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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.

Work environments, which are widely acknowledged to exert strong influences on employee attitudes and behavior, have been studied since the initiation of formal work entities. Over this time, scholars have identified myriad impactful internal and external factors. Absent though are investigations examining economic downturns despite their acknowledged pervasiveness and destructive effects on worker performance and well-being. To address this theoretical gap, a multistage model acknowledging the impact of recessions on workplace responses, response effects, and environmental considerations is proposed. Inherent in this discussion is the role of economic decline on reactive change processes, the nature of work, and the structure and design of organizations. These significant changes affect employee attitudes and behaviors in ways that increase the political nature of these work environments. Organizational factors and employee responses to heightened recession-driven politics are discussed. Additionally, theoretically relevant intervening variables capable of influencing work outcomes are described. The chapter is concluded by discussing the implications of this theoretical framework as well as directions for future research.

In our 10th volume of Research in Occupational Stress and Well Being, we offer eight chapters that examine the role of the economic crisis in occupational stress and well being research. The first three chapters are considered more general overviews, and each examines a different aspect of economic stress and well being. Our lead chapter, by Songqi Liu and Mo Wang, provides an in-depth review of perceived overqualification. They develop and present a multilevel model of perceived overqualification that explicitly addresses antecedents, consequences, as well as the intermediating linkages within the relationships. The second chapter by Mindy K. Shoss and Tahira M. Probst also takes a multilevel approach by examining outcomes of economic stress. Specifically, they discuss how employee experiences with economic stress give impetus to emergent outcomes and employee well being. In our third overview chapter, Aimee E. A. King and Paul E. Levy develop a theoretical framework for organizational politics in an economic downturn. Specifically, they propose an integrative model that examines the role of the economic downturn, politics, and well being.

The relationship between overqualified labor and productivity is questioned in this study. By overqualified labor, it is meant that the labor has more capabilities (education) than the qualifications required by the task. In some cases, like this case, the qualifications of the employees and the qualifications required by the job may not match, and their reflection on productivity may be positive or negative. In the studies conducted in developing countries, such as this study, which reveal the negative relationship of overqualified and low-skilled employees with productivity, unlike the situation in developed countries, has been tried to be explained in this research based on relative deprivation and person–work cohesion. Literature review method is used within the frames of given theories.

Generation Z comprises the newest cohort to enter the workforce, and they not content to be the Millennials’ younger sibling. Born between 1997 and 2012, Gen Z’s identity is shaped by being the first generation to come into a post-9/11 world, by the effects of the Great Recession on their parents’ and families’ economic well-being, by the proliferation of technology and social media, by the specter of school shootings and violence, and by the current period of reckoning with past and present racial injustice. The defining moment for this generation, however, is entering adulthood during or in the wake of a global pandemic that significantly changed both education and industry. The confluence of this new generation of career entrants, the dramatically shifting job forms and careers (e.g., contingent work and the gig economy), and the post-COVID landscape of work provides a rich and compelling research agenda for management and human resource management as Gen Z enters workplace and progresses through their careers. Little academic research has examined this generation and its complexity, but the business community is very interested in preparing for the influx of Gen Z into their organizations and as consumers. Gen Z is diverse, global, and mobile. They are defined by their almost symbiotic relationship with technology, but surprisingly desire in-person connection. This generation was hard hit by the COVID-19 pandemic, in their education, finances, relationships, and well-being. They are a generation in flux. Future research directions are explored and presented.

In this chapter, we summarize and build on the current state of the customer mistreatment literature in an effort to further future research on this topic. First, we detail the four primary conceptualizations of customer mistreatment. Second, we present a multilevel model of customer mistreatment, which distinguishes between the unfolding processes at the individual employee level and the service encounter level. In particular, we consider the antecedents and outcomes unique to each level of analysis as well as mediators and moderators. Finally, we discuss important methodological concerns and recommendations for future research.

