跳到主要內容

臺灣博碩士論文加值系統

(18.97.9.172) 您好!臺灣時間:2024/12/07 03:13
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

我願授權國圖
: 
twitterline
研究生:李雅筑
研究生(外文):Ya-Chu Lee
論文名稱:心理契約違背、知識隱藏與主動工作行為之研究:基於領導部屬交換關係及知覺高才低就的雙調節式中介模型
論文名稱(外文):Study of Psychological Contract Violation, Knowledge Hiding and Proactive Work Behavior: A Double-Moderated Mediation Model of Leader-Member Exchange and Perceived Overeducated
指導教授:陳以亨陳以亨引用關係
指導教授(外文):Chen, I-Heng
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2024
畢業學年度:112
語文別:中文
論文頁數:147
中文關鍵詞:心理契約違背主動工作行為知識隱藏領導部屬交換關係知覺高才低就
外文關鍵詞:Psychological contract violationProactive work behaviorKnowledge hidingLeader-member exchange (LMX)Perceived Overeducated
相關次數:
  • 被引用被引用:0
  • 點閱點閱:2
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:0
本研究基於社會交換理論,探討員工感知心理契約違背與主動工作行為之關係。在此基礎上,提出一個包含調節效果的中介模型,以分析知識隱藏的中介作用及領導部屬交換關係和知覺高才低就的雙調節式效果。本研究對象為臺灣地區全職工作者,採用三階段線上問卷進行調查,每階段間隔兩週,共回收621份有效問卷。透過結構方程模型檢驗中介效果與調節式中介效果並進行假設驗證。結構方程模型的研究結果表明:(1) 心理契約違背與主動工作行為具有顯著負向關係;(2) 心理契約違背與知識隱藏具有顯著正向關係;(3) 知識隱藏與主動工作行為具有顯著負向關係;(4) 知識隱藏會部分中介心理契約違背與主動工作行為間之關係;(5) 領導部屬交換關係調節心理契約違背對知識隱藏的影響;(6) 知覺高才低就調節心理契約違背對知識隱藏的影響;(7) 領導部屬交換關係及知覺高才低就調節知識隱藏在心理契約違背及主動工作行為之間的間接效果,亦即領導部屬交換關係及知覺高才低就的雙調節式中介效果是成立的。最後依據上述研究結果,進一步提出實務管理意涵及未來研究建議。
Based on social exchange theory, this study investigates the relationship between employees’ perceived contract violation and their proactive work behavior. On this basis, a moderated mediation model is proposed to analyze the mediating role of knowledge hiding and the dual moderation effects of leader-member exchange (LMX) and perceived overqualification. Focusing on full-time workers in Taiwan, this study employed a three-wave online survey with a two-week interval between each wave, resulting in a total of 621 valid questionnaires. Utilizing structural equation modeling (SEM), the study tested the mediation and moderated mediation effects, followed by an examination of the hypotheses. Results from SEM show that (1) psychological contract violation has a significant negative impact on proactive work behavior, (2) psychological contract violation has a significant positive impact on knowledge hiding, (3) knowledge hiding has a significant negative impact on proactive work behavior, (4) knowledge hiding partially mediates the relationship between psychological contract violation and proactive work behavior, (5) LMX moderates the effects of psychological contract violation on knowledge hiding, (6) perceived overeducated moderates the effects of psychological contract violation on knowledge hiding, and (7) LMX and perceived overqualification moderate the indirect effect of knowledge hiding between psychological contract violation and proactive work behavior. This indicates the presence of a double-moderated mediation effect involving the LMX and perceived overqualification. Based on the above results, further suggestions for practical implications and as well as future research, are provided.
論文審定書 i
摘 要 ii
Abstract iii
目 錄 iv
圖 次 vi
表 次 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第二章 文獻回顧與研究假設 6
第一節 社會交換理論 6
第二節 心理契約違背 8
第三節 主動工作行為 12
第四節 心理契約違背與主動工作行為的關係 14
第五節 知識隱藏 16
第六節 領導部屬交換關係及知覺高才低就的調節效果 24
第三章 研究方法 32
第一節 研究架構 32
第二節 研究設計 33
第三節 預試問卷分析 38
第四節 研究工具 44
第五節 資料分析方法 53
第四章 研究結果 54
第一節 樣本描述性統計 54
第二節 哈門氏單因子分析及驗證性因素分析 56
第三節 差異分析、敘述統計及相關分析 58
第四節 假設檢定 78
第五章 討論與建議 87
第一節 研究摘述 87
第二節 研究貢獻及討論 90
第三節 管理意涵 94
第四節 研究限制與建議 96
參考文獻 98
第一節 中文文獻 98
第二節 英文文獻 99
附 錄 120
附錄一 專家效度問卷 120
附錄二 預試問卷 127
附錄三 正試問卷 131
一、中文文獻
李俊賢、許惠媚、黃芳銘(2013)。知覺屈就(高才低就, 才非所用)與轉職行為之研究。人力資源管理學報,13(2),45-72。https://doi.org/10.6147/JHRM.2013.1302.03
彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異:問題本質、影響、測試和補救。管理學報,23(1),77-98。https://doi.org/10.6504%2fJOM.2006.23.01.05

二、英文文獻
Adams, J. S. (1965). Inequity in social exchange. Advances in Experimental Social Psychology, 2(4), 267-299.
Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. sage.
Allan, B. A., Sterling, H. M., Kim, T., Joy, E. E., & Kahng, D. S. (2024). Perceived overqualification among therapists: an experimental study. Journal of Career Assessment, 32(1), 142-153.https://doi.org/10.1177/10690727231185173
Allen, T. D., & Rush, M. C. (1998). The effects of organizational citizenship behavior on performance judgments: A field study and a laboratory experiment. Journal of Applied Psychology, 83(2), 247-260.https://doi.org/10.1037/0021-9010.83.2.247
Anand, A., Centobelli, P., & Cerchione, R. (2020). Why should I share knowledge with others? A review-based framework on events leading to knowledge hiding. Journal of Organizational Change Management, 33(2), 379-399. https://doi.org/10.1108/jocm-06-2019-0174
Anderson, N., & Schalk, R. (1998). The psychological contract in retrospect and prospect. Journal of organizational behavior, 19, 637-647. https://doi.org/10.1002/(sici)1099-1379(1998)19:1+<637::Aid-job986>3.0.Co;2-h
Anseel, F., Beatty, A. S., Shen, W., Lievens, F., & Sackett, P. R. (2015). How Are We Doing After 30 Years? A Meta-Analytic Review of the Antecedents and Outcomes of Feedback-Seeking Behavior. Journal of Management, 41(1), 318-348. https://doi.org/10.1177/0149206313484521
Argyris, C. (1960). Understanding organizational behavior. Dorsey.
