隨著高等教育的普及，學者越來越關注知覺屈就的現象。過去研究主要探討知覺屈就與離職傾向之間的關聯。然而，與此相似的尋職行為較少被研究。此外，現有研究主要著眼於知覺屈就對組織造成的負面影響，卻鮮少探究員工的心理機制，以及其情緒反應和相應的應對行為。因此，本研究採用情緒評估理論，擴展知覺屈就和尋職行為之間關係的研究，並檢視無聊感此負面情緒是否可以解釋其中的機制，以及檢驗工作自主性是否能夠緩解知覺屈就和無聊感之間的關係。為確保研究結果的類推性，本研究廣泛收集來自各行業的樣本。問卷調查採用一階段調查法，回收有效問卷共262份。研究結果顯示：(1)知覺屈就的員工更容易在職場中感到無聊；(2)當員工感到無聊時，會引發員工尋職行為；(3)無聊感會完全中介知覺屈就和尋職行為之間的關係；(4)工作自主性無法調節知覺屈就和無聊感之間的關係。最後，本研究根據理論貢獻對研究結果進行討論，並提出實務意涵與未來研究方向的建議，以供後續研究參考。

With the widespread availability of higher education, scholars have increasingly focused on the phenomenon of perceived overqualification. Previous research has primarily explored the relationship between perceived overqualification and turnover intention. However, the similar behavior of job search has received less attention. Additionally, existing studies mainly emphasize the negative impacts of perceived overqualification on organizations, while rarely investigating the psychological mechanisms of employees, their emotional reactions, and corresponding coping behaviors. Therefore, this study adopts the Appraisal Theory of Emotions (ATE) to expand the research on the relationship between perceived overqualification and job search behavior. It examines whether boredom, as a negative emotion, can explain the mechanism, and tests whether job autonomy can moderate the relationship between perceived overqualification and boredom. To ensure the generalizability of the research results, this study collected a wide range of samples from various industries. The survey used a one-stage questionnaire method, with a total of 262 valid responses collected. The results show that: (1) employees who perceive overqualification are more likely to feel bored in the workplace; (2) when employees feel bored, it triggers job search behavior; (3) boredom fully mediates the relationship between perceived overqualification and job search behavior; (4) job autonomy cannot moderate the relationship between perceived overqualification and boredom. Finally, this study discusses the research results based on theoretical contributions, proposes practical implications, and suggests directions for future research for reference.

論文審定書..............................................................................................i
誌謝.........................................................................................................ii
摘要........................................................................................................iii
Abstract...................................................................................................iv
目錄........................................................................................................vi
圖次.......................................................................................................vii
表次......................................................................................................viii
第壹章 緒論.............................................................................................1
第貳章 文獻探討.....................................................................................6
第一節 情緒評估理論.............................................................................6
第二節 知覺屈就.....................................................................................7
第三節 無聊感........................................................................................8
第四節 尋職行為....................................................................................9
第五節 工作自主性...............................................................................10
第六節 各變數間之關係探討...........................................................11
第參章 研究方法..................................................................................15
第一節 研究架構與假設......................................................................15
第二節 研究樣本與施測程序..............................................................15
第三節 研究工具..................................................................................16
第四節 資料分析方法.........................................................................17
第肆章 研究結果..................................................................................19
第一節 敘述統計..................................................................................19
第二節 驗證性因素分析.......................................................................20
第三節 相關分析..................................................................................22
第四節 假設檢定..................................................................................23
第伍章 結論與建議..............................................................................26
第一節 理論意涵..................................................................................26
第二節 管理意涵..................................................................................28
第三節 研究限制與未來研究建議......................................................30
參考資料...............................................................................................32

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