专精特新企业研发人员资质过剩感与越轨创新行为的关系研究——一个有调节的中介模型
The Research of the Relationship between the Perceived Overqualification of R&D Personnel in SRDI Enterprises and Their Bootlegging Behaviors—A Moderated Mediation Model
摘要: 基于自我决定理论，将资质过剩感分为自主需要导向、胜任需要导向和关系需要导向三个维度，通过一个两阶段的318份专精特新企业研发人员问卷数据，研究三种基本心理需要导向的资质过剩感影响越轨创新行为的主效应和间接效应的差异。研究结果表明：自主需要导向、胜任需要导向和关系需要导向的资质过剩感正向影响越轨创新行为，胜任需要导向的资质过剩感的正向作用最强；领导力涌现在资质过剩感与越轨创新行为间发挥中介作用，胜任需要导向的资质过剩感对领导力涌现的正向作用最强，自主需要导向次之，关系需要导向最弱；组织支持正向调节领导力涌现在资质过剩感与越轨创新行为之间的中介作用。
Abstract: Based on self-determination theory, this paper divides the perceived overqualification into three dimensions: autonomy needs orientation, competence needs orientation, and relatedness needs orientation. Through a two-stage questionnaire data of 318 R&D personnel in SRDI enterprises, the study investigates the differences in the main and indirect effects of the three basic psychological needs oriented perceived overqualification on bootlegging behaviors. It concludes that: the perceived overqualification oriented by needs of autonomy, competence, and relatedness has a positive impact on bootlegging behaviors, with the degree of influence of competence oriented being strongest in contrast; relationships between perceived overqualification and bootlegging behaviors are mediated by leadership emergence, and the perceived overqualification oriented by competence needs has the strongest positive effect on leadership emergence, followed by autonomy oriented, and relatedness oriented is the weakest; organizational support positively moderates the mediation effect of leadership emergence between perceived overqualification and bootlegging behaviors.
文章引用：李雅婷. 专精特新企业研发人员资质过剩感与越轨创新行为的关系研究——一个有调节的中介模型[J]. 服务科学和管理, 2026, 15(1): 274-288. https://doi.org/10.12677/ssem.2026.151032

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