随着数字经济蓬勃发展，新兴数字技术在传统领域的应用不断深入，给企业数字化转型带来巨大创新潜能和机会。新生代员工在创新过程中面临“创新悖论”，导致自发性越轨创新行为的发生。根据自我调节理论和自我一致性理论，基于332份调查问卷，构建一个被调节的多中介模型，探讨新生代员工资质过剩感对越轨创新的影响。结果表明，资质过剩感正向影响员工越轨创新行为；角色宽度自我效能感、消极情绪分别在认知和情绪路径上对资质过剩感与越轨创新间的关系起到部分中介作用；心理安全感正向调节角色宽度自我效能感、消极情绪与员工越轨创新间的关系。研究结果有助于厘清新生代员工资质过剩感与越轨创新间的作用机制和边界条件，为有效发挥新生代员工资质过剩感的作用、适当引导员工越轨创新行为、促进组织管理实践提供人力资源的辨识与思考。

Nowadays, the new generation of employees represented by the "post-90s" has become the backbone of enterprises, and they have become important human resources for the core competitiveness of enterprises. The new generation of "post-90s" tend to challenge convention, and question everything with innovative and critical thinking. With the changing supply and demand relationship in the labor market, they are more likely to experience a feeling of "overqualification". With the vigorous development of the digital economy, the application of emerging digital technologies in traditional fields continues to deepen, bringing enormous innovation potential and opportunities to enterprises in digital transformation. The new generation of employees is facing an "innovation paradox" , and in order to break through this barrier and the innovation bottlenecks, and give full play to their flexibility and creativity, some employees may resort to deviant methods to solve the dilemma of being "shackled", which will trigger spontaneous deviant innovation behavior. #br#Currently, most studies have focused on overqualification from a negative perspective, and believed that overqualification can easily lead to negative attitudes and behaviors, such as low job satisfaction, high turnover behavior and anti-productive behavior. However, it is worth noting that the complexity of overqualification and deviant innovation behaviors cannot be ignored. Overqualification could be a valuable resource, and it is of significance to further explore how to reduce the occurrence of negative behaviors and promote the transformation of redundant qualifications into innovative achievements through the rational allocation of resources and the induction of boundary conditions. #br#This empirical study aims to explore the influence mechanism of the new generation of employees perceived overqualification, role breadth self-efficacy and negative emotions on deviant innovation behavior in China. Following self-regulation theory and self-consistency theory, the study constructs a moderated mediation model from the perspective of individual perception and psychological motivation, with role breadth self-efficacy and negative emotions as mediator variables, and psychological security as a moderator variable. A questionnaire survey is conducted among 332 "post-90s" employees from the manufacturing industry, the Internet and the financial industry in Beijing, Hebei, Tianjin, etc. The hierarchical regression and Bootstrap procedures are used to test the moderated mediating model. It is found that (1) perceived overqualification positively affects employees' deviant innovation behavior;(2) role breadth self-efficacy and negative emotions partially mediate the relationship between overqualification and deviant innovation in cognitive and emotional perspectives respectively;(3) psychological security positively moderates the relationship between role breadth self-efficacy and employee deviant innovation;(4) psychological security positively moderates the relationship between negative emotions and employee deviant innovation.#br#The theoretical contributions of this study are mainly as follows. Firstly, following the self-regulation theory, this study reveals why the new generation of overqualified employees use deviant innovation as a way to prove their qualifications, reflect their self-worth, pursue career development, and increase innovation challenges. On the basis of analyzing their psychological needs and intrinsic motivation, this study creatively integrates ability, willingness and boldness into the same model. Secondly, this study focuses on the complexity of overqualification and deviant innovation behavior. It incorporates two seemingly contradictory but actually parallel perspectives, i.e., role breadth self-efficacy and negative emotions, into the theoretical model. It then integrates the generation and action paths of positive and negative aspects, which can not only depict the complexity of overqualification, but also coincide with the characteristics of deviant innovation with both "loyalty" and "rebellion". Thirdly, this study constructs a moderated mediation model by introducing psychological security, clarifying the boundary of the mechanism between overqualification and deviant innovation behavior. With the continuous changes and development of the internal and external environment, it is extremely important for employees to be bold when facing opportunities and challenges, especially when deviant innovation is highly risky and uncertain. Therefore, this study introduces this perception of environmental safety as a moderate variable in innovation. From the perspective of boldness, it provides an explanation mechanism that can transform supportive perceptions into specific innovative behaviors, helping to understand the behavioral tendencies of employees responding to different stimuli.#br#