近年來由於經濟不景氣，就業機會減少，加上大學門檻降低，大
學畢業生人數眾多，面臨的就業競爭相當大，目前現今之台灣地區
人力資源市場中以高等學歷人才居大半數，但企業環境能與之相適
配的職務缺口卻闕如，而這些人才最終就須屈就於其職務之內容不
太需要很多專業技能、或其所學與之不甚無關的工作。本文主要探
討客觀知覺屈就、主觀知覺屈就、工作滿意度，及知覺主管支持之
間的關係，經由問卷方式蒐集資料，共回收有效問卷 369 份，透過
迴歸分析，研究結果顯示客觀知覺屈就與主觀知覺屈就為正向關
係，客觀知覺屈就與工作滿意度為負向關係，主觀知覺屈就與工作
滿意度為負向關係，主觀知覺屈就為客觀知覺屈就與工作滿意度之
中介因數，及知覺主管支持會干擾主觀知覺屈就與工作滿意度之負
向關係。根據上述結果，本研究提出若干管理意涵與未來研究方向
之建議。

In recent years, due to the economic downturn, job opportunities have decreased, coupled with
the lowering of university thresholds, the large number of university graduates has faced considerable
employment competition. At present, Taiwan’s human resources market now has more than half of
talents with higher education qualifications, but the business environment-job gaps that can be adapted
to it are absent, and these talents ultimately have to succumb to the content of their jobs and do not
require a lot of professional skills or jobs that are not very unrelated to them. This article mainly
discusses the relationship between objective overqualifacition, subjective overqualifacition, job
satisfaction, and persived supervisor support. Data is collected through questionnaires, and a total of
369 valid questionnaires are collected. Through regression analysis, the research results show that
objective overqualifacition and subjective overqualifacition is a positively related, objective
overqualifacition and job satisfaction are negatively related, subjective overqualifacition and job
satisfaction are negatively related, subjective overqualifacition is the intermediate factor between
objective overqualifacition and job satisfaction, and perceived supervisor support will have negative
influence to the relationship between subjective overqualifacition and job satisfaction. Based on the
above results, this research puts forward some suggestions for management implications and future
research directions.

目錄	I
表目錄	II
圖目錄	III
第一章  緒論	1
第一節  研究背景	1
第二節  研究動機	3
第三節  研究目的	4
第四節  研究流程	5
第二章  文獻探討	6
第一節  知覺屈就	6
第二節  知覺屈就與工作滿意度之關係	10
第三節  知覺主管支持之干擾效果	15
第三章  研究方法	18
第一節  研究架構	18
第二節  研究設計	19
第三節  變數衡量	19
第四章  研究分析與結果	22
第一節  描述性統計	22
第二節  效度與信度分析	25
第三節  差異性分析	26
第四節  相關分析	31
第五節  迴歸分析	34
第六節  假設驗證	41
第五章  結論與建議	43
參考文獻	47

表目錄


表4-1     性別分布	22
表 4-2     年齡分布	23
表 4-3     教育程度分布	23
表 4-4     行業分布	23
表 4-5     職位分布	24
表 4-6     年資分布	24
表 4-7     薪資分布	24
表 4-8     有用證照數分布	25
表 4-9     各構面信度分析	25
表4-10   性別之獨立樣本 T 檢定	27
表4-11   年齡之單因子變異數分析	27
表4-12   教育程度之獨立樣本 T 檢定	28
表4-13   行業別之單因子變異數分析	28
表4-14   職位之單因子變異數分析	29
表4-15   行業別之單因子變異數分析	29
表4-16   薪資之單因子變異數分析	30
表4-17   有用證照數之單因子變異數分析	30
表4-18   研究變數之平均數、標準差以及相關係數表	33
表4-19   客觀知覺屈就對工作滿意度之直接效果迴歸分析	35
表4-20   客觀知覺屈就對工作滿意度之直接效果迴歸分析	36
表4-21   主觀知覺屈就對工作滿意度之直接效果迴歸分析	37
表4-22   主觀知覺屈就對客觀知覺屈就與工作滿意度之關係具中介效果迴歸分析	39
表4-23   知覺主管支持對客觀知覺屈就與工作滿意度之干擾效果迴歸分析	41
表4-24   本研究各項假設驗證成果	42

