커리어 초기 과잉 자격 인식은 적응 수행과 어떻게 관련되는가? 업무 소외와 지각된 내부자 지위의 역할

The primary objective of this study was to examine how perceived overqualification (POQ) influences employee adaptive performance, with a particular focus on the mediating role of work alienation and the moderating effect of perceived insider status (PIS). While prior research has extensively documented the negative outcomes of POQ, limited attention has been paid to the psychological mechanisms—such as alienation—that underlie employees’ ability to adapt to dynamic work environments. Drawing on the stress–strain–outcome (SSO) model and conservation of resources (COR) theory, this study explains how employees respond to stress and resource depletion resulting from perceived overqualification. Using a cross-sectional design, data were collected from a convenience sample of 541 employees (247 males, 294 females) aged 21 to 50 years (M = 30.03, SD = 4.21). Structured questionnaires, namely the scale of perceived overqualification (SPOQ), the individual adaptive performance scale, and the work alienation scale, were utilized for data collection. Analyses using SPSS PROCESS Macro and AMOS revealed that work alienation significantly mediates the relationship between POQ and adaptive performance. Furthermore, this indirect relationship was weaker for employees with high perceived insider status. These findings underscore the psychological costs of overqualification and the buffering role of organizational inclusion. This study contributes to the existing literature by uncovering previously unexplored pathways linking overqualification to adaptive performance, and offers practical insights for managers seeking to reduce alienation and support adaptability in the workplace.