Abstract
With the advancement of global economic restructuring and China's economic transformation, structural employment contradictions have intensified amid increasingly competitive labor markets. The frequent occurrences of "degree devaluation" and talent "downskilling" have made perceived overqualification increasingly prevalent in organizations. This study, based on the Cognitive-Affective Personality System theory, investigates the differential mechanisms through which perceived overqualification drives approach and avoidance job crafting via cognitive and affective pathways. Data from a two-wave survey of 556 Chinese employees produced several key findings: (1) Perceived overqualification significantly enhances approach job crafting while suppressing avoidance job crafting by elevating role breadth self-efficacy (cognitive pathway), demonstrating a proactive breakthrough effect. (2) Perceived overqualification inhibits approach job crafting and exacerbates avoidance job crafting through triggering emotional exhaustion (affective pathway), revealing a passive exhaustion trap. (3) Perceived overqualification exerts a positive and significant overall indirect effect on approach job crafting through the combined mechanisms of cognitive gains from role breadth self-efficacy and affective costs from emotional exhaustion, whereas the overall indirect effect on avoidance job crafting is non-significant. (4) Idiosyncratic deals (i-deals) function as a dynamic boundary mechanism that amplifies the positive impact of role breadth self-efficacy and mitigates the negative effects of emotional exhaustion, while moderating the mediating roles of both pathways. This research develops a dual-path integrated model of perceived overqualification and job crafting by classifying job crafting categories, incorporating cognitive-affective pathways, and introducing i-deals as a contextual element. These findings respond to scholarly demands for elucidating the intricate connections between perceived overqualification and job crafting through integrative perspectives; in addition, they offer theoretical and practical insights for organizations to leverage the potential of overqualified individuals appropriately.