圖目錄


圖1-1     研究流程圖	5
圖 3-1     研究架構假設途徑	18

中文文獻
1.王郁智、章淑娟與朱正一（2006）。升遷機會、社會支持、工作滿意度與留任意願之相關性研究。志為護理—慈濟護理雜誌，5(4)，90-101。
2.江柏鋒（2014）。大材小用？探討員工知覺屈就的個人與情境前因、及其對內、外部流動與反生產力工作行為的影響與中介歷程。國立中山大學人力資源管理研究所，碩士論文。
3.吳羽芳（2017）。知覺屈就對建言行為的影響：組織自尊感與尋求主管回饋的角色。屏東大學企業管理學系，碩士論文。
4.宋佩佳（2018）。性別與工作滿意度之探討。全球科技管理與教育期刊，7(1)，52-57。
5.宋佩佳（2018）。個人背景與工作滿意度之探討。全球科技管理與教育期刊，7(2)，1-8。
6.李燦與辛玲（2008）。調查問卷的信度與效度的評價方法研究。中國衛生統計，25(5)，541-544。
7.李金泉、劉佩芸、蔡秀惠與陳修平（2017）。教學相關社會心理危害對私立中小學教師工作幸福感之影響——以工作滿意度為中介變項。全球商業經營管理學報，9，21-35。
8.李俊賢、許惠媚與黃芳銘（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。
9.李锐與凌文辁（2008）。主管支持感研究述评及展望。心理科学进展，16(2)，340-347。
10.杨萱（2010）。工作满意度研究理论基础浅析。民族論壇，4，40-41。
11.沈青慧與鄭惠玉（2018）。知覺屈就與離職意圖關係之研究－以敬業貢獻為中介變數。管理科學研究，12(2)，23-33。
12.邱惠珍（2011）。工作鑲嵌、工作滿意度與離職意圖的關係——知覺主管支持與領導者與部屬交換關係的調節效果。國立臺灣科技大學企業管理系，碩士論文。
13.陈颖媛、邹智敏與潘俊豪（2017）。资质过剩感影响组织公民行为的情绪路径。心理学报，49(1)，72-82。
14.施智婷、廖曜生、鄧鈺霖與張益豐（2019）。組織公民行為與工作績效之關係：工作滿意與主管支持的調節效果。勞資關係論叢，21(1)，1-19。
15.柳冰（2007）。工作滿意度理論探討。現代商業，11(C)，114-115。
16.許麗萍（2006）。大學教師工作滿意度之研究。教育政策與領導研究所碩士班，碩士論文。
17.陳品蓁（2017）。員工協助方案滿意度與留任意願及離職傾向關聯性之研究：以工作滿意度為中介變數。國立臺南大學行政管理學系碩士在職專班，碩士論文。
18.廖紘億、郭洧棋與吳宗祐（2014）。主管支持如何造就滿意員工？不確定管理理論的觀點。人力資源管理學報，14(1)，23-52。
19.賴鳳儀、林鉦棽與錢書華（2010）。轉化領導對服務品質影響效果之實徵分析：調節式路徑分析的運用。管理學報，27(2)，169-184。

