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Too smart for their own good? A study of perceived cognitive overqualification in the workforce
The International Journal of Human Resource Management
Abstract
This study examined the concept of cognitive overqualification, the possession of a higher level of cognitive ability than is required for a given job. Among 156 US based customer service representatives, cognitive overqualification was found to be associated with job dissatisfaction, but was only weakly related to measures of job and training performance. The results of this study provide support for the common practice among personnel managers to reject overqualified job applicants, as these individuals may be more likely to develop negative job attitudes, although not necessarily in anticipation of their poorer job performance.
... Daha sonrasında ise olguyu örgütsel çıktıları ve kişiler üzerindeki psikolojik etkileri bağlamında değerlendiren örgüt ve davranış bilimciler mikro düzlemde bir kavramsallaştırma çabası içerisine girdikleri görülmektedir. Olgunun kavramsal düzlemdeki gelişimine dayalı olarak nesnel / sübjektif ve öznel / objektif (Gizlier, 2020) kriterlere dayalı olarak örgüt, yönetim, iş ve çalışma psikolojisine ilişkin bilimsel alanlarda araştırmalara konu edildiği görülmektedir (Nevo, 2008;Uçar ve Sezgin, 2021). Objektif aşırı vasıflılık çalışanın eğitim, yetenek ve deneyimlerinin somut iş analizlerine dayalı olarak Z. Uçar İzmir İktisat Dergisi / İzmir Journal of Economics Yıl/Year: 2024 Cilt/Vol:39 Sayı/No:1 Doi: 10.24988/ije.1310026 ...
... Dolayısıyla kavram psikolojik araştırmalarda genellikle objektif kriterlerle incelenmesinin aksine algılanan aşırı vasıflılık olarak ifade edilen çalışan algısı olarak değerlendirilmektedir. Yine kavramsallaştırma çabasına ilişkin olarak uluslararası yazında kavram yanlış eşleşme (mismach) ve gelişememe (no growth) boyutlarıyla ele alınmıştır (Khan ve Morrow, 1991;Johnson ve Johnson, 1996;Maynard, vd., 2006;Fine ve Nevo, 2008;Lee, Chou ve Wu, 2016). Yanlış eşleşme çalışanın bilgi, eğitim, yetenek ve deneyimlerine oranla daha alt seviyelerdeki işlerde çalışmasını vurgularken, gelişememe boyutu ise yapmış olduğu işin zorlayıcı olmaması, yeni bilgi ve deneyimler gerektirmemesi nedeniyle çalışanın kendini geliştirememesi olarak ele alınmıştır. ...
... Genel bir tanımla, algılanan aşırı vasıflılık çalışanın sahip olduğu eğitim, bilgi, yetenek, beceri, tecrübeye nazaran yaptığı işin bu vasıflarını kullanamayacağı bir yapıda olmasından kaynaklı olarak algılamış olduğu olumsuz bir durum olarak tanımlanabilir. Ayrıca çalışan işin zorlayıcı olmamasından dolayı da var olan vasıflarının üzerine bir şey ekleyememektedir (Erdoğan vd.,2001;Johnson vd.,2002;Maynard vd.,2006;Fine, 2007;Fine ve Nevo, 2008;Erdoğan vd., 2011;Erdogan vd., 2011;Koçyiğit ve Şendoğdu, 2022). ...
zet Bu araştırmada işgörenler tarafından algılanan aşırı vasıflılığın işten ayrılma niyeti üzerindeki etkisinde işe yabancılaşmanın aracılık rolünün incelenmesi amaçlanmıştır. Niceliksel olarak tasarlanan bu araştırma için örneklem Bitlis ilinde faaliyette bulunan kamu ve özel banka çalışanları ve Türkiye Serbest Muhasebeci ve Mali müşavirler ve Yeminli Mali Müşavirler Odaları Birliği'ne (TÜRMOB) bağlı serbest muhasebe ve mali müşavirlik çalışanlarından seçilmiştir. İlgili örnekleme ulaşmak ve araştırmaya veri sağlamak amacıyla kolayda ve kartopu örnekleme yöntemleri kullanılmıştır. Hazırlanan anket formları katılımcıların bir kısmına online olarak diğer kısmına ise elden dağıtılmıştır. Araştırma ölçeklerinin güvenilirlik ve geçerliliklerinin tespiti amacıyla ölçek maddeleri üzerinde güvenilirlik, birleşim ve ayrışım geçerliliğine ilişkin testler ve faktör analizleri gerçekleştirilmiştir. Son olarak yapısal eşitlik modellemesi üzerinden araştırma modeli test edilmiştir. Analizler sonucunda algılanan aşırı vasıflılığın alt boyutlarından olan basitlik algısının işten ayrılma niyeti üzerindeki etkisinde işe yabancılaşmanın aracılık etkisi bulgulanırken, diğer alt boyutlar olan yakıştırmama ve vasıflılık algısı boyutları üzerinde aracılık etkisi gözlenememiştir. Literatür incelemelerine dayalı olarak bu üç değişkeni bir arada inceleyen ve yine araştırma modelinde ortaya konan aracılık etkisini araştıran herhangi bir çalışmaya rastlanmamıştır. Bu literatürde bir boşluk yaratmaktadır ve dolayısıyla da bu çalışma ile bu boşluğun doldurulması amaçlanmaktadır. Anahtar kelimeler: Abstacrt In this study, it was aimed to examine the mediating effect of job alienation on the relationship between overqualification perceived by the employees and their intention to leave. For the quantitatively designed research, the sample was selected from public and private bank employees and independent accounting and financial advisory employees affiliated with the Turkish Association of Chambers of Certified Public Accountants and Certified Public Accountants (TÜRMOB) operating in the Bitlis province. Convenience and snowball sampling methods were used to reach employees and provide data for the research. While the questionnaire was sent online to some of the participants, the forms were handed out to some of them to fill out. In order to determine the reliability and validity of the research scales, tests of reliability, convergent and discriminant validity, and confirmatory factor analyses were performed on the scale items. Then, the analysis model created on the structural equation modeling was tested. As a result of the analysis, the mediating effect of work alienation was found in the effect of simplicity perception, which is one of the sub-dimensions of perceived overqualification, on intention to leave. On the other hand, mediation effects were not observed in the dimensions of not appeal and perceived qualification, which are in the other sub-dimensions of Perceived Owerqualification. Based on the literature review, no study has been found that examines these three variables together and also investigates the mediation effect revealed in the research model. This creates a gap in the literature, and therefore, this study aims to fill this gap.
... The literature has been reporting an inverse association between overqualification and job performance (Van Dijk et al., 2020;Fine & Nevo, 2008;Willis et al., 2019). According to Lee et al. (2021), perceived overqualification has a negative relationship with attitudes at work, including organizational commitment and job satisfaction, and a positive relationship with counterproductive behaviors at work. ...