Aryee, S., & Chen, Z. X. (2006). Leader-member exchange in a Chinese context: Antecedents, the mediating role of psychological empowerment and outcomes. Journal of Business Research, 59(7), 793-801.https://doi.org/10.1016/j.jbusres.2005.03.003
Bal, P. M., Chiaburu, D. S., & Diaz, I. (2011). Does Psychological Contract Breach Decrease Proactive Behaviors? The Moderating Effect of Emotion Regulation . Group & Organization Management, 36(6), 722-758.https://doi.org/10.1177/1059601111423532
Bal, P. M., De Lange, A. H., Jansen, P. G. W., & Van der Velde, M. E. G. (2008). Psychological contract breach and job attitudes: A meta-analysis of age as a moderator . Journal of Vocational Behavior, 72(1), 143-158.https://doi.org/10.1016/j.jvb.2007.10.005
Bari, M. W., Ghaffar, M., & Ahmad, B. (2020). Knowledge-hiding behaviors and employees'' silence: mediating role of psychological contract breach . Journal of Knowledge Management, 24(9), 2171-2194.https://doi.org/10.1108/jkm-02-2020-0149
Bartol, K. M., Liu, W., Zeng, X. Q., & Wu, K. L. (2009). Social exchange and knowledge sharing among knowledge workers: The moderating role of perceived job security. Management and Organization Review, 5(2), 223-240. https://doi.org/10.1111/j.1740-8784.2009.00146.x
Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods . Journal of Applied Psychology, 92(3), 707-721. https://doi.org/10.1037/0021-9010.92.3.707
Bauer, T. N., Perrot, S., Liden, R. C., & Erdogan, B. (2019). Understanding the consequences of newcomer proactive behaviors: The moderating contextual role of servant leadership . Journal of Vocational Behavior, 112, 356-368. https://doi.org/10.1016/j.jvb.2019.05.001
Belschak, F. D., & Den Hartog, D. N. (2010). Pro-self, prosocial, and pro-organizational foci of proactive behaviour: Differential antecedents and consequences . Journal of Occupational and Organizational Psychology, 83(2), 475-498. https://doi.org/10.1348/096317909x439208
Blau, P. (1964). Exchange and power in social life. Routledge.https://doi.org/10.4324/9780203792643-4
Bock, G. W., Zmud, R. W., Kim, Y. G., & Lee, J. N. (2005). Behavioral intention formation in knowledge sharing: Examining the roles of extrinsic motivators, social-psychological forces, and organizational climate . Mis Quarterly, 29(1), 87-111. https://doi.org/10.2307/25148669
Bogilovic, S., Cerne, M., & Skerlavaj, M. (2017). Hiding behind a mask? Cultural intelligence, knowledge hiding, and individual and team creativity. European Journal of Work and Organizational Psychology, 26(5), 710-723.https://doi.org/10.1080/1359432x.2017.1337747
Bohlmann, C., & Zacher, H. (2021). Making things happen (un) expectedly: interactive effects of age, gender, and motives on evaluations of proactive behavior. Journal of Business and Psychology, 36(4), 609-631.https://doi.org/10.1007/s10869-020-09691-7
Bolino, M. C., & Feldman, D. C. (2000). The antecedents and consequences of underemployment among expatriates . Journal of organizational behavior, 21(8), 889-911. https://doi.org/10.1002/1099-1379(200012)21:8<889::Aid-job60>3.3.Co;2-7
Bordia, P., Restubog, S. L. D., & Tang, R. L. (2008). When employees strike back: Investigating mediating mechanisms between psychological contract breach and workplace deviance . Journal of Applied Psychology, 93(5), 1104-1117. https://doi.org/10.1037/0021-9010.93.5.1104
Brockner, J., Tyler, T. R., & Cooperschneider, R. (1992). The influence of prior commitment to an institution on reactions to perceived unfairness: The higher they are, the harder they fall . Administrative science quarterly, 37(2), 241-261. https://doi.org/10.2307/2393223
Burris, V. (1983). The social and political consequences of overeducation . American Sociological Review, 48(4), 454-467.https://doi.org/10.2307/2117714
Carless, S. A. (2005). Person–job fit versus person–organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78(3), 411-429. https://doi.org/10.1348/096317905X25995
Cerne, M., Hernaus, T., Dysvik, A., & Skerlavaj, M. (2017). The role of multilevel synergistic interplay among team mastery climate, knowledge hiding, and job characteristics in stimulating innovative work behavior . Human Resource Management Journal, 27(2), 281-299.https://doi.org/10.1111/1748-8583.12132
Cerne, M., Nerstad, C. G. L., Dysvik, A., & Skerlavaj, M. (2014). What goes around comes around: knowledge hiding, perceived motivational climate, and creativity . Academy of management Journal, 57(1), 172-192.https://doi.org/10.5465/amj.2012.0122
Chiu, S. F., & Peng, J. C. (2008). The relationship between psychological contract breach and employee deviance: The moderating role of hostile attributional style . Journal of Vocational Behavior, 73(3), 426-433.https://doi.org/10.1016/j.jvb.2008.08.006
Coffman, D. L., & MacCallum, R. C. (2005). Using parcels to convert path analysis models into latent variable models . Multivariate Behavioral Research, 40(2), 235-259. https://doi.org/10.1207/s15327906mbr4002_4
Cohen, J. (1992). A power primer . Psychological Bulletin, 112(1), 155-159.https://doi.org/10.1037/0033-2909.112.1.155
Colquitt, J. A., Scott, B. A., Judge, T. A., & Shaw, J. C. (2006). Justice and personality: Using integrative theories to derive moderators of justice effects . Organizational Behavior and Human Decision Processes, 100(1), 110-127. https://doi.org/10.1016/j.obhdp.2005.09.001
Connelly, C. E., Cerne, M., Dysvik, A., & Skerlavaj, M. (2019). Understanding knowledge hiding in organizations . Journal of organizational behavior, 40(7), 779-782. https://doi.org/10.1002/job.2407
Connelly, C. E., & Kevin Kelloway, E. (2003). Predictors of employees’ perceptions of knowledge sharing cultures. Leadership & Organization Development Journal, 24(5), 294-301.https://doi.org/10.1108/01437730310485815
Connelly, C. E., & Zweig, D. (2015). How perpetrators and targets construe knowledge hiding in organizations . European Journal of Work and Organizational Psychology, 24(3), 479-489.https://doi.org/10.1080/1359432x.2014.931325
Connelly, C. E., Zweig, D., Webster, J., & Trougakos, J. P. (2012). Knowledge hiding in organizations . Journal of organizational behavior, 33(1), 64-88.https://doi.org/10.1002/job.737
Conway, N., & Briner, R. B. (2005). Understanding psychological contracts at work: A critical evaluation of theory and research. Oxford University Press, USA. https://doi.org/10.1093/acprof:oso/9780199280643.003.0004
Crant, J. M. (2000). Proactive behavior in organizations . Journal of Management, 26(3), 435-462. https://doi.org/10.1177/014920630002600303
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review . Journal of Management, 31(6), 874-900.https://doi.org/10.1177/0149206305279602
Davenport, T. H., & Prusak, L. (1998). Working knowledge: How organizations manage what they know. Harvard Business Press.
