In response to the call to investigate the positive side of overqualification, we drew on the job crafting perspective to theorize that overqualified employees can proactively regulate the discrepancies between their actual and ideal jobs via two different job crafting strategies: job crafting towards strengths (JC-strengths) and job crafting towards interests (JC-interests). We expected distinct positive outcomes for JC-strengths and JC-interests. Specifically, JC-strengths benefits both overqualified employees and the organization, whereas JC-interests only benefits the individual employees. We further proposed that the relationship between perceived overqualification and JC-strengths will be stronger when employees' organizational identification is higher, whereas the relationship between perceived overqualification and JC-interests will be stronger when their identification with the organization is lower. As expected, with the use of two-wave and dual-source data from 653 employees, we found that perceived overqualification was positively related to both JC-strengths and JC-interests; JC-strengths was positively related to both vitality and supervisor-rated task performance, whereas JC-interests was only positively related to vitality. We also found that the relationship between perceived overqualification and JC-strengths was moderated by organizational identification as hypothesized.

中文翻译：

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针对优势的工作塑造和针对高素质员工的兴趣的工作塑造：不同的结果和边界效应

为了响应调查资格过高的积极方面的呼吁，我们从工作塑造的角度出发，从理论上讲，资格过高的员工可以通过两种不同的工作塑造策略来主动调节实际工作和理想工作之间的差异：针对优势的工作塑造（JC-优势）和针对利益（JC-interests）的工作塑造。我们预计 JC 优势和 JC 利益会产生明显的积极结果。具体而言，JC-strengths 对高素质员工和组织都有利，而 JC-interests 只对个别员工有利。我们进一步提出，当员工的组织认同度越高时，感知过度资格与 JC 优势之间的关系越强，而当他们对组织的认同度较低时，感知到的资格过高与 JC 利益之间的关系会更强。正如预期的那样，通过使用来自 653 名员工的双波和双源数据，我们发现感知到的资格过高与 JC 优势和 JC 兴趣均呈正相关；JC-strengths 与活力和主管评定的任务绩效呈正相关，而 JC-interests 仅与活力正相关。我们还发现，假设的组织认同可以调节感知过度资格和 JC 优势之间的关系。我们发现，感知到的资格过高与 JC 优势和 JC 兴趣均呈正相关；JC-strengths 与活力和主管评定的任务绩效呈正相关，而 JC-interests 仅与活力正相关。我们还发现，假设的组织认同可以调节感知过度资格和 JC 优势之间的关系。我们发现，感知到的资格过高与 JC 优势和 JC 兴趣均呈正相关；JC-strengths 与活力和主管评定的任务绩效呈正相关，而 JC-interests 仅与活力正相关。我们还发现，假设的组织认同可以调节感知过度资格和 JC 优势之间的关系。