... Regarding the second model, contrary to the literature (e.g., Van Dijk et al., 2020;Fine & Nevo, 2008;Willis et al., 2019), there was a positive effect of overqualification Perceived Maladjustment on task performance, task context. We believe this may be because overqualified professionals are more creative and innovative and are more willing to take on challenges (Brooks & Gray, 2013). ...
... H7.6). All hypotheses were confirmed except for H7.5, where there is a direct effect, i.e., the fact that perception of non-growth decreases contextual performance (Van Dijk et al., 2020;Fine & Nevo, 2008;Lee et al. 2021;Willis et al., 2019). This could mean that although employees feel that there are no opportunities for career advancement, they continue to strive to achieve that goal (Brooks & Gray, 2013). ...
The purpose of this paper is to examine two hypothetical models: one in which job satisfaction acts as a mediator of the effects of overqualification on turnover intention and performance, and another in which job satisfaction acts as a mediator of the effects of overqualification on performance. Data were collected from 318 call center employees in Portugal. The relationships were tested using a multiple regression hierarchy with PROCESS. As hypothesized, job satisfaction mediates the relationship between overqualification and turnover intentions. It appears that overqualification alone does not influence intention to quit, but rather does so via satisfaction. Job satisfaction also mediates the relationship between overqualification and job performance. However, perceptions of non-growth appear to be associated with a decline in contextual performance. The effects of overqualification on turnover intentions and job performance of call center employees have not been previously studied. Therefore, this study aims to fill this gap. Our study joins the small number of studies that analyze the mechanisms explaining the relationship between this mismatch between job demands and employees' perceived education, skills, experience, and work outcomes.
... In contrast, however, some studies have revealed a positive impact of POQ on the performance and actions of employees. As task performance is functionally related to the knowledge, skills, and abilities (KSAs) of the individual employees, overqualified employees are likely to perform better due to increased selfefficacy associated with inactive mastery (Erdogan & Bauer, 2020;Fine & Nevo, 2008;Zhang et al., 2016). Hu et al. (2015Hu et al. ( , p. 1228 found that employees with a higher sense of POQ exhibit greater task significance and personegroup fit and perform better in both assigned and voluntary jobs. ...
... In regard to the consequences of POQ on work performance, there is mixed evidence in the literature. Most studies have reported an inverse association between POQ and work performance (Fine & Nevo, 2008;Willis, Reynolds, & Lee, 2019). Some, however, have found a positive effect (Hitt & Duane Ireland, 2017;Zheng & Wang, 2017). ...
... Our empirical finding shows that perceived overqualification has a negative impact on the work performance of female corporate employees in Bangladesh. This finding is similar to previous studies Fine & Nevo, 2008;Dekker et al., 2002). Both the equity theory of motivation (Adams, 1965) and relative deprivation theory (Crosby, 1976) validate the findings. ...
This cross-sectional quantitative study explores the influence of perceived overqualification (POQ) on work performance (WP) with the mediating effect of job crafting (JC) and the moderating effect of perceived organizational support (POS). Data were collected from a sample of 276 female corporate executives working in different organizations in Bangladesh. SPSS version 25 was used to analyze the demographic information. The relationships among the constructs were determined through regression analysis. Mediating and moderating effects are explained using Hayes' SPSS Model 4 and Model 1 process macro, respectively. The results show that POQ has a negative influence on the WP of female corporate employees in Bangladesh. Moreover, JC has a mediating effect on the overqualification and WP relationship , whereas POS did not show a substantial moderating effect on the relationship between POQ and JC. We suggest that human resource managers should be cautious before employing overqualified employees and look for avenues to take advantage of the overqualified employees through empower-ment, delegation, recognition, flexibility, and family-friendly policies. Given the mixed evidence of the effect of POQ on employee attitudes and behavior, it attempts to verify the POQework performance relationship through JC, which is an unexplored avenue of research. Furthermore, exploring the moderating role of POS in the POQework performance connection is a novel endeavor.
... Overqualification means that an employee has more skills, expertise, abilities, education, experience, and other qualifications than are needed for the job [27, p. 217]. The international workforce is increasingly educated and skilled, e.g., 40.7% of the [30][31][32][33][34] year-old adults in the EU attained tertiary education in 2018, hitting one of the Europe 2020 targets for the first time (source: Eurostat (data code online: t2020_41). Thus, the target that 40% of the EU population aged 30-34 should obtain tertiary education by 2020 was achieved two years ahead of schedule. ...
... Finally, there is the key issue of how overqualification affects job performance, i.e., to what extent do overqualified employees perform their duties at work. If a motivation approach is used [108], then a concern arises that a sense of deprivation will demotivate overqualified employees and consequently reduce performance, but if a capability-based approach is used, then research indicates a positive relationship between overqualification and performance [24,26,32,33,44,65]. A number of studies has results confirming that managers evaluate overqualified employees as high performers [33,43]. ...
... If a motivation approach is used [108], then a concern arises that a sense of deprivation will demotivate overqualified employees and consequently reduce performance, but if a capability-based approach is used, then research indicates a positive relationship between overqualification and performance [24,26,32,33,44,65]. A number of studies has results confirming that managers evaluate overqualified employees as high performers [33,43]. In their synthesis of the literature, Erodogan and Bauer [25], summarizing research on the positive relationship between overqualification and performance, make a conclusion that is important with respect to the practical significance of the results of this study. ...
The paper explores the possibility of reducing the effect of perceived overqualification on employee retention (i.e., turnover intentions and job search behaviors) through non-salary (nonwage benefits, elasticity of work hours, and procedural justice) and salary (pay satisfaction) attributes of work. The problem of overqualification arises when the skills and experience or the knowledge and education of an employee are higher than those required for the job that the employee performs. This situation may induce an employee to leave the organization. This research uses the concept of perceived overqualification and addresses three unresolved issues regarding salary and non-salary job attributes which can modify the effects of perceived overqualification. These issues include the mechanism through which the aforementioned effects are transferred onto retention, interpersonal justice as a moderator, and the importance of negative affectivity, which may be responsible for the relationship between perceived overqualification and employee retention. The study uses conditional analysis of the process developed by Hayes and data from a survey conducted among 100 overqualified employees, who were identified among 826 randomly selected people in Poland. The findings show that non-salary job attributes can be a better instrument than salary in increasing the organizational commitment perceived by overqualified employees. A stronger organizational commitment prevents the overqualified from leaving the organization. As regards the relationship between perceived overqualification and turnover intention, the moderation impact of interpersonal justice (respect from supervisors) is stronger than that of pay satisfaction. Negative affectivity does not create the common tendency in perceived overqualification and retention. Based on the findings, I propose several practical recommendations.