De Vos, A., Buyens, D., & Schalk, R. (2003). Psychological contract development during organizational socialization: adaptation to reality and the role of reciprocity . Journal of organizational behavior, 24, 537-559.https://doi.org/10.1002/job.205
Deery, S. J., Iverson, R. D., & Walsh, J. T. (2006). Toward a better understanding of psychological contract breach: A study of customer service employees . Journal of Applied Psychology, 91(1), 166-175.https://doi.org/10.1037/0021-9010.91.1.166
Delobbe, N., Cooper-Thomas, H. D., & De Hoe, R. (2016). A new look at the psychological contract during organizational socialization: The role of newcomers'' obligations at entry . Journal of organizational behavior, 37(6), 845-867. https://doi.org/10.1002/job.2078
Deng, H., Guan, Y. J., Wu, C. H., Erdogan, B., Bauer, T., & Yao, X. (2018). A relational model of perceived overqualification: The moderating role of interpersonal influence on social acceptance . Journal of Management, 44(8), 3288-3310. https://doi.org/10.1177/0149206316668237
Dobre, O.-I. (2013). Employee motivation and organizational performance. Review of applied socio-economic research, 5(1).
Dulac, T., Coyle-Shapiro, J. A., Henderson, D. J., & Wayne, S. J. (2008). Not all responses to breach are the same: The interconnection of social exchange and psychological contract processes in organizations. Academy of management Journal, 51(6), 1079-1098.https://doi.org/10.5465/amj.2008.35732596
Ellemers, N., De Gilder, D., & Haslam, S. A. (2004). Motivating individuals and groups at work: A social identity perspective on leadership and group performance . Academy of Management Review, 29(3), 459-478.https://doi.org/10.2307/20159054
Epitropaki, O., & Martin, R. (2005). From ideal to real: A longitudinal study of the role of implicit leadership theories on leader-member exchanges and employee outcomes . Journal of Applied Psychology, 90(4), 659-676.https://doi.org/10.1037/0021-9010.90.4.659
Erdogan, B., & Bauer, T. N. (2009). Perceived overqualification and its outcomes: The moderating role of empowerment . Journal of Applied Psychology, 94(2), 557-565. https://doi.org/10.1037/a0013528
Erdogan, B., & Bauer, T. N. (2021). Overqualification at work: A review and synthesis of the literature. In F. P. Morgeson (Ed.), Annual Review of Organizational Psychology and Organizational Behavior, Vol 8 (Vol. 8, pp. 259-283). Annual Reviews. https://doi.org/10.1146/annurev-orgpsych-012420-055831
Erdogan, B., Bauer, T. N., Peiro, J. M., & Truxillo, D. M. (2011). Overqualified employees: Making the best of a potentially bad situation for individuals and organizations . Industrial and Organizational Psychology-Perspectives on Science and Practice, 4(2), 215-232. https://doi.org/10.1111/j.1754-9434.2011.01330.x
Erdogan, B., Karaeminogullari, A., Bauer, T. N., & Ellis, A. M. (2020). Perceived overqualification at work: Implications for extra-role behaviors and advice network centrality . Journal of Management, 46(4), 583-606.https://doi.org/10.1177/0149206318804331
Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success: The compensatory roles of leader-member exchange and perceived organizational support . Personnel Psychology, 57(2), 305-332. https://doi.org/10.1111/j.1744-6570.2004.tb02493.x
Erdogan, B., Tomás, I., Valls, V., & Gracia, F. J. (2018). Perceived overqualification, relative deprivation, and person centric outcomes: The moderating role of career centrality . Journal of Vocational Behavior, 107, 233-245. https://doi.org/10.1016/j.jvb.2018.05.003
Feldman, D. C. (1996). The nature, antecedents and consequences of underemployment . Journal of Management, 22(3), 385-407.https://doi.org/10.1016/s0149-2063(96)90030-6
Fine, S. (2007). Overqualification and selection in leadership training. Journal of Leadership & Organizational Studies, 14(1), 61-68.https://doi.org/10.1177/1071791907304291
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50. https://doi.org/10.2307/3151312
Frese, M., & Fay, D. (2001). Personal initiative: An active performance concept for work in the 21st century. In B. M. Staw & R. I. Sutton (Eds.), Research in Organizational Behavior, Vol 23 (Vol. 23, pp. 133-187). Jai-Elsevier Sci Bv. https://doi.org/10.1016/s0191-3085(01)23005-6
Fuller, B., & Marler, L. E. (2009). Change driven by nature: A meta-analytic review of the proactive personality literature . Journal of Vocational Behavior, 75(3), 329-345. https://doi.org/10.1016/j.jvb.2009.05.008
Fuller, J. B., Marler, L. E., & Hester, K. (2006). Promoting felt responsibility for constructive change and proactive behavior: Exploring aspects of an elaborated model of work design . Journal of organizational behavior, 27(8), 1089-1120. https://doi.org/10.1002/job.408
Ghobadi, S. (2015). What drives knowledge sharing in software development teams: A literature review and classification framework . Information & Management, 52(1), 82-97.https://doi.org/10.1016/j.im.2014.10.008
The Globe and Mail. (2006). The weekly web poll.https://www.theglobeandmail.com/report-on-business/the-weekly-web-poll/article18162712/
Gong, Y. P., Kim, T. Y., Lee, D. R., & Zhu, J. (2013). A multilevel model of team goal orientation, information exchange, and creativity . Academy of management Journal, 56(3), 827-851.https://doi.org/10.5465/amj.2011.0177
Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing . Research in Organizational Behavior, 9, 175-208.
