Search results

1 – 10 of 122
To view the access options for this content please click here
Article
Publication date: 16 July 2021

Chao Ma, (George) Zhen Xiong Chen and Xinhui Jiang

This paper aims to build a moderate mediation model to delineate when and how employee with perceived overqualification will exert extra effort and therefore engage in…

Abstract

Purpose

This paper aims to build a moderate mediation model to delineate when and how employee with perceived overqualification will exert extra effort and therefore engage in more altruistic helping behavior.

Design/methodology/approach

The research hypotheses were empirically tested using multitime and multisource survey data. Given the nested nature of data (i.e. 52 immediate supervisors rated 143 subordinates), multilevel structural equation modeling analyses within Mplus were conducted to test the proposed model.

Findings

The results support the proposed moderated mediation effect and indicate that perceived overqualification is positively related to extra effort on a condition that there is either strong desire for higher workplace status or more developmental job opportunities. The extra effort will subsequently lead to more altruistic helping behavior.

Practical implications

Based on the findings of this paper, human resource managers should consider the job applicant’s desire for workplace status and the organizational context the employer can provide when hiring overqualified employees. Second, organizations should carefully conduct job design to improve overqualified employees’ on-the-job developmental experiences. Third, training programs should be conducted to help satisfy needs and improve workplace status of overqualified employees, so that they can exert extra job effort and engage in pro-organizational behaviors.

Originality/value

Drawing on motivation–opportunity–ability theory, this paper extends the limited understanding of important boundary conditions under which perceived overqualification can be beneficial. The findings add to the knowledge on extant literature by identifying altruistic helping behavior as a new outcome of perceived overqualification.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

To view the access options for this content please click here
Article
Publication date: 10 June 2021

Yufang Huang and Yuting Hu

The purpose of this paper is to investigate the linkage between perceived overqualification and task i-deals via the mediating effect of prove goal orientation and the…

Abstract

Purpose

The purpose of this paper is to investigate the linkage between perceived overqualification and task i-deals via the mediating effect of prove goal orientation and the moderating effect of a climate for inclusion.

Design/methodology/approach

This study proposes and tests the mechanism of perceived overqualification in affecting task i-deals. Matched data were collected from a two-wave survey among 457 employees who work in two Chinese enterprises. The hypotheses were tested using hierarchical linear modeling and bootstrapping

Findings

The findings reveal that perceived overqualification has a significant positive impact on task i-deals. Prove goal orientation has a mediating role between perceived overqualification and task i-deals. Climate for inclusion moderates the relationship between prove goal orientation and task i-deals and the mediation effect of prove goal orientation, which has a moderated mediating effect.

Originality/value

This study reveals the influence mechanism of perceived overqualification on task i-deals from the perspective of self-verification, which not only enriches the results of being overqualified but also expands the antecedents of task i-deals. Moreover, the findings emphasize that contextual factors may strengthen the positive mediation effect of prove goal orientation.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

Keywords

To view the access options for this content please click here
Article
Publication date: 5 September 2020

Fulei Chu

Drawing on the equity theory and self-categorization theory, the authors examine the congruence effect of perceived self-overqualification and perceived coworker…

Abstract

Purpose

Drawing on the equity theory and self-categorization theory, the authors examine the congruence effect of perceived self-overqualification and perceived coworker-overqualification on team–member exchange (TMX) quality, which in turn influences employees' organizational identification.

Design/methodology/approach

The data were collected from 392 employees in 78 teams at 2 time points, and polynomial regressions was used to test the hypothesized associations.

Findings

The more consistent perceived self-overqualification is with perceived coworker-overqualification, the higher quality of TMX. Moreover, TMX mediates the relationship between this congruence on organizational identification, which indicates that the congruence of perceived overqualification is related to higher-quality TMX, and then makes overqualified employees produce higher levels of organizational identification.

Originality/value

The findings of the research contributes to theory building of perceived overqualification through distinguishing perceived overqualification as an individual characteristic from the perception of overqualification that occurs in teams. Besides, by analyzing employees' experiences of overqualification in the context of their colleague-group, this study demonstrates the importance of considering overqualified individuals' social context (e.g. the composition of teams) in exploring the consequences of perceived overqualification. Theoretical and practical implications are discussed.

Details

International Journal of Manpower, vol. 42 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

To view the access options for this content please click here
Article
Publication date: 6 March 2017

Chia-Huei Wu, Amy Wei Tian, Aleksandra Luksyte and Christiane Spitzmueller

The purpose of this paper is to offer an autonomous motivation perspective to explore the relationship between perceived overqualification and adaptive work behavior and…

Abstract

Purpose

The purpose of this paper is to offer an autonomous motivation perspective to explore the relationship between perceived overqualification and adaptive work behavior and examine job autonomy as a factor that may moderate the association.