... It has been estimated that the share of overqualifed nurses in Italy is approximately 23% and 13% three and fve years, respectively, after completing their nursing qualifcation [14]. Overqualifcation can have various negative repercussions on individuals, in terms of stress, the development of health disorders, and job satisfaction [6,15], and on organizations, in terms of higher rates of absenteeism, turnover [6] and reduced performance [15,16], and interpersonal conficts [17]. ...
... Regarding gender, both dimensions of the SPOQ-IT showed an important correlation with the male gender. Tis result is coherent with previous research on gender diferences in the nursing population [17] and may be partly explained, in Italy, by still prevailing stereotypes of women as wives and mothers, who take care of family and children [42,43], and are less inclined to pursue work or career goals. On the other hand, the results of Ghignoni's study [41] suggested that women in Mediterranean countries, as opposed to in the Netherlands, were more at risk of developing overqualifcation than men. ...
Background: Acquired competencies, skills, and abilities can lead professionals into an overqualification situation that is associated with absenteeism, desire to abandon the respective profession, negative work performance, and interpersonal conflicts.
Aim: To develop and validate the Italian version of Maynard’s Scale of Perceived Overqualification (SPOQ).
Method: The SPOQ was linguistically and culturally adapted to develop and validate an Italian version (SPOQ-IT), calculating a content validity index and testing the scale validity with a cross-validation approach using Cronbach’s alpha, exploratory, and confirmatory factor analyses (CFAs).
Results: The SPOQ-IT had a good content validity index. Two dimensions (“overqualification” and “underemployment”) emerged from the exploratory and CFA. Age, gender, and working years affected the overqualification and underemployment perception in the Italian nursing profession.
Conclusion: The SPOQ-IT has good psychometric properties and demonstrated that acquired competencies, skills, and abilities are often underexploited in the Italian nursing profession, leading to overqualification and underemployment perceptions.
Implications for Nursing Management: Nursing managers should govern and monitor the overeducation and its effects on organizational and patients’ outcomes because the implementation of acquired competencies, skills, and abilities improves work performance and the quality of nursing care and avoids underemployment condition.
... As Ibrahim et al. (2019) argue, an increase in work resources positively affects employees' mental states, thereby stimulating their engagement. Hobfoll (2002) further asserts that capability-based perspective that employees with perceived overqualification often show good attitudes and task performance because they have excess capacity and resources (Fine & Nevo, 2008). Throughout the research on the effect of perceived overqualification on job performance, there are positive, negative, and insignificant results, and the results need to be further discussed in specific contexts (Hu et al., 2015). ...
... The current study explores the role of work engagement as a conduit through which perceived service climate predicts employee in-role and extra-role service performance (Hu et al., 2015; and supports the capability-based perspective of overqualification (Fine & Nevo, 2008). Under a condition of a higher level of perceived overqualification, employees perceive more ability to make full use of the organization's service work resources. ...
With the advent of the digital economy and the post-epidemic era, China’s retail enterprises face significant crises and challenges. Enhancing both the in-role and extra-role service performance of sales staff in physical stores is crucial for preserving competitive advantages and sustainable development of retail enterprises. Based on Conservation of Resources theory, this study proposes a moderated mediation model that elucidates how the perceived service climate impacts employee in-role and extra-role service performance through work engagement, as well as the moderating effect of perceived overqualification. Data were collected from 598 physical store sales staff and 117 direct supervisors across 19 retail enterprises using a multi-wave, multi-source survey. Hierarchical regression analysis confirmed our hypotheses, demonstrating that perceived service climate enhances employee in-role and extra-role service performance via the partial mediating effect of work engagement. Moreover, perceived overqualification positively moderates not only the link between perceived service climate and work engagement but also the mediating effects of work engagement between perceived service climate and in-role and extra-role service performance, separately. The theoretical and practical implications of these findings are discussed in detail.
... Job satisfaction captures subjective feelings about a broad range of one's career aspects, including recognition, meaningful work, personal growth, authenticity, and autonomy (Shockley et al., 2016). Since it has long been regarded as a representative and proximal outcome factor of POQ by a volume of research (e.g., Alfes et al., 2016;Fine & Nevo, 2008;Johnson & Johnson, 2000;Khan & Morrow, 1991), we set the causal relationship between job satisfaction and POQ as the main theoretical focus of interest. ...
... As for empirical evidence, cross-sectional studies such as Alfes et al. (2016) reported a negative influence of POQ on job satisfaction with a sample from two Dutch companies. Fine and Nevo (2008) also revealed that overqualification has a significantly negative correlation with job satisfaction for US-based customer service employees. A study covering more diverse industries consisting of university alumni also found a negative path coefficient between POQ and job satisfaction (Maynard & Parfyonova, 2013). ...
This study investigates the widely assumed but insufficiently proven causalities concerning perceived overqualification (POQ). First, our study calls into question the common belief that POQ precedes job satisfaction. Based on the affect-to-cognition paradigm, we suggest that unsatisfied employees may later recognize themselves to be overqualified. Second, our study examines whether POQ increases the likelihood of actual turnover over an extended period of time. A four-year longitudinal sample of 2,409 employees from the Korean Labor and Income Panel Study (KLIPS) data was used to evaluate these two questions. Contrary to conventional wisdom, our analysis found that job satisfaction precedes POQ, while the reverse effect was not pronounced. Furthermore, we discovered that the effects of POQ may persist over three years, serving as a drive to push employees to depart from their organizations.
... Team overqualification and change self-efficacy While many studies point to the direct additive effect of matching individuals to their environment on relevant outcome variables at the individual, group and organizational levels (Chuang et al., 2015;Edwards, 2008;Gilbreath et al., 2011;Seong and Kristof-Brown, 2012), others point to the potential for overqualified employees to make valuable contributions to organizations (Erdogan et al., 2011). For instance, people with underutilized skills and abilities have a greater need for autonomy (Fine and Nevo, 2008), so they can take the initiative to adapt to their surroundings and exhibit more difficult behaviors to maintain a match between job requirements and their own knowledge, skills and abilities (Luksyte and Spitzmueller, 2016). They are also frequently more adept at coming up with solutions that are advantageous to a variety of stakeholders (Byron et al., 2010). ...
... Additionally, studies have shown that staff members who feel overqualified may independently go for more difficult work or projects to preserve a match between job criteria and individual knowledge, skills and talents (Luksyte and Spitzmueller, 2016). Employees who feel more overqualified are more productive and perform better than the average team member, and as a result, are more likely to take on more difficult tasks outside of the team (Fine and Nevo, 2008). Additionally, strategic scanning behavior must be given priority in order to actively adapt to a dynamic and complicated internal and external environment and to complete difficult tasks (Drejer et al., 2005). ...