Graen, G. B., & Uhlbien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective . Leadership Quarterly, 6(2), 219-247. https://doi.org/10.1016/1048-9843(95)90036-5
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. In A. P. Brief & B. M. Staw (Eds.), Research in Organizational Behavior, Vol 28: An Annual Series of Analytical Essays and Critical Reviews (Vol. 28, pp. 3-34). Emerald Group Publishing Ltd.https://doi.org/10.1016/j.riob.2008.04.002
Grant, A. M., & Parker, S. K. (2009). Redesigning work design theories: the rise of relational and proactive perspectives . Academy of Management Annals, 3, 317-375. https://doi.org/10.1080/19416520903047327
Greenberg, J. (1987). A taxonomy of organizational justice theories . Academy of Management Review, 12(1), 9-22.https://doi.org/10.2307/257990
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow . Journal of Management, 16(2), 399-432.https://doi.org/10.1177/014920639001600208
Griffin, M. A., Neal, A., & Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts . Academy of management Journal, 50(2), 327-347.https://doi.org/10.5465/amj.2007.24634438
Gruman, J. A., Saks, A. M., & Zweig, D. I. (2006). Organizational socialization tactics and newcomer proactive behaviors: An integrative study . Journal of Vocational Behavior, 69(1), 90-104.https://doi.org/10.1016/j.jvb.2006.03.001
Guest, D. E. (1998). Is the psychological contract worth taking seriously? Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 19(S1), 649-664. https://doi.org/10.1002/(SICI)1099-1379(1998)19:1+<649::AID-JOB970>3.0.CO;2-T
Guilford, J. P. (1950). Fundamental statistics in psychology and education.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis 6th edition. Pearson Prentice Hall. New Jersey. humans: Critique and reformulation. Journal of Abnormal Psychology, 87, 49-74.
Harari, M. B., Manapragada, A., & Viswesvaran, C. (2017). Who thinks they''re a big fish in a small pond and why does it matter? A meta-analysis of perceived overqualification . Journal of Vocational Behavior, 102, 28-47.https://doi.org/10.1016/j.jvb.2017.06.002
Harris, K. J., & Kacmar, K. M. (2006). Too much of a good thing: The curvilinear effect of leader-member exchange on stress . Journal of Social Psychology, 146(1), 65-84. https://doi.org/10.3200/socp.146.1.65-84
He, P. X., Jiang, C. L., Xu, Z. X., & Shen, C. A. (2021). Knowledge Hiding: Current Research Status and Future Research Directions . Frontiers in Psychology, 12, 19, Article 748237.https://doi.org/10.3389/fpsyg.2021.748237
Henderson, D. J., Wayne, S. J., Shore, L. A., Bormmer, W. H., & Tetrick, L. E. (2008). Leader-Member Exchange, Differentiation, and Psychological Contract Fulfillment: A Multilevel Examination . Journal of Applied Psychology, 93(6), 1208-1219. https://doi.org/10.1037/a0012678
Hofstede, G. (2001). Culture''s consequences: Comparing values, behaviors, institutions and organizations across nations. Sage publications.
Homans, G. C. (1958). Social behavior as exchange. American journal of sociology, 63(6), 597-606. https://doi.org/10.1086/222355
Hong, Y., Liao, H., Raub, S., & Han, J. H. (2016). What it takes to get proactive: An integrative multilevel model of the antecedents of personal initiative . Journal of Applied Psychology, 101(5), 687-701.https://doi.org/10.1037/apl0000064
Hu, J., Erdogan, B., Bauer, T. N., Jiang, K. F., Liu, S. B., & Li, Y. H. (2015). There are lots of big fish in this pond: The role of peer overqualification on task significance, perceived fit, and performance for overqualified employees . Journal of Applied Psychology, 100(4), 1228-1238.https://doi.org/10.1037/apl0000008
Hu, L. T., & Bentler, P. M. (1999). Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria Versus New Alternatives . Structural Equation Modeling-a Multidisciplinary Journal, 6(1), 1-55.https://doi.org/10.1080/10705519909540118
Huber, G. P. (2004). The necessary nature of future firms: Attributes of survivors in a changing world. Sage.https://doi.org/10.4135/9781452229799.n9
Jia, X. P., Liao, S. D., Van der Heijden, B., & Guo, Z. W. (2019). The effect of socially responsible human resource management (SRHRM) on frontline employees'' knowledge sharing . International Journal of Contemporary Hospitality Management, 31(9), 3646-3663. https://doi.org/10.1108/ijchm-09-2018-0769
Johnson, G. J., & Johnson, W. R. (1997). Perceived overqualification, emotional support, and health . Journal of Applied Social Psychology, 27(21), 1906-1918. https://doi.org/10.1111/j.1559-1816.1997.tb01631.x
Johnson, G. J., & Johnson, W. R. (2000). Perceived overqualification and dimensions of job satisfaction: A longitudinal analysis . Journal of Psychology, 134(5), 537-555. https://doi.org/10.1080/00223980009598235
Kelley, T. L. (1939). The selection of upper and lower groups for the validation of test items . Journal of educational psychology, 30(1), 17.https://doi.org/10.1037/h0057123
Khan, L. J., & Morrow, P. C. (1991). Objective and subjective underemployment relationships to job satisfaction . Journal of Business Research, 22(3), 211-218. https://doi.org/10.1016/0148-2963(91)90002-f
Kidder, D. L., & Parks, J. M. (2001). The good soldier: who is, s(he)? Journal of organizational behavior, 22(8), 939-959. https://doi.org/10.1002/job.119
Kim, J., Park, J., Sohn, Y. W., & Lim, J. I. (2021). Perceived overqualification, boredom, and extra-role behaviors: testing a moderated mediation model. Journal of Career Development, 48(4), 400-414.https://doi.org/10.1177/0894845319853879
Kotter, J. P. (1973). The psychological contract: Managing the joining-up process. California management review, 15(3), 91-99.https://doi.org/10.2307/41164442
