ISSN 1671-3710
CN 11-4766/R

Advances in Psychological Science ›› 2018, Vol. 26 ›› Issue (12): 2101-2112.doi: 10.3724/SP.J.1042.2018.02101

• Conceptual Framework • Previous Articles     Next Articles

The dynamic evolution and influence mechanism of newcomers’ overqualification: Organizational socialization perspective

CHU Fulei1(), WANG Rui2, GAO Zhonghua1   

  1. 1. College of Business Administration, Capital University of Economics and Business, Beijing 100070, China
    2. Department of Economic Management, Tangshan Normal University, Tangshan 063020, China
  • Received:2018-01-12 Online:2018-12-15 Published:2018-10-30
  • Contact: Fulei CHU


Overqualification of newcomers’, so-called “unrecognized talents” or “a great talent gone to waste”, has became more and more common. Newcomers’ overqualification is prone to produce low satisfaction, counterproductive work and withdrawal behaviors. However, overqualification is a “double-edged sword”, with a question on perspective on how to use newcomers’ redundant qualification to serve the organization, has became the key issue to the management. Therefore, this study will explore the dynamic evolution and influence mechanism of newcomers’ overqualification under organizational socialization perspective. First of all, we will define the local overqualification through qualitative method, and develop the scale and test reliability according to the normative methods. Secondly, this study will construct the dynamic evolutionary model of overqualification, and we will use polynomial regression with response surface analysis to analyze how newcomers’ overqualification can change dynamically with the perception of leader’s and colleagues’ overqualification during organizational socialization. Thirdly, this study will establish the mechanism model, analyze the effects of newcomers’ overqualification on organizational citizenship behavior and active behavior in the interaction process of newcomers with their leaders and colleagues.

Key words: overqualification, newcomers, organizational socialization, LMX, TMX

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