I 摘要 伴随全球经济快速发展，国家、社会、家庭和个人都愈发重视教育，使新时 代受过高等教育的劳动力逐渐增多；专项的技能培训随之增多，具有高技术水平 的人越来越多，很多高等劳动者迫于就业压力进入次级、毫无挑战的工作岗位上 工作，导致很多劳动者不能够完全发挥自己的才能。此外还有很多在企业中具有 丰富的工作经验和较长工作年限的员工们，他们在企业中都是重要的力量，当他 们感知到自己具备的工作经验、技术能力或者是知识水平等方面超出了当前所处 的工作岗位的需求时，人岗不匹配的感觉很有可能会随之产生，这种人岗不匹配 的感觉就是资质过度感知。员工一旦产生了这种想法之后，就会带来许多消极的 心理，甚至会产生离职的想法。这会阻碍员工在企业中更好的成长，同时也大大 增加了公司的人力资源管理成本。组织应该如何留住员工，最大程度地发挥高资 质员工的优势，促进企业长久良性发展，是非常重要的现实问题。 公司要想体现自身的核心竞争力，高资质人才已经成为了最重要和最重要的 因素。毋庸置疑，公司壮大的重要部分就在于对高资质人才的吸引、争夺、管理 和分配上。但是，各项数据反映了我国企业都面临着离职率的问题，员工的离职 导致企业产生了大量无形成本的流失。郑州市 Z 公司员工大多数是技术型人员， 同样面临着员工资质过度感知引起的离职问题，这给公司的领导者们带来了极大 的困扰，大大增加了公司的人力资源管理成本。 Z 公司处在这样的社会背景下，同样出现基层员工资质过度感的情况，依据 Z 公司现实存在的问题，本研究通过文献综述对资质过度感知、归属感、归属需 要以及离职倾向的概念内涵和相关研究进行了阐释和整理。构建了四者之间关系 模型。通过采用问卷调查的方法，以 Z 公司的基层职工为研究的对象。最终成 功回收了 262 份有效问卷。运用 spss 分析软件进行了基层员工的描述性统计分 析，所使用量表的信效度分析，回归分析与交互效应分析来验证本研究的理论假 设与研究模型。摘要 II 通过数据收集与分析结果得出：（1）Z 公司基层员工的资质过度感会正向 影响他们的离职倾向。即员工的资质过度感知程度越高对应他们的离职倾向就越 强；（2）Z 公司基层资质过度感知高的员工在有高归属感的时候并不一定会降 低离职倾向（3）Z 公司基层员工资质过度感知、归属感和归属需求存在三阶交 互效应。即当基层员工具有高单位归属需要和高的归属感时，资质过度感知对员 工离职倾向的正向影响最弱。分析结果对郑州市 Z 公司留住高资质人才起到了 一定的借鉴和指导作用。 因此，加强职工与企业之间的情感纽带，满足职工的单位归属需要，提升员 工对企业的归属感能够缓冲和补偿他们因资质过度感知而产生的消极心理，降低 这类职工的离职倾向。为郑州市 Z 公司面对人才流失和如何使高资质职工最大 限度发挥自己的才能等问题上给出切实有效的建议和启发。 关键词：资质过度感知；离职倾向；归属需要；归属感Abstract III Abstract With the rapid development of the global economy, countries, society, families and individuals pay more and more attention to education, which makes the labor force with higher education in the new era increase gradually. With the increase of special skill training, there are more and more people with high-tech level. Many higher workers are forced to enter the secondary and non challenging jobs under the pressure of employment, leading to many workers unable to work Give full play to your talents. In addition, there are a lot of employees with rich working experience and long working years in the enterprise. They are all important forces in the enterprise. When they feel that their work experience, technical ability or knowledge level exceeds the requirements of the current job, the feeling of mismatch between personnel and posts is likely to occur, and this kind of person post mismatch is likely to occur The feeling of matching is the over perception of qualification. Once employees have this idea, it will bring a lot of negative psychology, even the idea of leaving. This will hinder the better growth of employees in the enterprise, but also greatly increase the cost of human resource management. How to retain employees, maximize the advantages of highly qualified employees and promote the long-term and healthy development of enterprises is a very important practical problem. If the company wants to reflect its core competitiveness, high-quality talents have become the most important and important factor. Undoubtedly, the important part of the company's growth lies in the attraction, competition, management and distribution of high-quality talents. However, the data reflect that Chinese enterprises are facing the problem of turnover rate, and the turnover of employees leads to the loss of a large number of intangible costs. Most of the employees of Z Company in Zhengzhou are technical personnel, and they are also faced with the problem of turnover caused by excessive perception of employees' qualifications, which brings great trouble to the leaders of the company and greatly increases the cost of humanAbstract IV resource management of the company. Z company is in such a social background, the same situation of grass-roots employees' excessive sense of qualification. According to the practical problems of Z company, this study explains and sorts out the concept connotation and related research of excessive perception of qualification, sense of belonging, need of belonging and turnover intention through literature review. The relationship model between the four is constructed. By using the method of questionnaire survey, this paper takes the grass-roots workers of Z Company as the research object. Finally, 262 valid questionnaires were collected successfully. SPSS software was used to analyze the descriptive statistics of grass-roots employees. The reliability and validity of the scale, regression analysis and interaction effect analysis were used to verify the theoretical hypothesis and research model of this study. The results of data collection and analysis show that: (1) the overqualification of employees in Z company will positively affect their turnover intention. That is to say, the higher the degree of employees' over perception of qualification, the stronger their turnover intention will be; (2) the employees with high level of grassroots qualification in Z company will not necessarily reduce their turnover intention when they have a high sense of belonging. (3) there are three-order interaction effects among the overperception of qualification, sense of belonging and belonging demand of Z company's grass-roots employees. That is to say, when grass-roots employees have a high need for unit belonging and a high sense of belonging, the positive impact of over perception of qualification on employee turnover intention is the weakest. The analysis results have a certain reference and guidance for Zhengzhou Z company to retain high-quality talents. Therefore, strengthening the emotional ties between employees and enterprises, meeting the needs of employees' belonging to the enterprise, and enhancing the sense of belonging of employees to the enterprise can buffer and compensate their negative psychology caused by excessive perception of qualifications, and reduce the turnover intention of such employees. For Zhengzhou Z Company in the face of brain drain and how to make the best use of their talents and other issues to give practical andAbstract V effective suggestions and inspiration. Key Words: Over perception of qualification; turnover intention; need of belonging; sense of belonging目录 VI 目 录 摘要............... I Abstract.........III 第一章 绪论...1 第一节 选题背景......... 1 第二节 研究目的与意义............................ 2 一、研究目的.2 二、研究意义.2 第三节 研究内容......... 3 第四节 研究方法与技术路线.................... 4 一、研究方法.4 二、技术路线.5 第五节 创新点............. 5 第二章 文献综述......................... 7 第一节 资质过度感知. 7 一、资质过度感知的相关概念....7 二、资质过度感知的影响因素....8 三、资质过度感知的影响结果....9 第二节 离职倾向....... 13 一、离职倾向的概念..................13 二、离职倾向的影响因素..........14 第三节 归属感........... 14 一、归属感的概念与理论..........15 二、归属感的影响因素..............16 三、归属感的作用......................17 第四节 归属需要....... 18 一、归属需要的概念与理论......18 二、归属需要的取向..................20目录 VII 第三章 研究设计与方法...........22 第一节 假设推理....... 22 一、Z 公司基层员工资质过度感