资质过剩是指个体拥有超过岗位需求的学历、知识、经验和能力，也是我们通常所说的“大材小用”。随着高等教育的不断发展，我国高学历人才激增，就业市场竞争愈发激烈，资质过剩现象也愈发普遍。学术界最初对于资质过剩的探讨大多集中于其消极影响，如消极情绪、反生产行为、低绩效表现等，但资质过剩员工本身通常有更高的学历和能力，并不一定只具有“灰暗”属性，如何在组织中发挥他们的最大价值是值得研究的。随着近年来积极心理学的兴起，学者们开始将目光转向资质过剩的积极影响，探索产生积极影响的机制、条件。员工感知到自身资质过剩时，也即感受到与理想状态之间存在差距，这也就驱使他们主动调整，重新设计他们的工作，开展工作重塑，以实现自身价值。但遗憾的是，现有研究在对于资质过剩感和工作重塑之间的关系探究还较少，机制仍不明晰，探究资质过剩感对工作重塑的影响机制具有重要的理论和实践意义。

本研究基于资源保存理论、社会学习理论等，构建资质过剩感作为前因变量、工作重塑作为结果变量、心理特权作为中介变量、包容型领导作为调节变量的研究模型。采用实证研究方法，通过对公务员、事业单位职工、国企员工等对象进行问卷调查、收集数据，并运用SPSS22.0和AMOS24.0软件进行数据处理、分析，验证了相关假设。

本研究的主要结论有：（1）资质过剩感对工作重塑行为有显著的正向影响，员工资质过剩感水平越高，工作重塑行为越有可能产生；（2）心理特权在资质过剩感与工作重塑的影响关系中起到部分中介作用，资质过剩感对心理特权有显著的正向影响，心理特权对工作重塑有显著的正向影响。即员工资质过剩感水平越高，其心理特权水平也会越高，从而增加工作重塑行为；（3）包容型领导在在心理特权对工作重塑影响过程中起正向调节作用，包容型领导水平越高，心理特权对工作重塑的正向影响会相对增强，包容型领导水平越低，心理特权对工作重塑的正向影响会相对减弱；（4）整体而言，资质过剩感通过心理特权影响工作重塑行为，包容型领导起到正向调节作用。

本研究通过探究资质过剩感对工作重塑行为影响的内在过程机制，发现了心理特权这一解释路径以及包容型领导在其中的调节作用，并由此对研究结果进行讨论，概括理论贡献，提出对于资质过剩感员工的管理建议，在理论建设与实践启示方面均有一定的价值。最后，本研究讨论了研究过程中的不足之处和未来研究的展望。

Overqualification is when an individual has more education, knowledge, experience and ability than is required for a job. With the continuous development of higher education and the proliferation of highly educated talents in China, the competition in the job market has become more and more intense and the phenomenon of overqualification has become more and more common. Previous studies on overqualification have mostly focused on the negative effects caused by it, such as negative emotions, counterproductive behaviors, and low performance. However, overqualified employees themselves are often more educated and capable, and do not necessarily have only "gray" attributes, and it is worthwhile to examine how to maximize their value in the organization. With the rise of positive psychology in recent years, scholars have begun to turn their attention to the positive effects of overqualification, exploring the mechanisms and conditions that produce positive effects. When employees perceive that they are overqualified, they also feel that there is a gap between reality and the ideal, which drives them to take the initiative to adjust, redesign and craft their work in order to realize their value. Unfortunately, the relationship between perceived overqualification and job crafting is still relatively little explored in existing studies, and the mechanism is still unclear. Exploring the influence mechanism has important theoretical and practical implications.

Based on Conservation of Resource Theory and Social Learning Theory, this study constructs a research model with perceived overqualification as the antecedent variable, job crafting as the outcome variable, psychological entitlement as the mediating variable, and inclusive leadership as the moderating variable. Using the empirical research method, the hypotheses were verified by conducting questionnaires and collecting data from subjects such as civil servants, employees of institutions and employees of state-owned enterprises, and using SPSS22.0 and AMOS24.0 for data processing and analysis.

The main findings of this study are: (1) perceived overqualification has a significantly positive effect on job crafting, the higher the level of employees' perceived overqualification, the more likely job crafting will occur; (2) psychological entitlement plays a partially mediating role in the influence relationship between perceived overqualification and job crafting, perceived overqualification has a significantly positive effect on psychological entitlement, and psychological entitlement has a significantly positive effect on job crafting. That is, the higher the level of employees' perceived overqualification, the higher the level of their psychological entitlement, which increases job crafing; (3) inclusive leadership plays a moderating role in the process of influencing psychological entitlement on job crafting. The higher the level of inclusive leadership, the greater the positive influence of psychological entitlement on job crafting; the lower the level of inclusive leadership, the weaker the positive influence of psychological entitlement on job crafting; (4) overall, perceived overqualification influences job crafting behavior through psychological entitlement, and inclusive leadership plays a positive moderating role.

This study investigates the mechanism of the inner process of perceived overqualification on job crafting, discovers the explanatory path of psychological entitlement and the moderating role of inclusive leadership, and discusses the results of the study to propose management suggestions for overqualified employees, which are valuable in terms of both theory building and practical insights. Finally, this study discusses the shortcomings of the research process and the prospects for future research.