, 0.64]	3507	70
愤怒	9	3261	0.30	0.34	0.13	12.21	[0.24, 0.44]	[0.17, 0.51]	963	55
无聊	4	1911	0.50	0.56	0.11	7.57	[0.38, 0.74]	[0.38, 0.74]	788	30
? 积极自我概念	24	7393	0.03	0.05	0.36	2.54	[-0.11, 0.20]	[-0.42, 0.51]	1058	130
一般效能感	5	1938	-0.01	0.00	0.44	1.31	[-0.55, 0.56]	[-0.67, 0.68]	95	35
具体效能感	13	3698	0.24	0.29	0.18	9.01	[0.18, 0.40]	[0.06, 0.52]	1871	75
一般自尊	2	697	-0.16	-0.17	0.24	4.77	[-2.31, 1.98]	[-0.88, 0.55]	5	20
基于组织的自尊	6	1856	-0.28	-0.32	0.09	34.94	[-0.41, -0.23]	[-0.43, -0.22]	311	40
? 绩效
消极角色外行为	30	9436	0.27	0.31	0.21	6.11	[0.24, 0.39]	[0.05, 0.57]	38672	160
反生产行为	21	6420	0.19	0.22	0.17	10.47	[0.15, 0.30]	[0.01, 0.43]	7626	115
离职	12	4127	0.36	0.40	0.23	4.04	[0.26, 0.54]	[0.10, 0.70]	11910	70
积极角色外行为	65	23932	-0.05	-0.06	0.27	3.65	[-0.12, 0.01]	[-0.40, 0.29]	766	335
创新	21	6738	0.04	0.06	0.34	2.71	[-0.10, 0.21]	[-0.38, 0.50]	17	115
工作重塑	10	6734	-0.10	-0.12	0.19	4.14	[-0.25, 0.01]	[-0.37, 0.13]	802	60
建言	10	3391	-0.04	-0.03	0.38	2.03	[-0.30, 0.24]	[-0.55, 0.49]	173	60
前瞻行为	8	2633	-0.05	-0.06	0.16	11.23	[-0.20, 0.08]	[-0.28, 0.16]	29	50
知识共享	8	2510	0.01	0.02	0.27	4.23	[-0.21, 0.25]	[-0.36, 0.40]	7	50
组织公民行为	16	4874	-0.10	-0.12	0.20	8.25	[-0.23, -0.02]	[-0.38, 0.13]	216	90
任务绩效	17	5109	0.03	0.03	0.15	14.94	[-0.04, 0.11]	[-0.15, 0.22]	156	95

表2变量的相关矩阵

变量	1	2	3	4	5
1. 资质过剩感
2. 消极情绪
(rˉ,ρˉ)	(0.39, 0.43)
(K, N)	(12, 4874)
95% CI	[0.34, 0.53]
80% CV	[0.23, 0.64]
3. 积极自我概念
(rˉ,ρˉ)	(0.03, 0.05)	(-0.02, -0.02)
(K, N)	(24, 7393)	(12, 5392)
95% CI	[-0.11, 0.20]	[-0.14, 0.10]
80% CV	[-0.42, 0.51]	[-0.27, 0.23]
4. 消极角色外行为
(rˉ,ρˉ)	(0.27, 0.31)	(0.30, 0.34)	(-0.26, -0.27)
(K, N)	(30, 9436)	(18, 11036)	(11, 12503)
95% CI	[0.24, 0.39]	[0.29, 0.40]	[-0.35, -0.19]
80% CV	[0.05, 0.57]	[0.21, 0.48]	[-0.43, -0.12]
5. 积极角色外行为
(rˉ,ρˉ)	(-0.05, -0.06)	(-0.08, -0.10)	(0.37, 0.40)	(-0.07, -0.06)
(K, N)	(65, 23932)	(19, 8312)	(92, 48381)	(14, 5471)
95% CI	[-0.12, 0.01]	[-0.27, 0.07]	[0.36, 0.44]	[-0.20, 0.07]
80% CV	[-0.40, 0.29]	[-0.56, 0.36]	[0.17, 0.64]	[-0.37, 0.24]
6. 任务绩效
(rˉ,ρˉ)	(0.03, 0.03)	(-0.29, -0.29)	(0.18, 0.18)	(-0.09, -0.10)	(0.51, 0.57)
(K, N)	(17, 5109)	(35, 19052)	(10, 12365)	(4, 1607)	(28, 7660)
95% CI	[-0.04, 0.11]	[-0.33, -0.25]	[0.13, 0.23]	[-0.39, 0.19]	[0.51, 0.63]
80% CV	[-0.15, 0.22]	[-0.43, -0.15]	[0.09, 0.27]	[-0.39, 0.19]	[0.36, 0.78]