Purpose
Much of the research on overqualification has focused on the negative effects at the individual level. However, in the face of the increasing tendency to recruit overqualified employees, managing the perception of team overqualification can be effective in motivating team members in the current complex and changing business environment.
Design/methodology/approach
Based on the person–environment fit theory, this study examines how team overqualification affects employees' change self-efficacy and how it further motivates employees to engage in strategic scanning behavior toward proactive external information gathering and analysis. The data collection for this study was divided into two stages, spaced three months apart. The analysis of questionnaire data from 290 employees and 72 supervisors confirmed the theoretical hypothesis of this study.
Findings
When employees perceive a higher level of team overqualification, they will generate more strategic scanning behavior. And the change self-efficacy plays a mediating role between team overqualification and strategic scanning behavior and thus team members actively seek information from the external environment to develop future plans and work strategies. Meanwhile, transformational leadership positively moderates this process.
Originality/value
Firstly, this study extends the positive manifestations of overqualification at the team level. Secondly, this study verifies that change self-efficacy mediates the relationship between team overqualification and strategic scanning, enriching the research on the antecedent and outcome variables of change self-efficacy. Finally, this study verified that the interaction effect of transformational leadership and team overqualification had an impact on employee strategic scanning behavior through change self-efficacy.
... In China, the ratio was even higher, affecting up to 84% of the workforce (Randstad Holding, 2012). Overqualification research has largely focused on the negative consequences from the individual perspective, such as poorer physical and mental health (Friedland & Price, 2003), lower job satisfaction (Fine & Nevo, 2008;Maynard et al., 2006), lower task performance (Li et al., 2019), and even the waste of talent (Steffy, 2017). However, researchers have recently begun studying the positive effects of overqualification and have found that it has the potential to trigger beneficial change, promote performance (Erdogan & Bauer, 2009;Fine & Nevo, 2008), and increase organizational citizenship behavior (OCB; Luksyte & Spitzmueller, 2015;Moorman & Harland, 2002). ...
... Overqualification research has largely focused on the negative consequences from the individual perspective, such as poorer physical and mental health (Friedland & Price, 2003), lower job satisfaction (Fine & Nevo, 2008;Maynard et al., 2006), lower task performance (Li et al., 2019), and even the waste of talent (Steffy, 2017). However, researchers have recently begun studying the positive effects of overqualification and have found that it has the potential to trigger beneficial change, promote performance (Erdogan & Bauer, 2009;Fine & Nevo, 2008), and increase organizational citizenship behavior (OCB; Luksyte & Spitzmueller, 2015;Moorman & Harland, 2002). ...
Drawing on equity theory and person–group fit theory, we examined the association between (in)congruence in employee and peer overqualification and perceived insider status. We further proposed that perceived insider status is related to employees’ organizational citizenship behavior (OCB). The results of multilevel polynomial regressions using data collected with 211 employees from 55 teams supported the hypothesized congruence effect. Specifically, employees’ perceived insider status was greater, and their OCB was maximized, when employees and their peers had congruent perceptions of their overqualification levels. Furthermore, when both employees and their peers perceived their overqualification levels as low, perceived insider status and OCB were higher than when both perceived their overqualification levels as high. These findings highlight the pivotal role of congruence between employee and peer perceptions of overqualification at work.
... La sobre-cualificación laboral es un fenómeno que no solo se ha multiplicado en los últimos años, sino que trae consigo una secuela de consecuencias que pueden afectar tanto al individuo como a la organización que lo contrata (Erdogan et al., 2011a;Harari et al., 2017;Johnson & Johnson, 1996;Lobene et al., 2014;Lobene & Meade, 2010;Sánchez-Sellero et al., 2013). Por tal razón, las investigaciones dirigidas a conocer las variables con las que se relaciona este constructo (e.g., actitud laboral, retención, bienestar, desempeño laboral, aburrimiento laboral, satisfacción laboral, intenciones de rotación y conductas de búsqueda de trabajo) se han enfocado particularmente en los antecedentes y consecuencias de cuando un individuo experimenta, o percibe experimentar, sobre-cualificación laboral (Erdogan et al., 2011a;Erdogan et al., 2011b;Erdogan & Bauer, 2009;Fine & Nevo, 2008;Liu & Wang, 2012;Sánchez-Cardona et al, 2019). ...
... Sin embargo, la evidencia sugiere que las personas sobre-cualificadas pueden hacer contribuciones positivas a la organización bajo las condiciones adecuadas en forma de mayor desempeño (Deng et al., 2018;Erdogan & Bauer, 2009;Fine & Nevo, 2008) y creatividad (Luksyte & Spitzmueller, 2016). Incluso, Feldman y Turnley (2004) destacan que algunas personas aceptan empleos contingentes para los que están sobre-cualificados con la intención de alcanzar un mejor balance entre su vida laboral y familiar. ...
Resumen La sobre-cualificación laboral percibida es un fenómeno psicosocial que puede afectar a las personas en su empleo y que tiene lugar cuando los empleados perciben que tienen capacidades y destrezas que exceden los requisitos de su trabajo. Para comprender mejor cómo se presenta este fenómeno en Puerto Rico y países de habla hispana, es necesario contar con instrumentos adecuados para su medición. El propósito de este estudio fue analizar las propiedades psicométricas de la Escala de Sobre-cualificación Laboral Percibida (ESLP): validez de constructo, validez convergente y discriminante, análisis de los ítems y fiabilidad. La muestra estuvo compuesta por 400 participantes de diversos sectores laborales en Puerto Rico. Los resultados evidencian que la ESLP posee una estructura bi-factorial (necesidades del puesto y exceso de recursos) con niveles de validez y confiabilidad apropiados. A la
... In this context, POQ serves as a precursor to numerous negative outcomes. These include reduced job satisfaction (Fine & Nevo, 2008;Maynard et al., 2006;Lobene et al., 2015), counterproductive work behaviors (Luksyte et al., 2011;Liu et al., 2015;Fine & Edward, 2017), turnover intentions (Maynard & Parfyonova, 2013;Harari et al., 2017), and job search behaviors (Frei & Sousa-Poza, 2012). Another adverse outcome is the decline in work engagement (WE), which is regarded as a positive emotional state reflecting employees' attachment to their jobs and known to yield beneficial outcomes for organizations (Schaufeli et al., 2006, p. 702). ...
Abstract
The aim of this study is to examine whether organization-based self-esteem (OBSE) acts as a mediator in the effect of perceived overqualification (POQ) on work engagement (WE) within the axis of person-job fit (PJ) and social exchange theory (SET). Data obtained from 412 chain store employees using purposive sampling were analyzed through SPSS 22.0 and AMOS 24.0. The analyses revealed that perceived overqualification has a negative impact on work engagement, while organization-based self-esteem positively influences work engagement. Moreover, it was found that organization-based self-esteem partially mediates the effect of perceived overqualification on work engagement.