Kutaula, S., Gillani, A., & Budhwar, P. S. (2020). An analysis of employment relationships in Asia using psychological contract theory: A review and research agenda . Human Resource Management Review, 30(4), 22, Article 100707. https://doi.org/10.1016/j.hrmr.2019.100707
Kuvaas, B., Buch, R., & Dysvik, A. (2012). Perceived training intensity and knowledge sharing: Sharing for intrinsic and prosocial reasons . Human Resource Management, 51(2), 167-187. https://doi.org/10.1002/hrm.21464
Landis, R. S., Beal, D. J., & Tesluk, P. E. (2000). A Comparison of Approaches to Forming Composite Measures in Structural Equation Models . Organizational Research Methods, 3(2), 186-207.https://doi.org/10.1177/109442810032003
Lee, A. L., Erdogan, B., Tian, A., Willis, S., & Cao, J. (2021). Perceived overqualification and task performance: Reconciling two opposing pathways . Journal of Occupational and Organizational Psychology, 94(1), 80-106. https://doi.org/10.1111/joop.12323
Lee, H. W., Pak, J., Kim, S., & Li, L. Z. (2019). Effects of Human Resource Management Systems on Employee Proactivity and Group Innovation . Journal of Management, 45(2), 819-846.https://doi.org/10.1177/0149206316680029
Lester, S. W., Kickul, J. R., & Bergmann, T. J. (2007). Managing employee perceptions of the psychological contract over time: the role of employer social accounts and contract fulfillment . Journal of organizational behavior, 28(2), 191-208. https://doi.org/10.1002/job.410
Lester, S. W., Turnley, W. H., Bloodgood, J. M., & Bolino, M. C. (2002). Not seeing eye to eye: Differences in supervisor and subordinate perceptions of and attributions for psychological contract breach. Journal of organizational behavior, 23(1), 39-56. https://doi.org/10.1002/job.126
Levinson, H., Price, C. R., Munden, K. J., Mandl, H. J., & Solley, C. M. (1962). Men, management, and mental health. Harvard University Press.https://doi.org/10.4159/harvard.9780674424746
Li, C. S., Liao, H. Y., & Han, Y. Q. (2022). I despise but also envy you: A dyadic investigation of perceived overqualification, perceived relative qualification, and knowledge hiding . Personnel Psychology, 75(1), 91-118.https://doi.org/10.1111/peps.12444
Liden, R. C., Wayne, S. J., & Stilwell, D. (1993). A longitudinal study on the early development of leader-member exchanges . Journal of Applied Psychology, 78(4), 662-674. https://doi.org/10.1037/0021-9010.78.4.662
Lievens, F., Decaesteker, C., Coetsier, P., & Geirnaert, J. (2001). Organizational attractiveness for prospective applicants: A person-organisation fit perspective . Applied Psychology-an International Review-Psychologie Appliquee-Revue Internationale, 50(1), 30-51.https://doi.org/10.1111/1464-0597.00047
Lin, B. L., Law, K. S., & Zhou, J. (2017). Why is underemployment related to creativity and OCB? A task-crafting explanation of the curvilinear moderated relations . Academy of management Journal, 60(1), 156-177.https://doi.org/10.5465/amj.2014.0470
Lin, W. P., Koopmann, J., & Wang, M. (2020). How does workplace helping behavior step up or slack off? Integrating enrichment-based and depletion-based perspectives . Journal of Management, 46(3), 385-413.https://doi.org/10.1177/0149206318795275
Liu, S. Q., Luksyte, A., Zhou, L., Shi, J. Q., & Wang, M. (2015). Overqualification and counterproductive work behaviors: Examining a moderated mediation model . Journal of organizational behavior, 36(2), 250-271. https://doi.org/10.1002/job.1979
Lo, S., & Aryee, S. (2003). Psychological contract breach in a Chinese context: An integrative approach . Journal of Management Studies, 40(4), 1005-1020. https://doi.org/10.1111/1467-6486.00368
Luksyte, A., Spitzmueller, C., & Maynard, D. C. (2011). Why do overqualified incumbents deviate? Examining multiple mediators . Journal of Occupational Health Psychology, 16(3), 279-296.https://doi.org/10.1037/a0022709
Ma, C., Chen, Z. X., & Jiang, X. H. (2022). Give full play to the talent: exploring when perceived overqualification leads to more altruistic helping behavior through extra effort . Personnel Review, 51(6), 1727-1745.https://doi.org/10.1108/pr-03-2020-0164
Ma, C., Wu, C. H., Chen, Z. X., Jiang, X. H., & Wei, W. (2020). Why and when leader humility promotes constructive voice: a crossover of energy perspective . Personnel Review, 49(5), 1157-1175.https://doi.org/10.1108/pr-02-2019-0049
Major, D. A., Kozlowski, S. W. J., Chao, G. T., & Gardner, P. D. (1995). A longitudinal investigation of newcomer expectations, early socialization outcomes, and the moderating effects of role development factors. . Journal of Applied Psychology, 80(3), 418-431.https://doi.org/10.1037/0021-9010.80.3.418
Malinowski, B. (1922). Argonauts of the Western Pacific. New York: EP Dutton & Co. Management Report, 2224.https://doi.org/10.4324/9781315014463
Maltarich, M. A., Reilly, G., & Nyberg, A. J. (2011). Objective and Subjective Overqualification: Distinctions, Relationships, and a Place for Each in the Literature . Industrial and Organizational Psychology-Perspectives on Science and Practice, 4(2), 236-239. https://doi.org/10.1111/j.1754-9434.2011.01332.x
Marks, A. (2001). Developing a multiple foci conceptualization of the psychological contract. Employee relations, 23(5), 454-469.https://doi.org/10.1108/EUM0000000005897
Martin, R., Thomas, G., Charles, K., Epitropaki, O., & McNamara, R. (2005). The role of leader-member exchanges in mediating the relationship between locus of control and work reactions . Journal of Occupational and Organizational Psychology, 78, 141-147.https://doi.org/10.1348/096317904x23763
Maruyama, G. (1997). Basics of structural equation modeling. Sage.
