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Article
Publication date: 14 March 2016

David M. Sikora, Katina W. Thompson, Zachary A. Russell and Gerald R. Ferris

Many organizations hold the traditional view that due to the potential of higher job dissatisfaction and employee turnover rates, hiring overqualified job candidates is…

Abstract

Purpose

Many organizations hold the traditional view that due to the potential of higher job dissatisfaction and employee turnover rates, hiring overqualified job candidates is risky. The purpose of this paper is to take an alternative perspective, using Human Capital and Resource-based theories to propose that hiring overqualified job candidates adds to a firm’s human capital depth. This additional human capital depth, in turn, enables firms to improve near term organizational effectiveness, and ultimately, build long-term competitive advantage. However, the ability of the firm to sustain this competitive advantage is dependent upon the retention of the overqualified human capital. The authors propose that job and career development opportunities made available to the overqualified will increase commitment and reduce turnover intentions, resulting in a long-term competitive advantage. Thus, the conceptual framework makes reference to deployment of the overqualified as an under used source of human capital. Finally, the implications of the proposed conceptualization and directions for future research are discussed.

Design/methodology/approach

This paper reviews theory and proposes a conceptual framework for reimaging overqualified human resources.

Findings

There are powerful benefits to hiring overqualified job candidates, but by not hiring overqualified job candidates, organizations are missing out on a large, easily available, and potentially lower cost source of highly skilled human capital.

Practical implications

The authors propose that job and career development opportunities made available to the overqualified will increase commitment and reduce turnover intentions, resulting in a long-term competitive advantage. Thus, the conceptual framework makes reference to deployment of the overqualified as an under used source of human capital.

Originality/value

This paper uses Human Capital and Resource-Based theory to propose a conceptual framework which makes four key contributions. First, the authors propose that hiring overqualified job candidates increases an organization’s human capital depth. Next, this increased human capital leads to near term improvements in employee performance and organizational effectiveness. In turn, firms using career development exercises such as job crafting, mentoring, and/or informal leadership to retain overqualified human capital are more likely to covert near term organizational effectiveness into long-term competitive advantage. Finally, the authors offer a conceptual framework that bridges the overqualification and strategic human resources management literatures.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 3 no. 1
Type: Research Article
ISSN: 2051-6614

Keywords

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Article
Publication date: 11 July 2016

Brian Beal

Many organizations hold the traditional view that due to the potential of higher job dissatisfaction and employee turnover rates, hiring overqualified job candidates is…

Abstract

Purpose

Many organizations hold the traditional view that due to the potential of higher job dissatisfaction and employee turnover rates, hiring overqualified job candidates is risky. The purpose of this paper is to take an alternative perspective, using human capital and resource-based theories to propose that hiring overqualified job candidates adds to a firm’s human capital depth. This additional human capital depth, in turn, enables firms to improve near-term organizational effectiveness and, ultimately, build long-term competitive advantage. Thus, the conceptual framework makes reference to deployment of the overqualified as an under-used source of human capital.

Design/methodology/approach

This paper reviews theory and proposes a conceptual framework for reimaging overqualified human resources.

Findings

There are powerful benefits to hiring overqualified job candidates; however, by not hiring overqualified job candidates, organizations are missing out on a large, easily available, and potentially lower cost source of highly skilled human capital.

Originality/value

This paper uses human capital and resource-based theory to propose a conceptual framework which makes four key contributions. First, the authors propose that hiring overqualified job candidates increases an organization’s human capital depth. Next, this increased human capital leads to near-term improvements in employee performance and organizational effectiveness. In turn, firms using career development exercises such as job crafting, mentoring, and/or informal leadership to retain overqualified human capital are more likely to convert near-term organizational effectiveness into long-term competitive advantage.

Details

Human Resource Management International Digest, vol. 24 no. 5
Type: Research Article
ISSN: 0967-0734

Keywords

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Case study
Publication date: 14 February 2019

Katina Williams Thompson and Susan Dustin

The authors used Sue’s (2010) microaggression process model and Freeman et al.’s (2010) stakeholder theory as a theoretical basis for this case.