表2变量的相关矩阵

变量	1	2	3	4	5
1. 资质过剩感
2. 消极情绪
(rˉ,ρˉ)	(0.39, 0.43)
(K, N)	(12, 4874)
95% CI	[0.34, 0.53]
80% CV	[0.23, 0.64]
3. 积极自我概念
(rˉ,ρˉ)	(0.03, 0.05)	(-0.02, -0.02)
(K, N)	(24, 7393)	(12, 5392)
95% CI	[-0.11, 0.20]	[-0.14, 0.10]
80% CV	[-0.42, 0.51]	[-0.27, 0.23]
4. 消极角色外行为
(rˉ,ρˉ)	(0.27, 0.31)	(0.30, 0.34)	(-0.26, -0.27)
(K, N)	(30, 9436)	(18, 11036)	(11, 12503)
95% CI	[0.24, 0.39]	[0.29, 0.40]	[-0.35, -0.19]
80% CV	[0.05, 0.57]	[0.21, 0.48]	[-0.43, -0.12]
5. 积极角色外行为
(rˉ,ρˉ)	(-0.05, -0.06)	(-0.08, -0.10)	(0.37, 0.40)	(-0.07, -0.06)
(K, N)	(65, 23932)	(19, 8312)	(92, 48381)	(14, 5471)
95% CI	[-0.12, 0.01]	[-0.27, 0.07]	[0.36, 0.44]	[-0.20, 0.07]
80% CV	[-0.40, 0.29]	[-0.56, 0.36]	[0.17, 0.64]	[-0.37, 0.24]
6. 任务绩效
(rˉ,ρˉ)	(0.03, 0.03)	(-0.29, -0.29)	(0.18, 0.18)	(-0.09, -0.10)	(0.51, 0.57)
(K, N)	(17, 5109)	(35, 19052)	(10, 12365)	(4, 1607)	(28, 7660)
95% CI	[-0.04, 0.11]	[-0.33, -0.25]	[0.13, 0.23]	[-0.39, 0.19]	[0.51, 0.63]
80% CV	[-0.15, 0.22]	[-0.43, -0.15]	[0.09, 0.27]	[-0.39, 0.19]	[0.36, 0.78]

图2模型1 (全部样本) 注：***p< 0.001,?p< 0.10。

图2模型1 (全部样本) 注：***p< 0.001,?p< 0.10。

表3情绪、认知的间接效应检验

效应类型及路径关系	计算方法	全样本		高集体主义情境		低集体主义情境
效应类型及路径关系	计算方法	β	95% CI	β	95% CI	β	95% CI
情绪间接效应
POQ→NE→NB	Path _POQ→NE × Path _NE→NB	0.12	[0.11, 0.13]	0.11	[0.09, 0.13]	0.15	[0.13, 0.18]
POQ→NE→PB	Path _POQ→NE × Path _NE→PB	-0.14	[-0.16, -0.12]	-0.09	[-0.13, -0.07]	-0.09	[-0.13, -0.05]
POQ→NE→JP	Path _POQ→NE × Path _NE→JP	-0.29	[-0.31, -0.27]	-0.11	[-0.14, -0.08]	-0.35	[-0.40, -0.31]
认知间接效应
POQ→PS→NB	Path _POQ→PS × Path _PS→NB	-0.01	[-0.02, -0.01]	-0.04	[-0.07, -0.01]	0.06	[0.04, 0.07]
POQ→PS→PB	Path _POQ→PS × Path _PS→PB	0.03	[0.01, 0.05]	0.06	[0.02, 0.11]	-0.10	[-0.13, -0.08]
POQ→PS→JP	Path _POQ→PS × Path _PS→JP	0.02	[0.01, 0.03]	0.05	[0.02, 0.09]	-0.11	[-0.14, -0.09]
情绪-认知间接效应差异
POQ→NE→NB - POQ→PS→NB	Path _POQ→NE × Path _NE→NB - Path _POQ→PS × Path _PS→NB	0.13	[0.12, 0.15]	0.15	[0.11, 0.18]	0.09	[0.06, 0.12]
POQ→NE→PB - POQ→PS→PB	Path _POQ→NE × Path _NE→PB - Path _POQ→PS × Path _PS→PB	-0.17	[-0.19, -0.15]	-0.16	[-0.21, -0.11]	0.02	[-0.03, 0.06]
POQ→NE→JP - POQ→PS→JP	Path _POQ→NE × Path _NE→JP - Path _POQ→PS × Path _PS→JP	-0.31	[-0.33, -0.29]	-0.16	[-0.20, -0.11]	-0.24	[-0.29, -0.19]
总效应
POQ→NB + POQ→NE→ NB + POQ→PS→NB	Path _POQ→NB + Path _POQ→NE × Path _NE→NB + Path _POQ→PS × Path _PS→NB	0.32	[0.30, 0.34]	0.32	[0.27, 0.37]	0.31	[0.27, 0.35]
POQ→PB + POQ→NE→ PB + POQ→PS→PB	Path _POQ→PB +Path _POQ→NE × Path _NE→PB + Path _POQ→PS × Path _PS→PB	-0.07	[-0.10, -0.03]	-0.02	[-0.08, 0.04]	-0.23	[-0.28, -0.17]
POQ→JP + POQ→NE→ JP + POQ→PS→JP	Path _POQ→JP +Path _POQ→NE × Path _NE→JP + Path _POQ→PS × Path _PS→JP	0.02	[-0.01, 0.05]	0.06	[-0.01, 0.13]	-0.05	[-0.11, 0.00]