英文文獻：
1.Arvan, M. L., Pindek, S., Andel, S. A., & Spector, P. E. (2019). Too good for your job? Disentangling the relationships between objective overqualification, perceived overqualification, and job dissatisfaction. Journal of Vocational Behavior, 115, 103323.
2.Chang, J., Travaglione, A., & O’Neill, G. (2017). Job attitudes between unionized and non-unionized employees. International Journal of Organizational Analysis.
3.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, 4(2), 215-232.
4.Erdogan, B., Bauer, T. N., Peiró, J. M., & Truxillo, D. M. (2011). Overqualification theory, research, and practice: Things that matter. Industrial and Organizational Psychology, 4(2), 260-267.
5.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.
6.Feldman, D. C., & Maynard, D. C. (2011). A labor economic perspective on overqualification. Industrial and Organizational Psychology, 4(2), 233-235.
7.Fine, S. (2007). Overqualification and selection in leadership training. Journal of Leadership & Organizational Studies, 14(1), 61-68.
8.Fine, S., & Edward, M. (2017). Breaking the rules, not the law: The potential risks of counterproductive work behaviors among overqualified employees. International Journal of Selection and Assessment, 25(4), 401-405.
9.Fine, S., & Nevo, B. (2008). Too smart for their own good? A study of perceived cognitive overqualification in the workforce. The International Journal of Human Resource Management, 19(2), 346-355.
10.Fine, S., & Nevo, B. (2011). Overqualified job applicants: We still need predictive models. Industrial and Organizational Psychology, 4(2), 240-242.
11.Gallagher, V. C., Meurs, J. A., & Harris, K. J. (2016). Political skill reduces the negative impact of distrust. Career development international.
12.García-Mainar, I., & Montuenga-Gómez, V. M. (2020). Over-Qualification and the Dimensions of Job Satisfaction. Social Indicators Research, 147(2), 591-620.
13.Gkorezis, P., Erdogan, B., Xanthopoulou, D., & Bellou, V. (2019). Implications of perceived overqualification for employee's close social ties: The moderating role of external organizational prestige. Journal of Vocational Behavior, 115, 103335.
14.Green, F., & Zhu, Y. (2010). Overqualification, job dissatisfaction, and increasing dispersion in the returns to graduate education. Oxford economic papers, 62(4), 740-763.
15.Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of management Journal, 33(1), 64-86.
16.Guerrero, L., & Hatala, J. P. (2015). Antecedents of perceived overqualification: a three-wave study. Career Development International.
17.Harknett, K., Billari, F. C., & Medalia, C. (2014). Do family support environments influence fertility? Evidence from 20 European countries. European Journal of Population, 30(1), 1-33.
18.Hennemann, S., & Liefner, I. (2010). Employability of German geography graduates: The mismatch between knowledge acquired and competences required. Journal of Geography in Higher Education, 34(2), 215-230.
19.Hou, F., & Frank, K. (2017). Over-education and life satisfaction among immigrant and non-immigrant workers in Canada (No. 2017393e). Statistics Canada, Analytical Studies Branch.
20.Hui, C., Law, K. S., & Chen, Z. X. (1999). A structural equation model of the effects of negative affectivity, leader-member exchange, and perceived job mobility on in-role and extra-role performance: A Chinese case. Organizational behavior and human decision processes, 77(1), 3-21.
21.Johnson, G. J., & Johnson, W. R. (1996). Perceived overqualification and psychological well-being. The Journal of social psychology, 136(4), 435-445.
22.Johnson, W. R., Morrow, P. C., & Johnson, G. J. (2002). An evaluation of a perceived overqualification scale across work settings. The Journal of Psychology, 136(4), 425-441.
23.Jones-Johnson, G., & Johnson, W. R. (1992). Subjective underemployment and psychosocial stress: The role of perceived social and supervisor support. The Journal of social psychology, 132(1), 11-21.
24.Joseph, D., Ang, S., & Slaughter, S. A. (2015). Turnover or turnaway? Competing risks analysis of male and female IT professionals’ job mobility and relative pay gap. Information Systems Research, 26(1), 145-164.
25.Kalleberg, A. L., & Mastekaasa, A. (2001). Satisfied movers, committed stayers: The impact of job mobility on work attitudes in Norway. Work and Occupations, 28(2), 183-209.
26.Khan, L. J., & Morrow, P. C. (1991). Objective and subjective underemployment relationships to job satisfaction. Journal of business research, 22(3), 211-218.
27.Lam, S. S., Ng, T. W., & Feldman, D. C. (2012). The relationship between external job mobility and salary attainment across career stages. Journal of vocational behavior, 80(1), 129-136.
28.Lee, H. M., Chou, M. J., & Wu, H. T. (2016). The Measurement Of Perceived Overqualification And The Relationships Among Perceived Overqualification, Psychological Empowerment, Job Satisfaction Of Private Kindergarten Teachers. European Journal of Research in Social Sciences Vol, 4(8).
29.Liljegren, M., & Ekberg, K. (2009). Job mobility as predictor of health and burnout. Journal of Occupational and Organizational Psychology, 82(2), 317-329.
30.Liu, S., & Wang, M. (2012). Perceived overqualification: A review and recommendations for research and practice. Research in Occupational Stress and Well-being, 10(1), 1-42.
31.Liu, S., Luksyte, A., Zhou, L., Shi, J., & Wang, M. (2015). Overqualification and counterproductive work behaviors: Examining a moderated mediation model. Journal of Organizational Behavior, 36(2), 250-271.
32.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, 4(2), 236.
33.Maynard, D. C., Joseph, T. A., & Maynard, A. M. (2006). Underemployment, job attitudes, and turnover intentions. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 27(4), 509-536.
34.Skoric, M. M., Ji, P., Fu, W. W. J., Chwei Lin Sim, C., & Park, Y. (2015). Does the Use of Social Network Sites and Mobile Phones Promote the Acquisition of Job-Related Information, Job Mobility and Entrepreneurship in Asia?. Journal of Contemporary Eastern Asia, 14(1).
35.Steinhardt, M. A., Dolbier, C. L., Gottlieb, N. H., & McCalister, K. T. (2003). The relationship between hardiness, supervisor support, group cohesion, and job stress as predictors of job satisfaction. American Journal of Health Promotion, 17(6), 382-389.
36.Tang, F. C., Huang, S. L., & Hung, A. (2010). Job satisfactions, depression, and anxiety amongst senior police officers in Central Taiwan. Journal of Occupational Safety and Health, 18(4), 381-391.
37.Tepper, B. J., Moss, S. E., Lockhart, D. E., & Carr, J. C. (2007). Abusive supervision, upward maintenance communication, and subordinates' psychological distress. Academy of Management Journal, 50(5), 1169-1180.
38.Verhaest, D., & Omey, E. (2006). The impact of overeducation and its measurement. Social Indicators Research, 77(3), 419-448.
39.Zeffane, R., Melhem, S. B., & Baguant, P. (2018). The impact of job satisfaction, trust, gender and supervisor support on perceived organisational performance: an exploratory study in the UAE service sector. International Journal of Business Excellence, 14(3), 339-359.