Abstract

Theoretical basis

The authors used Sue’s (2010) microaggression process model and Freeman et al.’s (2010) stakeholder theory as a theoretical basis for this case.

Research methodology

Information for the case was gathered from publicly available sources. No formal data collection efforts were undertaken.

Case overview/synopsis

Guess Who’s Coming to Deliver is a case that examines an event that occurred at Lowe’s Home Improvement Warehouse in late July and early August of 2015. A customer who had purchased some products from Lowe’s requested that only White delivery people were dispatched to her home because she did not allow African–American people in her house. The case is factual and was written from information that was publicly available in the media. The case is designed to help instructors facilitate a meaningful classroom discussion about microaggressions from the different stakeholder perspectives.

Complexity academic level

The case is relevant for undergraduate and graduate organizational behavior and human resource management courses.

Details

The CASE Journal, vol. 15 no. 5
Type: Case Study
ISSN: 1544-9106

Keywords

Content available
Article
Publication date: 27 April 2020

Mojtaba Izadi, Aidin Farzaneh, Mazher Mohammed, Ian Gibson and Bernard Rolfe

This paper aims to present a comprehensive review of the laser engineered net shaping (LENS) process in an attempt to provide the reader with a deep understanding of the…

Abstract

Purpose

This paper aims to present a comprehensive review of the laser engineered net shaping (LENS) process in an attempt to provide the reader with a deep understanding of the controllable and fixed build parameters of metallic parts. The authors discuss the effect and interplay between process parameters, including: laser power, scan speed and powder feed rate. Further, the authors show the interplay between process parameters is pivotal in achieving the desired microstructure, macrostructure, geometrical accuracy and mechanical properties.

Design/methodology/approach

In this manuscript, the authors review current research examining the process inputs and their influences on the final product when manufacturing with the LENS process. The authors also discuss how these parameters relate to important build aspects such as melt-pool dimensions, the volume of porosity and geometry accuracy.

Findings

The authors conclude that studies have greatly enriched the understanding of the LENS build process, however, much studies remains to be done. Importantly, the authors reveal that to date there are a number of detailed theoretical models that predict the end properties of deposition, however, much more study is necessary to allow for reasonable prediction of the build process for standard industrial parts, based on the synchronistic behavior of the input parameters.

Originality/value

This paper intends to raise questions about the possible research areas that could potentially promote the effectiveness of this LENS technology.

Details

Rapid Prototyping Journal, vol. 26 no. 6
Type: Research Article
ISSN: 1355-2546

Keywords

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Article
Publication date: 26 June 2018

Larissa Statsenko, Alex Gorod and Vernon Ireland

This paper aims to propose an empirically grounded governance framework based on complex adaptive systems (CAS) principles to facilitate formation of well-connected…

Abstract

Purpose

This paper aims to propose an empirically grounded governance framework based on complex adaptive systems (CAS) principles to facilitate formation of well-connected regional supply chains that foster economic development, adaptability and resilience of mining regions.

Design/methodology/approach

This study is an exploratory case study of the South Australian (SA) mining industry that includes 38 semi-structured interviews with the key stakeholders and structural analysis of the regional supply network (RSN).

Findings

Findings demonstrate the applicability of the CAS framework as a structured approach to the governance of the mining industry regional supply chains. In particular, the findings exemplify the relationship between RSN governance, its structure and interconnectivity and their combined impact on the adaptability and resilience of mining regions.

Research limitations/implications

The data set analysed in the current study is static. Longitudinal data would permit a deeper insight into the evolution of the RSN structure and connectivity. The validity of the proposed framework could be further strengthened by being applied to other industrial domains and geographical contexts.

Practical/implications

The proposed framework offers a novel insight for regional policy-makers striving to create an environment that facilitates the formation of well-integrated regional supply chains in mining regions through more focussed policy and strategies.

Originality/value

The proposed framework is one of the first attempts to offer a holistic structured approach to governance of the regional supply chains based on CAS principles. With the current transformative changes in the global mining industry, policy-makers and supply chain practitioners have an urgent need to embrace CAS and network paradigms to remain competitive in the twenty-first century.

Details

Supply Chain Management: An International Journal, vol. 23 no. 4
Type: Research Article
ISSN: 1359-8546

Keywords

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