表3情绪、认知的间接效应检验

效应类型及路径关系	计算方法	全样本		高集体主义情境		低集体主义情境
效应类型及路径关系	计算方法	β	95% CI	β	95% CI	β	95% CI
情绪间接效应
POQ→NE→NB	Path _POQ→NE × Path _NE→NB	0.12	[0.11, 0.13]	0.11	[0.09, 0.13]	0.15	[0.13, 0.18]
POQ→NE→PB	Path _POQ→NE × Path _NE→PB	-0.14	[-0.16, -0.12]	-0.09	[-0.13, -0.07]	-0.09	[-0.13, -0.05]
POQ→NE→JP	Path _POQ→NE × Path _NE→JP	-0.29	[-0.31, -0.27]	-0.11	[-0.14, -0.08]	-0.35	[-0.40, -0.31]
认知间接效应
POQ→PS→NB	Path _POQ→PS × Path _PS→NB	-0.01	[-0.02, -0.01]	-0.04	[-0.07, -0.01]	0.06	[0.04, 0.07]
POQ→PS→PB	Path _POQ→PS × Path _PS→PB	0.03	[0.01, 0.05]	0.06	[0.02, 0.11]	-0.10	[-0.13, -0.08]
POQ→PS→JP	Path _POQ→PS × Path _PS→JP	0.02	[0.01, 0.03]	0.05	[0.02, 0.09]	-0.11	[-0.14, -0.09]
情绪-认知间接效应差异
POQ→NE→NB - POQ→PS→NB	Path _POQ→NE × Path _NE→NB - Path _POQ→PS × Path _PS→NB	0.13	[0.12, 0.15]	0.15	[0.11, 0.18]	0.09	[0.06, 0.12]
POQ→NE→PB - POQ→PS→PB	Path _POQ→NE × Path _NE→PB - Path _POQ→PS × Path _PS→PB	-0.17	[-0.19, -0.15]	-0.16	[-0.21, -0.11]	0.02	[-0.03, 0.06]
POQ→NE→JP - POQ→PS→JP	Path _POQ→NE × Path _NE→JP - Path _POQ→PS × Path _PS→JP	-0.31	[-0.33, -0.29]	-0.16	[-0.20, -0.11]	-0.24	[-0.29, -0.19]
总效应
POQ→NB + POQ→NE→ NB + POQ→PS→NB	Path _POQ→NB + Path _POQ→NE × Path _NE→NB + Path _POQ→PS × Path _PS→NB	0.32	[0.30, 0.34]	0.32	[0.27, 0.37]	0.31	[0.27, 0.35]
POQ→PB + POQ→NE→ PB + POQ→PS→PB	Path _POQ→PB +Path _POQ→NE × Path _NE→PB + Path _POQ→PS × Path _PS→PB	-0.07	[-0.10, -0.03]	-0.02	[-0.08, 0.04]	-0.23	[-0.28, -0.17]
POQ→JP + POQ→NE→ JP + POQ→PS→JP	Path _POQ→JP +Path _POQ→NE × Path _NE→JP + Path _POQ→PS × Path _PS→JP	0.02	[-0.01, 0.05]	0.06	[-0.01, 0.13]	-0.05	[-0.11, 0.00]

