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5650伴随着教育事业的不断发展和就业机会的越发紧张，员工资质过剩所体现出来的“大材小用”已经成为一种较为常见的现象，也成为近年来人力资源管理研究的一个热点。一般而言，资质过剩会造成个体有意减少工作投入的工作脱离行为，本文通过引入工作意义的中介作用以及自主定向的调节效应，首次从个体内在自我决定的角度揭示了其中的影响机制及边界条件。基于对来自武汉和长沙等地的443份企业员工样本的实证分析，本文认为自主定向高的个体更会依据自己内心的想法行事，其行为不太容易受外界影响，对于他们来说，资质过剩会经由个体的工作意义感知而对工作脱离产生更强的影响；而自主定向低的个体更容易受到绩效奖惩、任务期限等外在条件的影响，其资质过剩经由个体的工作意义感知而对工作脱离的影响会被削弱。文章以自我决定理论为视角，丰富了资质过剩领域的研究，同时，强调个体的工作意义感以及自主定向的分类激励，也为企业对资质过剩员工的管理提供了一定的启示。
“大材小用”的员工缘何不作为？——基于自我决定理论的视角
摘要
参考文献
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引用本文
李伟, 梅继霞, 周纯. “大材小用”的员工缘何不作为？——基于自我决定理论的视角[J]. 外国经济与管理, 2020, 42(10): 76-90.
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