Matthijs Bal, P., Chiaburu, D. S., & Jansen, P. G. (2010). Psychological contract breach and work performance: is social exchange a buffer or an intensifier? Journal of Managerial Psychology, 25(3), 252-273.https://doi.org/10.1108/02683941011023730
Mauss, M. (1954). The gift: The form and reason for exchange in archaic societies. WW Norton & Company. https://doi.org/10.2307/2088549
Maynard, D. C., Joseph, T. A., & Maynard, A. M. (2006). Underemployment, job attitudes, and turnover intentions . Journal of organizational behavior, 27(4), 509-536. https://doi.org/10.1002/job.389
Maynard, D. C., & Parfyonova, N. M. (2013). Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values. Journal of Occupational and Organizational Psychology, 86(3), 435-455. https://doi.org/10.1111/joop.12006
Montes, S. D., & Irving, P. G. (2008). Disentangling the Effects of Promised and Delivered Inducements: Relational and Transactional Contract Elements and the Mediating Role of Trust . Journal of Applied Psychology, 93(6), 1367-1381. https://doi.org/10.1037/a0012851
Montes, S. D., & Zweig, D. (2009). Do promises matter? An exploration of the role of promises in psychological contract breach. Journal of Applied Psychology, 94(5), 1243. https://doi.org/10.1037/a0015725
Morrison, E. W. (2011). Employee Voice Behavior: Integration and Directions for Future Research . Academy of Management Annals, 5, 373-412. https://doi.org/10.1080/19416520.2011.574506
Morrison, E. W., & Phelps, C. C. (1999). Taking charge at work: Extrarole efforts to initiate workplace change . Academy of management Journal, 42(4), 403-419. https://doi.org/10.2307/257011
Morrison, E. W., & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops . Academy of Management Review, 22(1), 226-256.https://doi.org/10.5465/amr.1997.9707180265
Nasser, F., & Takahashi, T. (2003). The effect of using item parcels on ad hoc goodness-of-fit indexes in confirmatory factor analysis: An example using Sarason''s reactions to tests . Applied Measurement in Education, 16(1), 75-97. https://doi.org/10.1207/s15324818ame1601_4
Ng, T. W. H., Feldman, D. C., & Lam, S. S. K. (2010). Psychological Contract Breaches, Organizational Commitment, and Innovation-Related Behaviors: A Latent Growth Modeling Approach . Journal of Applied Psychology, 95(4), 744-751. https://doi.org/10.1037/a0018804
Nunnally, J. (1978). Psychometric Theory 2nd edition (New York: McGraw).
Nunnally, J., & Bernstein, I. (1994). Psychometric Theory 3rd edition (MacGraw-Hill, New York). In.
Offergelt, F., Spörrle, M., Moser, K., & Shaw, J. D. (2019). Leader-signaled knowledge hiding: Effects on employees'' job attitudes and empowerment . Journal of organizational behavior, 40(7), 819-833.https://doi.org/10.1002/job.2343
Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive motivation . Journal of Management, 36(4), 827-856. https://doi.org/10.1177/0149206310363732
Parker, S. K., & Collins, C. G. (2010). Taking stock: Integrating and differentiating multiple proactive behaviors . Journal of Management, 36(3), 633-662. https://doi.org/10.1177/0149206308321554
Parker, S. K., Wang, Y., & Liao, J. (2019). When is proactivity wise? A review of factors that influence the individual outcomes of proactive behavior . Annual Review of Organizational Psychology and Organizational Behavior, 6(1), 221-248. https://doi.org/10.1146/annurev-orgpsych-012218-015302
Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work . Journal of Applied Psychology, 91(3), 636-652. https://doi.org/10.1037/0021-9010.91.3.636
Parks, J. M., & Kidder, D. L. (1994). " Till Death Us Do Part..." Changing Work Relationships in the 1990s. Journal of Organizational Behavior (1986-1998), 111. https://doi.org/10.17303/jfrcs.2014.1.101
Payne, S. C., Culbertson, S. S., Boswell, W. R., & Barger, E. J. (2008). Newcomer psychological contracts and employee socialization activities: Does perceived balance in obligations matter? Journal of Vocational Behavior, 73(3), 465-472. https://doi.org/10.1016/j.jvb.2008.09.003
Peng, H. (2013). Why and when do people hide knowledge? Journal of Knowledge Management, 17(3), 398-415. https://doi.org/10.1108/jkm-12-2012-0380
Pereira, V., & Mohiya, M. (2021). Share or hide? Investigating positive and negative employee intentions and organizational support in the context of knowledge sharing and hiding . Journal of Business Research, 129, 368-381. https://doi.org/10.1016/j.jbusres.2021.03.011
Perry-Smith, J. E. (2006). Social yet creative: The role of social relationships in facilitating individual creativity. Academy of management Journal, 49(1), 85-101. https://doi.org/10.5465/amj.2006.20785503
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies . Journal of Applied Psychology, 88(5), 879-903. https://doi.org/10.1037/0021-9010.88.5.879
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects . Journal of Management, 12(4), 531-544. https://doi.org/10.1177/014920638601200408
Priesemuth, M., & Taylor, R. M. (2016). The more I want, the less I have left to give: The moderating role of psychological entitlement on the relationship between psychological contract violation, depressive mood states, and citizenship behavior . Journal of organizational behavior, 37(7), 967-982. https://doi.org/10.1002/job.2080
Reina, D. S., & Reine, M. L. (2000). Trust and betrayal in the workplace: Building effective relationships in your organization . Advances in Developing Human Resources, 2(1) , 121–121.