... Consequently, it's often assumed that workers perceiving themselves as overqualified are less inclined to engage in innovative behavior. Numerous studies have explored the negative outcomes of PO (De Jong & Den Hartog, 2010;Fine & Nevo, 2008;Yıldız & Arda, 2018). ...
Strategic Human Resource Management (HRM) focuses on selecting employees who fit the organization’s culture while enhancing its competitive advantage. However, effective HRM extends beyond role alignment; it emphasizes continuous learning, career development, and nurturing employee motivation and commitment. This study explores how work engagement mediates and organizational support moderates the relationship between the overqualification of workers and innovative work behavior. Data were collected through online surveys. A total of 416 white collar-employees participated. The findings indicate that organizational support strengthens the relations between innovation and overqualification while work engagement mediates the relationship. These findings highlight the importance of organizational context in promoting innovation, showing that even overqualified employees can contribute to innovative behaviors when they are properly supported and motivated.
... Overqualification occurs when individuals hold educational credentials or skills beyond what is required for their job roles (Erdogan & Bauer, 2009). This mismatch can lead to reduced job satisfaction, disengagement, and lower motivation among employees (Fine & Nevo, 2008). Research indicates that overqualified employees are more likely to experience frustration, as their skills are underutilized, potentially resulting in decreased productivity and job performance (Maynard et al., 2006). ...
This study examines the phenomenon of overqualification among the government employees of Jammu, utilizing primary data collected in the Jammu District between October 2022 and June 2023. Through a mixedmethod approach that integrates both qualitative and quantitative data. The sample includes clerical employees, Class IV employees, and police constables, selected through purposive sampling across four tehsils and a variety of institutions such as government colleges, the University of Jammu, SKUAST-Jammu, and the Civil Secretariat. Quantitative findings reveal that 60.22% of respondents hold educational qualifications beyond those required for their roles, while 39.78% meet the adequate qualification level. Qualitative analysis of 24 in-depth interviews highlights the personal impacts of qualification mismatch, including decreased job satisfaction, disengagement, and various coping mechanisms like continued education and career compromises. The findings underscore that overqualification in the region is driven by economic pressures, high unemployment, and limited job opportunities, leading to emotional strain and dissatisfaction. The study emphasizes an urgent need for policy interventions such as skill alignment programs, career counselling, and job creation initiatives to enhance job satisfaction and fully utilize the talent within the region. These insights contribute to a deeper understanding of overqualification in the labour market, offering actionable recommendations to alleviate its adverse effects on employee well-being and productivity.
... For example, Sullivan and Arthur (2006) explain the boundaryless career concept, which posits that individuals with higher competencies and qualifications are more likely to pursue and achieve career growth opportunities. Similarly, a study conducted by Fine and Nevo (2008) found that POQ increased mobility, potentially resulting in career growth when employees move to roles that better match their qualifications. ...
Grounding on career mobility theory, this scholarship tested a moderated mediated model to examine the relationship between perceived overqualification, occupational instrumentality and career growth. Further, this study examined how occupational instrumentality—acts as a stepping stone towards career growth and will act as a mediator and supervisor support as a moderator. We tested our hypotheses with a diverse sample in Pakistan. Data was collected from 437 employees working in the corporate sector at Islamabad Capital Territory, Pakistan. Results show a positive and significant relationship between perceived overqualification, occupational instrumentality and career growth. Moreover, occupational instrumentality mediates the relationship between perceived overqualification and career growth. Supervisor support strengthens the direct path between perceived overqualification and occupational instrumentality and indirectly affects career growth via occupational instrumentality. This study contribute to the perceived overqualification literature by identifying perceived overqualification–“the flip side of the coin” and occupational instrumentality play a key role as a stepping stone in individual career growth.
... The first stream, the dominant one, finds that overqualified employees experience largely adverse outcomes (Erdogan and Bauer, 2021;Lee et al., 2021;Zhang, Bolino, et al., 2022). The second one indicates that employees who feel overqualified can experience positive outcomes (van Dijk et al., 2020;Fine and Nevo, 2008;Khan et al., 2023) under the right organizational conditions. The third, a recent stream, points to the paradoxical nature of POQ and its potential resolution (Lee et al., 2021). ...
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Purpose
The study investigates the nature of an understudied yet salient relationship between perceived overqualification (POQ) and work alienation in project management. It employs relative deprivation theory to propose two dimensions of the psychological contract, i.e. relational and transactional, as underlying mediating mechanisms and how empowering leadership mitigates the adverse effects of POQ.
Design/methodology/approach
To this end, in two waves, we surveyed 232 project members of three public-sector information and communication technologies (ICT) projects in Punjab, Pakistan. The data was analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM).
Findings
The key findings are: (1) POQ leads to work alienation, (2) relational and transactional contracts mediate this relationship, and (3) empowering leadership can mitigate the adverse effects of POQ in project management settings.
Originality/value
This research adds valuable insights to the scant POQ literature in public-sector project management settings. It also contributes by identifying the mediating role of relational and transactional psychological contracts and the moderating role of empowering leadership to mitigate the adverse effects of POQ in these settings.
... Intention to quit (T2). Entrepreneurs' intention to quit their business was assessed with a single item ("I think about quitting my job, " Fine & Nevo, 2008). Participants rated their agreement on a seven-point scale (-3 = strongly disagree to 3 = strongly agree). ...
One primary reason why entrepreneurs abandon their entrepreneurial goals is due to pressing financial difficulties. In one experimental and two field studies, we investigated the relationship between entrepreneurs’ financial stress and their intention to quit their businesses. In line with the challenge–hindrance stressor (CHS) framework, all three studies showed a positive link between financial stress and quit intention, both concurrently and over time. Furthermore, drawing on self-determination theory (SDT), we found support for affective commitment (but not continuance commitment) to the entrepreneurial endeavors as a mediator of the relationship. The findings provide novel insights into financial stress as a relevant entrepreneurial hindrance stressor and the role of the emotional bond formed (and dissolved) between entrepreneurs and their jobs as the mediating mechanism. Practical suggestions include considering the affective commitment levels of entrepreneurs to enhance consultancy and decision-making in entrepreneurship.
