| Summary: | 碩士 === 國立中山大學 === 人力資源管理研究所 === 103 === As the number of professionals with higher education increases, the corresponding job openings in the labor market do not. With the limited opportunities for professionals to develop their talents and skills in their chosen fields, come consequences, consequences such as perceived overqualification and negative effects. Perceived overqualification for the labor market has been the focus of attention in the academic work for the past few years. This paper uses the Person-Environment Fit Theory and the Organizational Justice Theory to integrate the variables of personality traits and attitudes to help explain the formation of perceived overqualification. Furthermore, the A Dual Process Theory explains the effects and mediating processes by integrating the analytic processes and experiential processes.
Research collected from 271 paired questionnaires, at different periods and used structural equation modeling to conduct the hypothesis testing. The result of the antecedents shows that person-organization fit reduces perceived overqualification, while proactive personality and justice sensitivity enhances perceived overqualification. On the other side, the result of the consequences and mediating processes shows that turnover intention mediates the relationship between perceived overqualification and job mobility by cognitive processes. Furthermore, negative mood mediates the relationship between perceived overqualification and counterproductive work behavior by emotion processes.
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