Restubog, S. L. D., & Bordia, P. (2006). Workplace familism and psychological contract breach in the Philippines . Applied Psychology-an International Review-Psychologie Appliquee-Revue Internationale, 55(4), 563-585. https://doi.org/10.1111/j.1464-0597.2006.00245.x
Restubog, S. L. D., Bordia, P., Tang, R. L., & Krebs, S. A. (2010). Investigating the moderating effects of leader–member exchange in the psychological contract breach–employee performance relationship: A test of two competing perspectives . British Journal of Management, 21(2), 422-437. https://doi.org/10.1111/j.1467-8551.2009.00673.x
Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative science quarterly, 574-599. https://doi.org/10.2307/2393868
Robinson, S. L., & Morrison, E. W. (1995). Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of organizational behavior, 16(3), 289-298.https://doi.org/10.1002/job.4030160309
Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm . Journal of organizational behavior, 15(3), 245-259. https://doi.org/10.1002/job.4030150306
Robinson, S. L., & Wolfe Morrison, E. (2000). The development of psychological contract breach and violation: A longitudinal study . Journal of organizational behavior, 21(5), 525-546. https://doi.org/10.1002/1099-1379(200008)21:5%3C525::AID-JOB40%3E3.0.CO;2-T
Rousseau, D. (1995a). Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements .https://doi.org/10.4135/9781452231594
Rousseau, D. (1995b). Psychological contracts in organizations: Understanding written and unwritten agreements. Sage publications.https://doi.org/10.4135/9781452231594.n4
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee responsibilities and rights journal, 2, 121-139.https://doi.org/10.1007/BF01384942
Rousseau, D. M. (1998). The ''problem'' of the psychological contract considered . Journal of organizational behavior, 19, 665-671. https://doi.org/10.1002/(SICI)1099-1379(1998)19:1+<665::AID-JOB972>3.0.CO;2-X
Rousseau, D. M. (2001). Schema, promise and mutuality: The building blocks of the psychological contract . Journal of Occupational and Organizational Psychology, 74, 511-541.https://doi.org/10.1348/096317901167505
Rousseau, D. M., & Schalk, R. (2000). Psychological contracts in employment: Cross-national perspectives. Sage.https://doi.org/10.4135/9781452231273.n1
Saks, A. M., & Ashforth, B. E. (1996). Proactive socialization and behavioral self-management . Journal of Vocational Behavior, 48(3), 301-323.https://doi.org/10.1006/jvbe.1996.0026
Saks, A. M., Uggerslev, K. L., & Fassina, N. E. (2007). Socialization tactics and newcomer adjustment: A meta-analytic review and test of a model . Journal of Vocational Behavior, 70(3), 413-446.https://doi.org/10.1016/j.jvb.2006.12.004
Schein, E. H. (1999). Sense and nonsense about culture and climate.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success . Personnel Psychology, 54(4), 845-874. https://doi.org/10.1111/j.1744-6570.2001.tb00234.x
Serenko, A., & Bontis, N. (2016). Understanding counterproductive knowledge behavior: antecedents and consequences of intra-organizational knowledge hiding . Journal of Knowledge Management, 20(6), 1199-1224. https://doi.org/10.1108/jkm-05-2016-0203
Sherony, K. M., & Green, S. G. (2002). Coworker exchange: Relationships between coworkers, leader-member exchange, and work attitudes . Journal of Applied Psychology, 87(3), 542-548.https://doi.org/10.1037/0021-9010.87.3.542
Shore, L. M., & Barksdale, K. (1998). Examining degree of balance and level of obligation in the employment relationship: a social exchange approach . Journal of organizational behavior, 19, 731-744.https://doi.org/10.1002/(sici)1099-1379(1998)19:1+<731::Aid-job969>3.0.Co;2-p
Shore, L. M., & Tetrick, L. E. (1994). The psychological contract as an explanatory framework in the employment relationship. Trends in organizational behavior, 1(91), 91-109.
Shrivastava, S., Pazzaglia, F., & Sonpar, K. (2021). The role of nature of knowledge and knowledge creating processes in knowledge hiding: Reframing knowledge hiding . Journal of Business Research, 136, 644-651.https://doi.org/10.1016/j.jbusres.2021.08.019
Shultz, K. S., Olson, D. A., & Wang, M. (2011). Overqualified employees: Perspectives of older workers . Industrial and Organizational Psychology-Perspectives on Science and Practice, 4(2), 247-249.https://doi.org/10.1111/j.1754-9434.2011.01335.x
Siemsen, E., Roth, A., & Oliveira, P. (2010). Common method bias in regression models with linear, quadratic, and interaction effects . Organizational Research Methods, 13(3), 456-476.https://doi.org/10.1177/1094428109351241
Singh, S. K. (2019). Territoriality, task performance, and workplace deviance: Empirical evidence on role of knowledge hiding . Journal of Business Research, 97, 10-19. https://doi.org/10.1016/j.jbusres.2018.12.034
Sparrowe, R. T., & Liden, R. C. (1997). Process and structure in leader-member exchange . Academy of Management Review, 22(2), 522-552.https://doi.org/10.2307/259332
Spector, P. E. (2006). Method variance in organizational research: truth or urban legend? Organizational Research Methods, 9(2), 221-232.https://doi.org/10.1177/1094428105284955
Spector, P. E., & Fox, S. (2002). An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior . Human Resource Management Review, 12(2), 269-292. https://doi.org/10.1016/S1053-4822(02)00049-9
Suazo, M. M. (2009). The mediating role of psychological contract violation on the relations between psychological contract breach and work-related attitudes and behaviors . Journal of Managerial Psychology, 24(1-2), 136-160. https://doi.org/10.1108/02683940910928856
Suazo, M. M., & Stone-Romero, E. F. (2011). Implications of psychological contract breach A perceived organizational support perspective . Journal of Managerial Psychology, 26(5), 366-382.https://doi.org/10.1108/02683941111138994
Super, D. E. (1957). The psychology of careers; an introduction to vocational development.
