How does perceived overqualification hinder employees’ intention to share knowledge?
基于公平理论和自我归类理论，研究感知过度资质通过降低情感承诺和增加人际冲突两条路径抑制员工知识分享意愿，并发现高权力距离导向能缓解这一负面效应。
Facilitating voluntary knowledge transfer and identifying the motivational factors behind it are essential aspects of human resource management (HRM) research. However, the extent to which overqualified employees can serve as potential knowledge sources in sharing remains uncertain, with inconsistent conclusions in the literature. This study explores how perceived overqualification affects employees’ intention to share knowledge, by integrating equity theory and self-categorization theory. Specifically, we propose that perceived overqualification impedes employees’ intention to share knowledge through two motivation mechanisms: reduced affective commitment (organization-oriented) and increased interpersonal conflict (coworker-oriented). Additionally, we examine the moderating role of power distance orientation. Data from 264 Chinese employees collected at two timepoints reveal that perceived overqualification negatively affects intention to share knowledge through reduced affective commitment and increased interpersonal conflict. Furthermore, a high-power-distance orientation mitigates the negative indirect effect of perceived overqualification on intention to share knowledge via affective commitment. These findings contribute to the understanding of the motivational factors underlying knowledge sharing and practical insights for fostering effective knowledge flow. The moderating effect of power distance orientation, as a crucial individual difference, also offers actionable guidance for HRM practitioners and team supervisors in effectively managing employees with diverse cultural value orientations.