... Perceived overqualification has been related to many concepts in different studies, such as job satisfaction, turnover intention, performance, psychological well-being, deprivation, and recruitment (Johnson & Johnson, 2000;Erdogan & Bauer, 2009;Green & Zhu, 2010;Karacaoglu & Arslan, 2019;Maynard et al., 2006;Ye et al., 2017;Li et al., 2020;Deng et al., 2018;Luksyte & Spitzmueller, 2016;Wu et al., 2015;Erdogan et al., 2018;Maynard & Parfyonova, 2013;Triana et al., 2017;Fine & Nevo, 2008;Shen & Kuhn, 2013;Martinez et al., 2014). ...
This study investigated the impact of employees' perceptions of overqualification on their turnover intention, as well as the role of boreout and work alienation in mediating this relationship. The study used a relational survey approach and collected data from a convenience sample of 210 university administrative staff, with an equal distribution of male and female participants and an average age of 38 years and an average tenure of 11 years. The researchers used the Perception of Overqualification Scale, Turnover Intention Scale, Boreout Scale, Workplace Alienation Scale, and Personal Information Form to collect the data. Confirmatory factor analysis and Pearson Correlation analysis were used to analyze the data, while mediation analyses were conducted using the Process macro. The study found that employees' perception of being overqualified for their jobs had a significant positive effect on their turnover intention, and that this relationship was mediated by both workplace boreout and work alienation. The study's findings indicate that employees who perceive themselves as overqualified are more likely to experience boreout and alienation in the workplace, which in turn increases their turnover intention. The study's limitations were discussed, and the findings were contextualized within the existing literature on turnover intentions and workplace dynamics.
... A decrease in well-being occurs when this balance between resources and challenges is tipped in either direction. That a surplus of resources negatively affects well-being might seem counter-intuitive at first, but takes shape in findings such as objective and subjective overqualification being associated with lower job satisfaction (Arvan et al., 2019;Fine & Nevo, 2008;Johnson & Johnson, 2000). Since NFC is an intrinsic motivation to invest cognitive effort, it lowers a person's apprehension towards challenges (Gülgöz, 2001), increases their problem-solving expectancy (Heppner et al., 1983), and is associated with higher self-efficacy (Kim et al., 2019;Tan et al., 2020). ...
Need for Cognition (NFC) describes one’s inclination towards and enjoyment of effortful cognitive activities and has been associated with favourable academic outcomes. Yet, recent evidence also points to beneficial outcomes regarding well-being. This review gives an overview of the literature on the role of NFC in well-being in healthy adults by combining random-effects meta-analyses and a qualitative integration of evidence. Studies investigating NFC and facets of well-being were acquired via database searches and a call for unpublished results. Higher NFC was found to be associated with lower neuroticism, anxiety, negative affect, burnout, public self-consciousness, and depression and with higher positive affect, private self-consciousness, and satisfaction (|ρ| ~ .20 with 95% confidence intervals excluding zero for all examined outcomes). While tests for publication and selection bias in the meta-analyses were negative, heterogeneity was often observed. NFC was further associated with aspects of a more stable identity and higher social confidence, while associations with addictive behaviours and physical health were inconsistent. One mechanism driving these patterns seems to be a higher perceived control in individuals with higher NFC that increases active coping, but also reduces the effectiveness of health interventions by fostering a sense of overconfidence in own resources. Thus, this review provides a leverage point for future research on NFC and well-being to improve prevention and intervention.
... Zo zou een werknemer op termijn bijvoorbeeld zijn takenpakket en arsenaal aan vaardigheden kunnen uitbreiden en zal het bedrijf toekomstige rollen adequater kunnen invullen. Dit komt ook het bedrijf ten goede, want onderzoek heeft aangetoond dat overkwalificatie positief correleert met algemene prestatiecriteria (Fine & Nevo, 2008). Een andere succesvolle praktijk is het toekennen van machtiging aan de werknemer. ...
Overqualification leads to stress, anxiety and depression and can therefore pave the way for bad mental health. Other research however claims that overqualification doesn’t necessarily engender discontentment. It can result in better work performances, positive future expectations and a larger chance of experiencing upward mobility. This qualitative study shows that the dichotomy in possible outcomes can be explained by the broader ‘coping resources’ that are, or are not, accessible for overqualified employees. Feeling connected with the job, encountering a sense of significance and meaning and experiencing social support from colleagues stimulate the viewpoint of an overqualified job position as an opportunity and a challenge. These coping can even counter the perception of feeling overqualified for a job. Lack of these positive coping resources, on the other hand, gives rise to stress and unhealthy outcomes. Apart from these job characteristics, there is also evidence of a social stigma connected to overqualified work employment. This article offers a renewing insight in the underlying mechanisms and determinants of social stress as a consequence of overqualification.
... Her ne kadar üstün niteliklilik algısı ile çalışanların performansı arasında pozitif yönde ilişki olduğu sonucuna ulaşan çalışmalar bulunsa da (Fine ve Nevo, 2008), yapılan araştırmaların birçoğunda (Feldman vd., 2002;Bolino ve Feldman, 2000) ...
... However, in recent years, scholars have paid more attention to discussing the positive effects of overqualification. SAUL FINE [19] proposed that overqualification are positively correlated with overall performance standards; Zhao Hui [20] also verified that employees' overqualification positively affect innovative behaviors based on social cognition theory. This study suggests that a sense of overqualification may promote employee innovation performance. ...
With the rapid development of China's higher education, the competition for talents has become increasingly fierce, resulting in a large-scale overqualified in the labor market. As a research hotspot emerging in the field of underemployment, the sense of overqualification is still controversial in the academic circles about its positive effect. Based on the theory of self-efficacy perception, this study aims to view overqualification from a positive perspective, build a theoretical model of the relationship between overqualification and employee innovation performance, and reveal the mediating effect of employees' knowledge-sharing behavior and the moderation of humble leadership style's mechanism. Through statistical analysis of the collected data of 301 valid employees, the empirical results show that: the sense of overqualification positively affects the innovation performance of employees; knowledge sharing behavior plays a complete mediating role between the sense of overqualification and innovation performance of employees; the level of humility leadership not only positively regulates the relationship between employees' sense of overqualification and knowledge sharing behaviors, but also further moderates the indirect effect of employees' sense of overqualification affecting their innovation performance through knowledge sharing behaviors. The conclusions of the study help enterprise managers to correctly view the phenomenon of overqualification of employees, and provide suggestions on how managers should guide employees with overqualification to make more positive behaviors, so as to create more value for enterprises.
... Constructive creativity suggests it is a creative process in which employees have new ideas and then promote the implementation of ideas (Xu and Zhao, 2020), and destructive deviance means employees cannot achieve their own innovation goals through formal channels and may turn to informal ways (Zhang and Tu, 2022). Overqualified employees may have higher aspirations for advancement and expanded job tasks that they feel they deserve (Erdogan and Bauer, 2009), and thus they often feel dissatisfaction with mismatch between job demands and skills (Johnson et al., 2002;Maynard et al., 2006;Fine and Nevo, 2008). To mitigate this dissatisfaction, such employees may take actions to change their employment to a position that could better utilize their qualifications (Harari et al., 2017). ...
