Integrating relative deprivation (Crosby, 1984) and social comparison (Buunk & Gibbons, 2007) theories, this paper extends perceived overqualification to the dyad level with perceived relative qualification, and proposes that the two may lead to employees’ knowledge hiding from relevant peers through a complex interpersonal process. Across two studies, with 940 dyadic-level observations (Study 1) and 245 dyadic-level observations (Study 2), respectively, the social relations modeling analyses revealed that an employee who perceived himself/herself as overqualified for the job was more likely to hide knowledge from his/her peers on the team. Furthermore, when the employee perceived himself/herself as relatively more qualified than a specific peer, he/she was more likely to hide knowledge from this peer because he/she was both contemptuous and envious of this peer. Finally, the relationship between the focal employee's relative qualification to a specific peer and his/her knowledge hiding from this peer via his/her contempt and envy of this peer, respectively, was stronger when his/her perceived overqualification was low than when it was high. Implications for theory, practice and future research are discussed.

中文翻译：

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我鄙视但也羡慕你：对感知过度资格、感知相对资格和知识隐藏的二元调查

整合相对剥夺（Crosby，1984）和社会比较（Buunk & Gibbons，2007）理论，本文将感知过度资格扩展到感知相对资格的二元水平，并提出两者可能导致员工的知识对相关同行隐藏通过复杂的人际关系过程。在两项研究中，分别有 940 个二元水平的观察（研究 1）和 245 个二元水平的观察（研究 2），社会关系建模分析显示，认为自己对工作的资格要求过高的员工更有可能向团队中的同事隐瞒知识。此外，当员工认为自己比特定同龄人更有资格时，他/她更有可能对这个同伴隐瞒知识，因为他/她对这个同伴既轻蔑又嫉妒。最后，当他/她感知到的资历过高时，焦点员工与特定同事的相对资格与他/她分别通过他/她对该同事的蔑视和嫉妒而向该同事隐藏的知识之间的关系更强。高的。讨论了对理论、实践和未来研究的影响。