Tekleab, A. G., Orvis, K. A., & Taylor, M. S. (2013). Deleterious consequences of change in newcomers’ employer-based psychological contract obligations . Journal of Business and Psychology, 28(3), 361-374.https://doi.org/10.1007/s10869-012-9277-2
Tekleab, A. G., & Taylor, M. S. (2003). Aren''t there two parties in an employment relationship? Antecedents and consequences of organization-employee agreement on contract obligations and violations . Journal of organizational behavior, 24, 585-608. https://doi.org/10.1002/job.204
Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C. Y., & Hua, W. (2009). Abusive supervision, intentions to quit, and employees'' workplace deviance: A power/dependence analysis . Organizational Behavior and Human Decision Processes, 109(2), 156-167.https://doi.org/10.1016/j.obhdp.2009.03.004
Thomas, H. D. C., & Anderson, N. (1998). Changes in newcomers'' psychological contracts during organizational socialization: a study of recruits entering the British Army . Journal of organizational behavior, 19, 745-767. https://doi.org/10.1002/(sici)1099-1379(1998)19:1+<745::Aid-job967>3.0.Co;2-i
Thomas, J. P., Whitman, D. S., & Viswesvaran, C. (2010). Employee proactivity in organizations: A comparative meta-analysis of emergent proactive constructs . Journal of Occupational and Organizational Psychology, 83(2), 275-300. https://doi.org/10.1348/096317910x502359
Thompson, J. A. (2005). Proactive personality and job performance: A social capital perspective . Journal of Applied Psychology, 90(5), 1011-1017. https://doi.org/10.1037/0021-9010.90.5.1011
Thorsteinson, T. J., Palmer, E. M., Wulff, C., & Anderson, A. (2004). Too good to be true? Using realism to enhance applicant attraction . Journal of Business and Psychology, 19(1), 125-137.https://doi.org/10.1023/B:JOBU.0000040276.75748.b9
Tierney, P., Bauer, T. N., & Potter, R. E. (2002). Extra-role behavior among Mexican employees: The impact of LMX, group acceptance, and job attitudes . International Journal of Selection and Assessment, 10(4), 292-303. https://doi.org/10.1111/1468-2389.00219
Tomprou, M., & Nikolaou, I. (2011). A model of psychological contract creation upon organizational entry . Career Development International, 16(4-5), 342-363. https://doi.org/10.1108/13620431111158779
Tornau, K., & Frese, M. (2013). Construct Clean-Up in Proactivity Research: A Meta-Analysis on the Nomological Net of Work-Related Proactivity Concepts and their Incremental Validities . Applied Psychology-an International Review-Psychologie Appliquee-Revue Internationale, 62(1), 44-96. https://doi.org/10.1111/j.1464-0597.2012.00514.x
Turnley, W. H., Bolino, M. C., Lester, S. W., & Bloodgood, J. M. (2003). The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors . Journal of Management, 29(2), 187-206, Article Pii s0149-2063(02)00214-3. https://doi.org/10.1016/s0149-2063(02)00214-3
Turnley, W. H., & Feldman, D. C. (1998). Psychological contract violations during corporate restructuring . Human Resource Management, 37(1), 71-83. https://doi.org/10.1002/(sici)1099-050x(199821)37:1<71::Aid-hrm7>3.3.Co;2-5
Turnley, W. H., & Feldman, D. C. (1999). A discrepancy model of psychological contract violations . Human Resource Management Review, 9(3), 367-386. https://doi.org/10.1016/s1053-4822(99)00025-x
Turnley, W. H., & Feldman, D. C. (2000). Re-examining the effects of psychological contract violations: unmet expectations and job dissatisfaction as mediators . Journal of organizational behavior, 21(1), 25-42. https://doi.org/10.1002/(sici)1099-1379(200002)21:1<25::Aid-job2>3.0.Co;2-z
Vaisey, S. (2006). Education and its discontents: Overqualification in America, 1972-2002 . Social Forces, 85(2), 835-864.https://doi.org/10.1353/sof.2007.0028
Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity . Academy of management Journal, 41(1), 108-119. https://doi.org/10.5465/256902
Van Scotter, J. R., Motowidlo, S. J., & Cross, T. C. (2000). Effects of task performance and contextual performance on systemic rewards . Journal of Applied Psychology, 85(4), 526-535. https://doi.org/10.1037//0021-9010.85.4.526
Vinayak, R., Bhatnagar, J., & Agarwal, M. N. (2021). When and how does perceived overqualification lead to turnover intention? A moderated mediation model. Evidence-based HRM: a Global Forum for Empirical Scholarship, 9(4), 374-390.https://doi.org/10.1108/EBHRM-09-2020-0123
Wang, S., & Noe, R. A. (2010). Knowledge sharing: A review and directions for future research . Human Resource Management Review, 20(2), 115-131. https://doi.org/10.1016/j.hrmr.2009.10.001
Wang, Y. G., Han, M. S., Xiang, D. D., & Hampson, D. P. (2019). The double-edged effects of perceived knowledge hiding: empirical evidence from the sales context . Journal of Knowledge Management, 23(2), 279-296.https://doi.org/10.1108/jkm-04-2018-0245
Williams, L. J., & O''Boyle, E. H. (2008). Measurement models for linking latent variables and indicators: A review of human resource management research using parcels . Human Resource Management Review, 18(4), 233-242. https://doi.org/10.1016/j.hrmr.2008.07.002
Wu, C. H., Tian, A. W., Luksyte, A., & Spitzmueller, C. (2017). On the association between perceived overqualification and adaptive behavior . Personnel Review, 46(2), 339-354. https://doi.org/10.1108/pr-05-2015-0134
Wu, I. H., & Chi, N. W. (2020). The journey to leave: Understanding the roles of perceived ease of movement, proactive personality, and person-organization fit in overqualified employees'' job searching process . Journal of organizational behavior, 41(9), 851-870.https://doi.org/10.1002/job.2470
Wu, Z. Y., Zhou, X. H., Wang, Q., & Liu, J. J. (2023). How perceived overqualification influences knowledge hiding from the relational perspective: the moderating role of perceived overqualification differentiation . Journal of Knowledge Management, 27(6), 1720-1739.https://doi.org/10.1108/jkm-04-2022-0286
Zahedi, M., Shahin, M., & Babar, M. A. (2016). A systematic review of knowledge sharing challenges and practices in global software development . International Journal of Information Management, 36(6), 995-1019. https://doi.org/10.1016/j.ijinfomgt.2016.06.007
Zhang, H. Q., Li, L. Z., Shan, X. M., & Chen, A. H. (2022). Do overqualified employees hide knowledge? The mediating role of psychological contract breach . Frontiers in Psychology, 13, 12, Article 842725.https://doi.org/10.3389/fpsyg.2022.842725
Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis . Personnel Psychology, 60(3), 647-680. https://doi.org/10.1111/j.1744-6570.2007.00087.x
Zhao, H. D., Liu, W. W., Li, J., & Yu, X. Y. (2019). Leader-member exchange, organizational identification, and knowledge hiding: The moderating role of relative leader-member exchange . Journal of organizational behavior, 40(7), 834-848. https://doi.org/10.1002/job.2359
Zutshi, A., Creed, A., Bhattacharya, A., Bavik, A., Sohal, A., & Bavik, Y. L. (2021). Demystifying knowledge hiding in academic roles in higher education . Journal of Business Research, 137, 206-221.https://doi.org/10.1016/j.jbusres.2021.08.030
電子全文 電子全文(網際網路公開日期:20260622)
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top