图3模型2 (高集体主义样本) 注：***p< 0.001,*p< 0.05。

图4模型3 (低集体主义样本) 注：***p< 0.001。

图4模型3 (低集体主义样本) 注：***p< 0.001。

表4资质过剩感、个人-工作/组织匹配与相关结果变量的相关

变量	1	2	3
1. 资质过剩感
2. 个人工作匹配	(-0.44, -0.48)
3. 个人组织匹配	(-0.05, -0.06)	(0.68, 0.68)
4. 反生产行为	(0.19, 0.22)	(-0.56, -0.72)	(-0.22, -0.26)
5. 离职	(0.36, 0.40)	(-0.39, -0.39)	(-0.37, -0.37)
6. 创新	(0.04, 0.06)	(0.49, 0.63)	(0.52, 0.58)
7. 组织公民行为	(-0.10, -0.12)	(0.51, 0.60)	(0.43, 0.49)
8. 任务绩效	(0.03, 0.03)	(0.29, 0.29)	(0.20, 0.20)
9. 工作满意度	(-0.29, -0.33)	(0.60, 0.60)	(0.47, 0.47)
10. 组织承诺	(-0.29, -0.34)	(0.52, 0.52)	(0.68, 0.68)
11. 压力感	(0.22, 0.25)	(-0.23, -0.23)	(-0.22, -0.22)

表4资质过剩感、个人-工作/组织匹配与相关结果变量的相关

变量	1	2	3
1. 资质过剩感
2. 个人工作匹配	(-0.44, -0.48)
3. 个人组织匹配	(-0.05, -0.06)	(0.68, 0.68)
4. 反生产行为	(0.19, 0.22)	(-0.56, -0.72)	(-0.22, -0.26)
5. 离职	(0.36, 0.40)	(-0.39, -0.39)	(-0.37, -0.37)
6. 创新	(0.04, 0.06)	(0.49, 0.63)	(0.52, 0.58)
7. 组织公民行为	(-0.10, -0.12)	(0.51, 0.60)	(0.43, 0.49)
8. 任务绩效	(0.03, 0.03)	(0.29, 0.29)	(0.20, 0.20)
9. 工作满意度	(-0.29, -0.33)	(0.60, 0.60)	(0.47, 0.47)
10. 组织承诺	(-0.29, -0.34)	(0.52, 0.52)	(0.68, 0.68)
11. 压力感	(0.22, 0.25)	(-0.23, -0.23)	(-0.22, -0.22)

表5对态度的相对权重分析

变量	工作满意度		组织承诺		压力感
变量	W	%R	W	%R	W	%R
资质过剩感	0.06	16.10	0.09	16.10	0.05	49.11
个人-工作匹配	0.20	52.13	0.10	18.38	0.02	17.01
个人-组织匹配	0.12	31.77	0.37	65.53	0.04	33.88
R²	0.38		0.57		0.11

表5对态度的相对权重分析

变量	工作满意度		组织承诺		压力感
变量	W	%R	W	%R	W	%R
资质过剩感	0.06	16.10	0.09	16.10	0.05	49.11
个人-工作匹配	0.20	52.13	0.10	18.38	0.02	17.01
个人-组织匹配	0.12	31.77	0.37	65.53	0.04	33.88
R²	0.38		0.57		0.11

表6对绩效的相对权重分析

变量	反生产行为		离职		创新		组织公民行为		任务绩效
变量	W	%R	W	%R	W	%R	W	%R	W	%R
资质过剩感	0.05	6.91	0.13	46.09	0.07	12.84	0.02	5.44	0.02	16.12
个人-工作匹配	0.55	78.41	0.05	18.82	0.32	57.07	0.25	63.81	0.09	67.67
个人-组织匹配	0.10	14.68	0.10	35.09	0.17	30.09	0.12	30.76	0.02	16.22
R²	0.71		0.28		0.57		0.40		0.13

表6对绩效的相对权重分析

变量	反生产行为		离职		创新		组织公民行为		任务绩效
变量	W	%R	W	%R	W	%R	W	%R	W	%R
资质过剩感	0.05	6.91	0.13	46.09	0.07	12.84	0.02	5.44	0.02	16.12
个人-工作匹配	0.55	78.41	0.05	18.82	0.32	57.07	0.25	63.81	0.09	67.67
个人-组织匹配	0.10	14.68	0.10	35.09	0.17	30.09	0.12	30.76	0.02	16.22
R²	0.71		0.28		0.57		0.40		0.13

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