The purpose of this paper is to examine the relationship between perceived overqualification and job crafting, which has the ability to drive satisfaction, loyalty and performance; drawing on the broaden-and-build theory, the study tests the positive psychological capital (PsyCap) moderation role in this relationship.,Data were obtained from 320 white-collar employees in Northern Cyprus. Data on perceived overqualification and positive PsyCap were gathered in the first survey, and job crafting was measured as a follow up. Data were analyzed using structural equation modeling and hierarchical regression.,Perceived overqualification has a significantly negative effect on all dimensions of job crafting. However, considering PsyCap as a moderator, the study demonstrates that the negative impact of perceived overqualification on job crafting lessens when positive PsyCap is high rather than low.,Self-reported surveys are used and results were collected from only Northern Cyprus.,The study has important practical implications for managing and reaping benefits from employees who perceive themselves as overqualified. Specifically, organizations need to implement efficient activities that increase positive PsyCap among these employees (e.g. inspirational videos and other learning), which can thereby boost their job-crafting behavior and result in better organizational performance.,This research is the first to investigate positive PsyCap among employees who feel overqualified. The findings further point to what can be done to encourage job-crafting behavior by using positive PsyCap to increase passion and motivation among overqualified employees.

中文翻译：

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感觉过度资格和工作制定：积极的心理资本的调节作用

本文的目的是检验被认为过高的资格和工作技巧之间的关系，这种关系能够提高满意度，忠诚度和绩效。根据拓宽和构建理论，该研究测试了这种关系中积极的心理资本（PsyCap）的调节作用。数据来自北塞浦路斯的320名白领雇员。在第一次调查中收集了有关感觉过高的资格和PsyCap阳性的数据，并对工作技巧进行了跟踪。使用结构方程建模和层次回归分析数据。感知到的过高资格对工作制定的各个方面都有明显的负面影响。但是，考虑将PsyCap作为主持人，该研究表明，当PsyCap的正值较高而不是较低时，感觉到的过高资格对工作技能的负面影响会减少。使用自我报告的调查，结果仅从北塞浦路斯收集。该研究对管理和收获具有重要的实际意义从认为自己资历过高的员工中受益。具体来说，组织需要实施有效的活动以增加这些员工中的积极PsyCap（例如，鼓舞人心的视频和其他学习方法），从而可以提高其工作制定行为并导致更好的组织绩效。感到资历过高的员工中。