員工資質(zhì)過(guò)高感知的內(nèi)容結(jié)構(gòu)及其相關(guān)研究

1、河南大學(xué)碩士學(xué)位論文員工資質(zhì)過(guò)高感知的內(nèi)容結(jié)構(gòu)及其相關(guān)研究姓名：劉瑞瑞申請(qǐng)學(xué)位級(jí)別：碩士專業(yè)：應(yīng)用心理學(xué)指導(dǎo)教師：王明輝2011-05IIIABSTRACT In human resources management, perceived overqualified is a phenomenon exists in the misallocation of human resources, mainly reflected the s

2、taff perceived mismatch between their own individual characteristics and the job characteristics. This phenomenon is often seen as a social phenomenon, and will cause a series of negative effects, such as the case in und

3、er-utilization or under-employment qualifications, low to high, knowledge of waste etc. disadvantages. However, gold can not be pure, no one is perfect. If the organization’s managers can know people, make use of personn

4、el and find that those who perceive the advantages of high qualifications and put the one in the right place, then those who perceive the potential to be overqualified to play effectively that will achieve maximum benefi

5、ts on the individual and organizations. Some standard research methods such as literature review and survey investigation were used to explore the content and structure of perceived overqualified and related issues based

6、 on Chinese culture, dealt with received formal surveying valid data in the exploratory factor analysis, confirmatory factor analysis, correlation and regression analysis and other statistical methods, conclusions are as

7、 follows : Firstly, in Chinese cultural background, the employees of perceived overqualified content structure consists of two dimensions: perceived mismatch and perceived no_grow. By factor analysis, perceived overquali

8、fied questionnaire reliability and validity have reached psychometric requirements. Secondly, in the contents of employees who perceived overqualified affect the results of the performance of staff, we found that perceiv