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研究生： 石南康
Sirisack, Ananthakan
論文名稱： 知覺屈就與工作投入：檢驗工作形塑與負面工作省思的中介作用，以及生涯自我效能的調節效果
Perceived overqualification and work engagement: examining the mediating role of job crafting and negative work reflection and the moderating role of career self-efficacy
指導教授： 史習安
Shih, Hsi-An
學位類別： 碩士
Master
系所名稱： 管理學院 - 國際企業研究所
Institute of International Business
論文出版年： 2023
畢業學年度： 111
語文別： 英文
論文頁數： 70
中文關鍵詞： 知覺過高資歷 、工作形塑 、負面工作反思 、生涯自我效能 、工作敬業
外文關鍵詞： perceived overqualification, job crafting, negative work reflection, career self-efficacy, work engagement
相關次數： 點閱：138  下載：34 
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    • 知覺過高資歷會對企業產生負面和正面的影響。為了瞭解知覺過高資歷的員工如何增強或影響工作敬業度，故有必要深入探討其中介機制和邊界效應。在本篇研究中，探討工作形塑和負面工作反思對員工知覺過高資歷的影響。此外，本研究也將調查生涯自我效能的潛在調節效應，因為其有可能增強知覺過高資歷與工作形塑之間的關係，並減弱知覺過高資歷與負面工作反思之間的關係。支持本研究框架的理論是使用工作要求資源理論。
    為了進行本研究，本研究收集寮國與泰國不同行業(包含銀行業)共計247個樣本，並使用SPSS 28版本進行假設檢驗。本篇研究結果並未表明知覺過高資歷員工在工作形塑和工作敬業度間的差異，但卻有助於彌合負面工作反思與工作敬業之間的差距。本篇研究在某些方面上為未來的研究提供了潛在的方向。本篇研究之成果對所有行業都具有相關性，特別是自不同行業在招聘與選擇知覺過高資歷員工的背景下。。

    The phenomenon of perceived overqualification can have both positive and negative impacts on organizations, highlighting the need to delve into the underlying mechanisms and boundary effects to better comprehend how and when overqualified employees can enhance or affect work engagement. This study proposes an exploration of the role of job crafting and negative work reflection in influencing the level of overqualification experienced by employees. Additionally, it investigates the potential moderating effect of career self-efficacy, which could strengthen the relationship between perceived overqualification and job crafting while weakening the relationship between perceived overqualification and negative work reflection. The theoretical framework guiding this investigation is the Job Demands-Resources Theory.
    To conduct this study, a total of 247 samples were collected from diverse industries in Laos and Thailand, including the banking sector. The hypotheses were subsequently tested using SPSS version 28. Although my research did not directly address the gap between job crafting and work engagement in overqualified employees, it did contribute to bridging the gap between negative work reflection and work engagement. Certain aspects of this thesis shed light on potential avenues for future research. Furthermore, the findings hold relevance for various domains, particularly in the context of recruiting overqualified candidates from different industries and ensuring appropriate selection processes.

    Abstract I Acknowledgments II Table of Contents III List of Tables V CHAPTER ONE 1 INTRODUCTION 1 1.1 Research background and motivation 1 1.2 Research Questions 4 1.3 Research structure 4 CHAPTER TWO 6 LITERATURE REVIEW 6 2.1 Perceived overqualification 6 2.1.1 Perceived overqualification and Job crafting 6 2.1.2 Job crafting and work engagement 8 2.1.3 Perceived overqualification and negative work reflection 10 2.1.4 Negative work reflection and work engagement 11 2.1.5 Career self-vacancy as a moderating 14 CHAPTER THREE 17 RESEARCH DESIGN AND METHODOLOGY 17 3.1 Research framework 17 3.2 Research Hypotheses 18 3.3 Measurement and questionnaire design 19 3.3.1 Perceived overqualification 19 3.3.2 Job crafting 20 3.3.3 Negative work reflection 21 3.3.4 Work engagement 22 3.3.5 Career self-efficacy 22 3.3.6 Control variables 23 3.4 Strategy of analysis 23 3.4.1 Descriptive statistics analysis 25 3.4.2 Reliability analysis 25 3.4.3 Confirmatory factor analysis (CFA) and validity 26 3.4.4 Common method variance (CMV) and T-test 27 3.4.5 Pearson correlation coefficient 27 3.4.6 Hypothesis testing 28 CHAPTER FOUR 29 RESEARCH RESULTS 29 4.1 Descriptive Analysis 29 4.2 Reliability Analysis 31 4.2.1 Perceived overqualification 31 4.2.2 Job crafting 32 4.2.3 Negative work reflection 32 4.2.4 Work engagement 33 4.2.5 Career self-efficacy 33 4.3 Confirmatory factor analysis 34 4.3.1 Perceived overqualification 34 4.3.2 Job crafting 34 4.3.3 Negative work reflection 35 4.3.4 Work engagement 35 4.3.5 Career self-efficacy 36 4.3.6 CFA2 model fit 36 4.3.7 Alternative models 37 4.4. Non-response Bias (T-Test) 38 4.5 Common Method Variance (CMV) 38 4.6 Pearson Correlation Coefficient 39 4.7 Hypotheses Testing 42 4.7.1 Linear Regression Analysis 43 4.7.2 Moderation effects of career self-efficacy 48 4.7.3 Serial mediation effects 50 CHAPTER FIVE 52 CONCLUSIONS AND SUGGESTIONS 52 5.1 Summary of research results 52 5.2 Theoretical implications and contributions 54 5.3 Practical implications 57 5.4 Limitations and future researches 59 Reference 62 APPENDICES 65

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