摘要
摘要
传统能源欧亿·体育（中国）有限公司就职者大多属于高学历技能人才范畴，但一线生产员工尤其
是90后、95后新生代员工普遍从事低于实际能力的“低级”工作，即存在资质
过度感知现象，主要体现在学历与岗位不匹配、能力与发展不符合，晋升通道
狭窄、培训力度不足、职场前景暗淡等问题日益突出。伴随城市改革步伐加快，
金融科技等新兴产业的蓬勃发展，该群体薪酬福利上涨幅度缓慢、社会地位逐
年下降、生活成本急剧增加，叠加“佛系”心理和职场“内卷”“躺平”文化
盛行等因素，新生代员工资质过度感知矛盾逐步凸显，人力资源管理提升难度
有增无减。作为一家深圳市属电力国有企业，MY公司三十年来一直采取校园招
聘模式补充新鲜血液，基本策略是遴选双一流高校的电气、热动专业毕业生，
短暂培训后进入一线生产岗位锻炼。但近年来新生代员工心理状态从失望焦虑、
渴望改变、现实打击到萌生退意，最终演变成工作懈怠、进度拖沓、效率低下
甚至离职考公、考研等消极行为。经过研究发现，组织支持感可以缓解资质过
度感知员工对主动性行为的负向影响，故采取优才计划模式，旨在建立促资质
过度感知正向引导机制，具有可操作性和实践意义。
文章开始结合现阶段企业生产经营与转型发展“双线作战”契机，对MY
公司新生代员工群体资质过度感知情况了解摸底，引出优才计划中组织支持感
的核心表现形式，强调新生代员工主动性行为对于企业未来人力资源发展至关
重要的影响。引入相对剥夺感、公平理论，建立对应调研模型，分别设计三轮
问卷测量资质过度感知、组织支持感、工作主动性三个变量，问卷调查主要通
过领导层、员工层自我评估和互相评价来收集数据，领导层从领导权威性、有
效性以及价值认证等角度去了解，员工层从真实感知、知识分享、匹配程度等
层面去剖析，重点突出优才计划背景下新生代员工的对比数据及信息。通过173
份有效问卷统计分析后得出 MY公司新生代员工资质过度感知与主动性行为存
在负向相关性，组织支持感在新生代员工资质过度感知和主动性行为之间起到
缓解作用。主要原因为优才计划资源配给到位，平台搭建实心化，并启到实质
作用。
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摘要
当然本文研究也存在不足，相对剥夺感、公平理论的引入是否能完整支撑
整个研究框架有待检验，研究变量基本来自员工的主观报告，可能存在共同方
法偏差等。但优才计划也给予了 MY公司决策者更多的启示，需要进一步掌握
新生代员工资质过度感知概况，构建新生代员工资质过度感知正向引导机制，
持续对标学习优秀企业先进人力资源管理经验，而作为人力资源管理者，一方
面要合理配给物质资源，比如打通晋升通道、侧重绩效奖金、给予挑战机会、
培养领导能力等。另一方面要重视员工关怀建设，比如增加团建活动、强化培
训力度、营造创新氛围、构筑家庭温暖等。
关键词：新生代员工；资质过度感知；组织支持感；主动性行为
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ABSTRACT
Research on the relationship between
excessive perception of qualifications and
proactive behavior of new generation
employees in MY company
Zhou Da
Master of Business Administrator
Directed by Professor Jiang Xinhui
Most of the employees in the traditional energy industry belong to the category
of highly educated and skilled personnel, butfront-line production employees,
especially the new generation of employees born in the 1990s and 1995, are generally
engaged in "low-level" jobs that are lower than their actual abilities. That is, there is a
phenomenon of over-perception of qualifications, which is mainly reflected in the
mismatch between education background and post, and the mismatch between ability
and development. Problems such as narrow promotion channels, insufficient training
and dim career prospects are becoming more and more prominent. Along with the
urban reform is accelerated, the vigorous development of the emerging industries
such as financial science and technology, the group benefits rises slowly decline year
by year, social status, the cost of living has increased dramatically, superposition
"Buddha" psychological and professional "inside volume" "lie flat" culture of factors,
such as newgeneration staff qualifications excessive perception contradictions
gradually highlights, improve human resources management difficult to grow. As a
state-owned electric power enterprise in Shenzhen, MY company has adopted campus
recruitment mode to recruit new blood for 30 years. The basic strategy is to select
electrical and thermal power graduates from double first-class universities and enter
the first-line production positions after a short training. However, in recent years, the
psychologicalstate ofthe newgeneration ofemployeeshas changedfrom
disappointment and anxiety, desire for change, reality shock to the initiation of
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