Employees’ perceived overqualification (POQ) is prevalent in organizations and has drawn increasing attention from both researchers and practitioners. Drawing from social cognitive theory, the purpose of this study is to extend existing understanding of the consequences of POQ by examining how and when POQ leads to deviant innovation behavior. This study hypothesizes that employees’ POQ indirectly impacts deviant innovation through enhanced creative self-efficacy (CSE), and that perceived organizational support (POS) strengthens this indirect relationship. Using data collected from 286 employees in China at two time points, this study found support for our hypotheses that POQ is positively related to CSE, and that CSE mediates the relationship between POQ and deviant innovation behavior. In addition, this study found that POS moderates the relationship between POQ and CSE, as well as the indirect effect of POQ on deviant innovation behavior via CSE. The theoretical and practical implications of our findings and future research directions are discussed.
... As a result, they believe they are worthy of high status, that is, they are likely to have a strong desire for status in order to match their education and competencies. Furthermore, due to the surplus KSAs, overqualified employees can exhibit high supervisor-rated performance (Fine, 2007;Fine & Nevo, 2008) and be attributed high competence (Zhang et al., 2016), thus having a higher probability of obtaining a high status. Taken together, we argue that overqualified employees believe that they deserve a high status and have advantages to achieve it, so their status-striving motivation will be strong. ...
The issue of how overqualified employees engage in organizational citizenship behavior towards individual (OCBI) is gaining traction. Existing literatures have mostly explored the relationship between perceived overqualification and OCBI from cognitive and affective perspectives, ignoring the motivational perspective. However, motivation, as an importance mechanism, has a great impact on overqualified employees’ OCBI. Based on status-striving motivation, we focus on the positive aspect of perceived overqualification and investigates the mechanism of perceived overqualification on OCBI. Two studies, a scenario study (N = 110) and a time-lagged field study (N = 249), are used to test our hypotheses. Study 1 and 2 show that perceived overqualification positively affects OCBI through status-striving motivation. In addition, Study 2 finds that ambition not only moderates the direct relationship between perceived overqualification and status-striving motivation, but also the indirect effect of perceived overqualification on OCBI via status-striving motivation. However, the moderating role of task interdependence is not supported. We discuss the theoretical and practical implications of the findings.
... 23 With their additional resources, overqualified individuals can complete work tasks more easily and contribute to more tasks outside their assigned role; however, this depends on whether they have the subjective will. 46 When overqualified people have a personality with a strong initiative, these combined traits give them more incentive to innovate. 3 If this innovation is not understood by their superiors, such employees are more inclined to change their working environment, find effective uses for their qualifications, and realize breakthroughs in their careers rather than blindly escape. ...
Purpose and Discussion
Individual knowledge and skills are important factors in promoting employee innovation. Research shows that a large number of employees perceive that their qualification level exceeds the formal requirements of the position. These people may spontaneously seek to change their current situation and dare to develop innovative ideas in an unconventional way. The purpose of this study is to explore the relationship between overqualification and bootlegging through the mediating effect of proactive career behavior on the basis of the human environment matching theory. This study also explored the moderating effect of a proactive personality between overqualification and bootlegging. This study shows that leaders should prioritize the potential of overqualified employees, encourage them to engage in challenging tasks, broaden the innovation channels of individuals and organizations, and monitor bootlegging activities. Highly motivated employees with overqualifications are more likely to actively plan and manage their careers, they will actively seek innovation to solve problems when encountering obstacles in their career development.
Participants and Methods
In this study, 457 questionnaires were collected from employees of many enterprises in Hunan Province and Guangdong Province of China. Partial least squares structural equation model based on variance (PLS-SEM) was used for data analysis.
Results
The results of the study reveal that there is a significant relationship between overqualification and bootlegging. In addition, proactive career behavior plays an intermediary role in the relationship between overqualification and bootlegging. Moreover, a proactive personality moderates the relationship between overqualification and bootlegging. Finally, the relationship between overqualification and bootlegging is stronger when a proactive personality is strong.
... One extensively studied consequence of perceived overqualification is job dissatisfaction. It is been found that an individual who possess a high perceived over-qualification will show a job dissatisfaction (Herzberg, 1966;Fine & Nevo, 2008;Hoskins, 2003;Saravanabawan & March 1, 2018ISSN 2394 24 Uthayatharshika, 2014;Jhonson & Jhonson 1996, 2002 and will be engaged in job search behavior and ultimately result in turnover behavior (Maynard & Parfyonova, 2013;Wald, 2005;Maynard, Joseph, & Maynard, 2006;Cable & Hendey, 2009/2010. Overqualified employees are found dissatisfied with their wages, responsibilities, challenges, career advancements and other aspects of their job. ...
This study discusses the significance of studying over qualification and attempts to measure and explore the sub dimensions of perceived over qualification. Over qualification is a phenomenon resulting in the possession of higher educational qualifications by employees than what their job demands. The conduct of this study is found relevant because over qualification results in negative work attitudes among employees. The impact of over qualification is seemed to be more dismal when it is subjective. The primary reason behind over qualification is reported to be labor market imperfections resulting in oversupply of graduates and concentration of certain skills in the labor market. Perceived over qualification is the subjective aspect of over qualification and explores the individual's interpretations of their employment situations, focusing on their perceptions regarding use of their skills and abilities. The study reviews various existing measures for measuring perceived over qualification. The construct is measured by adapting statements from different existing scales of perceived over qualification. An exploratory factor analysis has been performed and three dimensions were explored namely excess education, excess skills and excess experience explaining 73% of variance.
... However, the latter impact has been largely neglected (Deng et al., 2016).Leaders may impose additional impact on overqualified members that influences their decision to stay in a team setting. For example, Fine and Nevo (2008) demonstrate that team leaders can often observe and recognize overqualified employees and are very likely to give them positive performance ratings. Although efforts have been made to investigate the boundary conditions of the overqualification-turnover relationship in recent research, most studies have focused on individual-level contingencies, such as ambition and psychological capital due to the team context oversight (Schreurs et al., 2020;Sesen & Ertan, 2020). ...
We draw on the social comparison literature to suggest that team members’ turnover intentions are affected by the interactive effect of their perceived overqualification and leader humility. Focusing on the mediating role of relative leader-member exchange (RLMX)—individual’s leader-member exchange (LMX) quality compared to the average LMX within teams, we posit that the relationship between perceived overqualification and RLMX is enhanced when leader humility is high. Using data from a total of 239 employees in 53 teams, we find general support for our hypothesis that RLMX mediates the interactive effect of perceived overqualification and leader humility on turnover intention. Taken together, our findings suggest that paying more attention to the impact of leaders on the dynamics of relationships within teams would enrich future research on employee overqualification.
