The Paradox of excess: how perceived overqualification shapes innovative behavior through self-concept

When studying the mechanism of the influence of perceived overqualification on innovative behavior, most existing studies focus on factors such as organizational identification and creative self-confidence, while factors related to self-concept are neglected. Using self-representation theory as a general framework, this study examined the psychological mechanisms between feelings of overqualification and employee innovative behavior from the perspective of self-concept. In addition, the moderating effects of popularity and distributed leadership were examined. We collected survey data from 322 employees and analyzed it using structural equation modeling techniques. The results of the study indicated that perceived overqualification negatively influenced employees' innovative behavior through perceived insider status (PIS) and organization-based self-esteem (OBSE). Popularity and distributed leadership positively moderated the negative effect of perceived overqualification on PIS and OBSE, respectively. This study elucidates the unique psychological mechanism of perceived overqualification to employee innovative behaviors through a new theoretical perspective, refines and complements the research on boundary conditions of perceived overqualification, also expands the application of distributed leadership in the context of corporate organizations, which is of great practical significance for companies to promote employee innovation by utilizing the human capital of overqualified employees.