In this chapter, the authors will examine turnover in Turkey. In the first section, the authors will briefly describe the legal, institutional, and cultural context with a particular emphasis on their implications for employment conditions and turnover in Turkey. In the second section, the authors will review the academic literature on turnover that originated from Turkey. The authors divide the reviewed studies into two groups: generalizability studies, which are primarily replications of the mainstream literature with no focus on any specific characteristics of Turkey, and contextual studies, which emphasized the role of the economic, legal, or cultural background in formulating or interpreting their research. In the final section, the authors will discuss the findings of the review vis-á-vis the mainstream literature as well as practical implications and conclude with potential future research directions in the Turkish context.

Knowledge transfer is an important global leader (GL) competency, given their role as knowledge brokers and capacity builders. However, knowledge transfer skills and the transfer process itself have received scant attention from both global mobility and leadership scholars. Similarly, multinationals have seldom systematically collected and utilized repatriate knowledge, despite the competitive advantage it represents in a global knowledge economy. To fill this gap, an exploratory qualitative study employing critical incidents and interviews with a multi-country sample of 47 German, Japanese, and US repatriates identified variables that facilitate knowledge transfer attempts to the work unit. Our findings corroborate the proposed variables in a conceptual model of the transfer process and articulate the transfer skills that help explain their ability to transfer. Most importantly, our findings introduce an interactive transfer model that explicates the microprocess of transfer in the repatriate–work unit relationship. We conclude with implications for global leadership research and HRM practice.

Despite widespread interest in the gig economy, academic research on the topic has lagged behind. The present chapter applies organizational theory and research to compose a working model for understanding participation in the gig economy and how gig work may impact worker health and well-being. Drawing from past research this chapter defines the gig economy in all its diversity and advances a framework for understanding why individuals enter into gig economy. Next, the authors discuss how various characteristics of the gig economy and gig workers can be understood as both demands and resources that influence how gig work is likely to be experienced by the individual. To understand how these characteristics are likely to influence worker health and well-being, we draw from past research on alternative work arrangements and entrepreneurship, as well as the limited extant research on the gig economy. Finally, a research agenda is proposed to spur much needed research on the gig economy and its workers.

Purpose: The study elaborates the contextual conditions of the academic workplace in which gender, age, and nationality considerably influence the likelihood of self-categorization as being affected by workplace bullying. Furthermore, the intersectionality of these sociodemographic characteristics is examined.

Basic Design: The hypotheses underlying the study were mainly derived from the social role, social identity, and cultural distance theory, as well as from role congruity and relative deprivation theory. A survey data set of a large German research organization, the Max Planck Society, was used. A total of 3,272 cases of researchers and 2,995 cases of non-scientific employees were included in the analyses performed. For both groups of employees, binary logistic regression equations were constructed. the outcome of each equation is the estimated percentage of individuals who reported themselves as having experienced bullying at work occasionally or more frequently in the 12 months prior to the survey. The predictors are the demographic and organization-specific characteristics (hierarchical position, scientific field, administrative unit) of the respondents and selected interaction terms. Using regression equations, hypothetically relevant conditional marginal means and differences in regression parameters were calculated and compared by means of t-tests.

Results: In particular, the gender-related hypotheses of the study could be completely or conditionally verified. Accordingly, female scientific and non-scientific employees showed a higher bullying vulnerability in (almost) all contexts of the academic workplace. An increased bullying vulnerability was also found for foreign researchers. However, the patterns found here contradicted those that were hypothesized. Concerning the effect of age analyzed for non-scientific personnel, especially the age group 45–59 years showed a higher bullying probability, with the gender gap in bullying vulnerability being greatest for the youngest and oldest age groups in the sample.

Interpre4tation and Relevance: The results of the study especially support the social identity theory regarding gender. In the sample studied, women in minority positions have a higher vulnerability to bullying in their work fields, which is not the case for men. However, the influence of nationality on bullying vulnerability is more complex. The study points to the further development of cultural distance theory, whose hypotheses are only partly able to explain the results. The evidence for social role theory is primarily seen in the interaction of gender with age and hierarchical level. Accordingly, female early career researchers and young women (and women in the oldest age group) on the non-scientific staff presumably experience a masculine workplace. Thus, the results of the study contradict the role congruity theory.