Design/methodology/approach

The hypotheses were tested in two culturally, demographically, and functionally diverse samples: sample 1 was based on North American community college employees (n=215); sample 2 was based on full-time workers, employed in a Chinese state-owned enterprise specializing in shipping (n=148).

Findings

In study 1, perceived overqualification was negatively related to self-rated adaptive behavior. A follow-up study 2 extended these findings by demonstrating that perceived overqualification was negatively related to supervisor-rated adaptive work behavior when job autonomy was low, rather than high.

Research limitations/implications

The results of this research offer an autonomous motivation perspective to explain why perceived overqualification relates to adaptive behavior and suggests a job design approach to encourage adaptive behaviors of people who feel overqualified – a sizable segment of the current workforce.

Originality/value

This is one of the first studies to explore adaptive behavior of workers who feel overqualified – an outcome that has not been examined in this domain. The findings further point out what can be done to encourage adaptive behaviors among overqualified employees.

Details

Personnel Review, vol. 46 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

To view the access options for this content please click here
Article
Publication date: 13 November 2019

Harun Sesen and Senay Sahil Ertan

The purpose of this paper is to examine the relationship between perceived overqualification and job crafting, which has the ability to drive satisfaction, loyalty and…

Abstract

Purpose

The purpose of this paper is to examine the relationship between perceived overqualification and job crafting, which has the ability to drive satisfaction, loyalty and performance; drawing on the broaden-and-build theory, the study tests the positive psychological capital (PsyCap) moderation role in this relationship.

Design/methodology/approach

Data were obtained from 320 white-collar employees in Northern Cyprus. Data on perceived overqualification and positive PsyCap were gathered in the first survey, and job crafting was measured as a follow up. Data were analyzed using structural equation modeling and hierarchical regression.

Findings

Perceived overqualification has a significantly negative effect on all dimensions of job crafting. However, considering PsyCap as a moderator, the study demonstrates that the negative impact of perceived overqualification on job crafting lessens when positive PsyCap is high rather than low.

Research limitations/implications

Self-reported surveys are used and results were collected from only Northern Cyprus.

Practical implications

The study has important practical implications for managing and reaping benefits from employees who perceive themselves as overqualified. Specifically, organizations need to implement efficient activities that increase positive PsyCap among these employees (e.g. inspirational videos and other learning), which can thereby boost their job-crafting behavior and result in better organizational performance.

Originality/value

This research is the first to investigate positive PsyCap among employees who feel overqualified. The findings further point to what can be done to encourage job-crafting behavior by using positive PsyCap to increase passion and motivation among overqualified employees.

To view the access options for this content please click here
Book part
Publication date: 2 October 2012

Songqi Liu and Mo Wang

In this chapter, we aim to make the following contributions to the perceived overqualification literature. First, we provide an opportunity-based fairness…

Abstract

In this chapter, we aim to make the following contributions to the perceived overqualification literature. First, we provide an opportunity-based fairness conceptualization of perceived overqualification, and differentiate it from other justice constructs. Second, we present a multilevel model of perceived overqualification, which enumerates the antecedents and consequences, and explicates the mediators and moderators of the effect of perceived overqualification. Third, we emphasize the importance of considering methodological issues in future research on overqualification. Finally, we offer specific suggestions in studying applicant overqualification and recruiter perceptions.

Details

The Role of the Economic Crisis on Occupational Stress and Well Being
Type: Book
ISBN: 978-1-78190-005-5

Keywords

To view the access options for this content please click here
Article
Publication date: 6 May 2021

Maria José Chambel, Vânia S. Carvalho, Sílvia Lopes and Francisco Cesário

The purpose of this paper is to test the direct effect of the perceived overqualification on the burnout syndrome and the indirect effect through the workers’ autonomous…

Abstract

Purpose

The purpose of this paper is to test the direct effect of the perceived overqualification on the burnout syndrome and the indirect effect through the workers’ autonomous and controlled motivation.

Design/methodology/approach

The hypotheses were tested with a sample of 3,256 contact center operators from one Portuguese company and data were analyzed using the software package Mplus to conduct structural equation models.

Findings

The results revealed that workers’ perceived overqualification is positively related to burnout and that both autonomous and controlled motivation partially mediates this relationship.

Research limitations/implications

The cross-sectional design should be regarded as a limitation. Moreover, each variable was only assessed with self-reported measures, the sample comprised call center employees from only one company and one country (Portugal), and the workers were all employed in commercial services of telecommunications, energy, banking or insurance companies, which may constrain the generalization of these results.

