在教育和经济的快速发展，以及受新冠疫情影响造成择业形势严峻的背景下，就业领域的“高才低就”现象普遍存在，这就造成这部分员工会产生一种感觉，即认为自己拥有超过工作所要求的教育水平、知识以及能力，也就是产生资质过剩感。资质过剩感存在于各行各业的各类各级人员当中，公职人员也不例外。当前学术界对公务员群体资质过剩感研究成果颇多，但却忽略了公务员以外的、占有极大比重的其他身份类型的基层公职人员。

感到资质过剩感的员工不仅会做出有利的组织公民行为，也会产生不利的工作场所偏差行为。本文基于资源保存理论，着眼于资源损失和资源弥补的视角来解释资质过剩感对员工组织公民行为和工作场所偏差的影响过程，探讨了在感知控制和心理权利因素下，自变量对因变量的作用机制。

本研究主要通过网络分三个时间段对新疆两个县市的500名基层公职人员进行了问卷调查，共收集到421份有效配对样本数据。并通过SPSS22.0和M plus 8.3软件进行数据分析。结果显示：（1）资质过剩感对公民组织行为和工作场所偏差行为没有直接显著的正向影响；（2）资质过剩感正向影响感知控制和心理权利；（3）感知控制在资质过剩感对组织公民行为的影响中起到完全中介的作用，心理权利在资质过剩感对工作场所偏差行为的影响中起到完全中介的作用；（4）感知控制与组织公民行为呈正向关系，心理权利与工作场所偏差行为呈正向关系。

本文研究的理论意义在于探究了资质过剩感对组织公民行为、工作场所偏差行为的积极和消极效应，拓展了资质过剩感的理论研究；挖掘了感知控制和心理权利在资质过剩感对行为结果产生影响的中介机制。结合这些结论，对用人单位的管理实践，对国家公职人员在单位内如何趋其利弊其害，更好实现个人价值具有参考意义。

With the rapid development of education and the economy, and against the background of a severe employment situation caused by the COVID-19 epidemic, the phenomenon of "high talent but low talent" in the employment field is widespread, which causes this part of the staff to produce a feeling, namely, that they have more than the work-required education level, knowledge, and ability, which is called overqualification. The sense of overqualification exists in all walks of life and at all levels of personnel, including public officials. Many researchers have made a lot of research results on the sense of overqualification of civil servants, but they often neglect the grass-roots public servants who have a large proportion of other identity types besides civil servants.

Employees who feel overqualified will not only exhibit favorable organizational citizenship behavior but also unfavorable workplace bias behavior. Based on the theory of resource conservation, this paper explains the process of the influence of the sense of overqualification on employees' organizational citizenship behavior and workplace bias from the perspective of resource loss and resource compensation and discusses the mechanism of the independent variable on the dependent variable under the factors of perceived control and psychological rights.

This study conducted a questionnaire survey on 500 grass-roots public officials in two counties and cities in Xinjiang in three time periods through the network, collected 421 valid paired sample data, and performed the data analysis by SPSS 22.0 and Mplus 8.3 software. The results show that: (1) the sense of overqualification has no direct and significant positive impact on the organizational behavior and workplace bias behavior of citizens; (2) The sense of overqualification has a positive impact on perceived control and psychological rights; (3) Perceived control plays a complete intermediary role in the impact of overqualification on organizational citizenship behavior, and psychological rights play a complete intermediary role in the impact of overqualification on workplace deviant behavior; (4) Perceived control has a positive relationship with organizational citizenship behavior, and psychological rights have a positive relationship with workplace deviant behavior.

The theoretical significance of this study is to explore the positive and negative effects of the sense of overqualification on organizational citizenship behavior and workplace bias behavior, and expand the theoretical research of the sense of overqualification; It explores the intermediary mechanism of perceived control and psychological rights in the impact of overqualification on behavioral results. Combined with these conclusions, it is of reference significance to the management practice of the employing unit, and how the national public officials tend to their advantages and disadvantages in the unit, so as to better realize their personal value.