Practical implications

Workers’ perceived overqualification should be avoided to prevent their burnout. Furthermore, an increase in workers’ skills and competencies, enhanced decision latitude, and the task variety and quality should be crucial for employees to develop more autonomous motivation to work in a contact center and the promotion of their well-being at work. More precisely, as overqualification concerns the employees’ perceptions of surplus education, experience and knowledge, from a practical perspective, enhancing the decision latitude, task variety and quality of these individuals’ work may contribute to decreasing individuals’ perception of overqualification and, therefore, contribute to increasing workers’ autonomous motivations and well-being.

Originality/value

This study provides evidence concerning the mediating role of both workers’ autonomous and controlled motivation to explain the relationship between perceived overqualification and burnout.

Details

International Journal of Organizational Analysis, vol. 29 no. 5
Type: Research Article
ISSN: 1934-8835

Keywords

To view the access options for this content please click here
Article
Publication date: 14 August 2019

Junwei Zhang, Muhammad Naseer Akhtar, Yajun Zhang and Shan Sun

Drawing from cognitive and emotional perspectives, the purpose of this paper is to theorize and test a dual-pathway model in which moral disengagement and anger toward…

Abstract

Purpose

Drawing from cognitive and emotional perspectives, the purpose of this paper is to theorize and test a dual-pathway model in which moral disengagement and anger toward organization act as two explanatory mechanisms of the association between perceived overqualification and employee cyberloafing. The authors further proposed that the strengths of these two mediating mechanisms depend on employee moral identity.

Design/methodology/approach

The authors used hierarchical linear modeling to examine the hypotheses by analyzing a sample of 294 employees working in 71 departments in China.

Findings

Results revealed that moral disengagement and anger toward organization mediated the positive link between perceived overqualification and cyberloafing beyond the influence of social exchange. Furthermore, moral identity attenuated the association between the mediators (i.e. moral disengagement and anger) and cyberloafing and the indirect relationship between perceived overqualification and cyberloafing.

Originality/value

Extant studies have examined the effects of perceived overqualification on employee behaviors in terms of task performance, organizational citizenship behavior, proactive behavior, as well as withdrawal behavior. The study expands this line of research by empirically investigating whether and how perceived overqualification influences cyberloafing.

Details

Internet Research, vol. 30 no. 1
Type: Research Article
ISSN: 1066-2243

Keywords

To view the access options for this content please click here
Article
Publication date: 10 August 2015

Laura Guerrero and John-Paul Hatala

The purpose of this paper is to investigate the role of job search on perceived overqualification by applying the theory of planned behavior and including financial need…

Abstract

Purpose

The purpose of this paper is to investigate the role of job search on perceived overqualification by applying the theory of planned behavior and including financial need and openness to experience as moderators.

Design/methodology/approach

Three questionnaires were given at weeks 1, 8 and 12 to 436 practice firm participants. A total of 119 completed all three questionnaires. The authors used partial least squares to analyze the data.

Findings

Job search self-efficacy was positively related to job search intentions and to outcome expectations. Job search intentions were positively related to job search intensity. Financial need acted as a moderator of the relationship between job search intensity and perceived overqualification such that for those with high-financial need higher levels of job search intensity resulted in higher perceived overqualification.

Research limitations/implications

The authors found little support for the theory of planned behavior in the model. The authors found strong support for the role of job search self-efficacy and job search intentions. The use of a three-wave design resulted in a relatively low sample size and the use of the practice firm reduces the generalizability of the findings.

Practical implications

The results suggest that increasing job search self-efficacy and job search intentions while managing the anticipations of job seekers is likely to yield better job search outcomes.

Originality/value

This study investigates the role of job search on perceived overqualification. Findings suggest that malleable attitudes during job search such as job search self-efficacy, job search intentions, and anticipations are likely to impact perceived overqualification.

Details

Career Development International, vol. 20 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

To view the access options for this content please click here
Article
Publication date: 6 April 2021

Riya Vinayak, Jyotsna Bhatnagar and Madhushree Nanda Agarwal

The study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between…

Abstract

Purpose

The study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between perceived overqualification (POQ) and turnover intention. It also explores how perceived supervisor support (PSS) influences the mediating role of psychological capital in the perceived overqualification and turnover intention association.

Design/methodology/approach

The authors test the model through a sample data of 314 workers employed in the Indian IT service sector. IBM SPSS and SPSS AMOS software were utilized for conducting analysis and testing the model involving first-stage moderated mediation.

Findings

The study confirms that perceptions of overqualification have a positive relationship with turnover intentions. Further, it finds that the positive association between POQ and turnover intention will be mediated by psychological capital. The results reflected that perceived supervisor support shall weaken the relationship between perceptions of overqualification and psychological capital.

Originality/value

The research is amongst the limited researches which look at the influence of psychological capital and perceived supervisor support with regards to POQ. It attempts to lay down the underlying psychological mechanism of POQ and highlight the role played by perceived supervisor support.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

Keywords

1 – 10 of 122