Purpose
Based on social cognitive theory, this study aims to investigate the influence of perceived overqualification (POQ) on employees’ cyberloafing behavior. The mediating role of moral disengagement and the moderating roles of organizational identification (OID) and organizational decline are further examined.
Design/methodology/approach
The authors collected 740 valid questionnaires from participants across multiple organizations. To minimize common method bias (CMB) and enhance the reliability of the findings, data were gathered at two different time points, with a 30-day interval.
Findings
POQ positively impacts cyberloafing through the mechanism of moral disengagement. Additionally, the indirect relationship between POQ and cyberloafing via moral disengagement is moderated by OID and organizational decline. Specifically, a higher degree of OID weakens the indirect effect of POQ on cyberloafing, while a higher level of perceived organizational decline strengthens this effect.
Originality/value
While most existing studies on cyberloafing focus on insufficient resources, such as role conflict and workload, the authors propose that surplus personal resources, exemplified by POQ, can also lead to cyberloafing. This research contributes to a broader understanding of antecedents of cyberloafing, highlighting the mechanism of ethical considerations and the interplay between personal qualifications, organizational identification and organizational decline.
This study examines the role of perceived overqualification as a mediator in the relationship between career adaptability and turnover intention among employees of PT. Kimia Farma Diagnostika. Involving 80 respondents, this study uses a quantitative approach and SEM-PLS analysis. The results show that career adaptability has a positive effect on turnover intention, where perceived overqualification functions as a mediator. Employees who feel they have higher abilities than needed tend to seek opportunities that are more in line with their potential, which increases the intention to leave the organization. These findings provide important insights for management in designing more effective employee retention strategies, as well as enrich the literature by combining these concepts. By understanding the factors that influence employees' decisions to stay or move, management can develop policies that increase job satisfaction and reduce turnover rates. This study also identifies limitations, such as the limited number of respondents, and suggests further research.
The development of the knowledge age has triggered a transformation of the original organizational management methods of enterprises, and has also posed new challenges to the practice of knowledge management processes in enterprises. How can employees unleash their own value in a challenging employment environment? How to utilize one's surplus qualifications to realize one's own value? How can managers utilize employee qualifications to acquire and integrate effective knowledge from both internal and external sources, thereby achieving knowledge creation? How to effectively integrate with knowledge management processes to maintain the sustainable competitiveness of enterprises? This article is based on social cognitive theories at home and abroad and the development requirements in the new employment environment. Through sorting out domestic and foreign literature, it is found that in the future, with the continuous development of the knowledge age, the relationship and impact between employee surplus qualifications and knowledge management will become closer and more profound. In order to better respond to the challenges of the knowledge age, enterprises need to constantly pay attention to the discussion and exploration of the psychological cognition and knowledge management of overqualified employees in the organization, in order to lead the sustainable development and innovation of the enterprise.
Aşırı niteliklilik algısının birçok bireysel, örgütsel ve toplumsal sonuçlarının bulunması kavramın disiplinler arası çalışmalara konu olması sonucunu doğurmuştur. Literatür incelemesinde aşırı niteliklilik, görev performansı, bağlamsal performans ve dışsal prestij algısını birlikte ele alan sınırlı sayıda çalışmanın bulunduğu görülmüştür. Çalışmanın amacı, algılanan aşırı nitelikliliğin iş performansı üzerindeki etkisinde dışsal prestij algısının düzenleyici rolünü test etmektir. Çalışmanın örneklem çerçevesini, Kayseri’deki özel okullarda çalışan öğretmenler oluşmaktadır. Değişkenler arasındaki ilişki regresyon metodu ile test edilirken düzenleyici etki “PROCESS 3.2” prosedürü kullanılarak analiz edilmiştir. Analizler, algılanan aşırı nitelikliliğin görev performansını ve bağlamsal performansı pozitif yönde etkilediğini, ayrıca dışsal prestij algısının, algılanan aşırı nitelikliliğin görev performansı üzerindeki etkisinde düzenleyici role sahip olduğunu ortaya koymuştur. Çalışmanın son kısmında, araştırmanın sınırlılıklarına değinilmiş, gelecekte konu üzerinde çalışma yapacak olan araştırmacılara ve eğitim sektörü çalışanlarına ve yöneticilerine yönelik çeşitli öneriler aktarılmıştır.
Purpose
Drawing on cognitive-affective personality system (CAPS) theory, this study proposes a chained multi-mediation model to examine the impact of talent management practices on talents’ intention to stay from the integration of cognitive perspective and affective perspective.
Design/methodology/approach
Three-wave data collected from 268 talents of Chinese organizations supported the research model. Hierarchical regression analysis was used to test the direct effects and the Bootstrap method was used to test the chain multi-mediation effects.
Findings
(a) Talent management practices positively affect talents’ intention to stay. (b) Perceived overqualification and perceived no growth mediate the relationship between talent management practices and talents’ intention to stay from a cognitive perspective. (c) Affective commitment mediates the relationship between talent management practices and talents’ intention to stay from an affective perspective. (d) “Perceived overqualification-affective commitment” and “perceived no growth-affective commitment” act as chain mediators between talent management practices and talents’ intention to stay, with the latter showing a stronger effect.
Originality/value
This study provided a comprehensive framework that examines the relationship between talent management practices and talents’ intention to stay from cognitive and affective perspectives. It contributes to deepen the understanding of the effectiveness of talent management practices and offer valuable management instructions for organizations to retain talents.
هدف الدراسة: هدفت هذه الدراسة إلى التعرف على مستوى ظاهرة التأهيل المفرط والاتجاهات الوظيفيّة (الرضا الوظيفي والالتزام التنظيمي)، والتحقق من أثر التأهيل المفرط في هذه الاتجاهات منوجهة نظر منسوبي جامعة الطائف.تصميم/منهجية/طريقة الدراسة: اعتمدت الدراسة على قائمة استقصاء، تتضمن مجموعة من العبارات لقياس متغيرات الدراسة، واختبار فروضها؛ ومن ثم تحقيق أهدافها.عينة الدراسة وبياناتها: أجريت الدراسة الميدانية على عينة عشوائية تضمّ 228 مفردة من موظفي جامعة الطائف الأكاديميين والإداريين.نتائج الدراسة: كشفت الدراسة عن أن ثمة علاقات سلبية متوسطة ذات دلالة إحصائية بين التأهيل المفرط والاتجاهات الوظيفية (الرضا الوظيفي، والالتزام التنظيمي). كما كشفت عن أن علاقة التأهيل المفرط بالرضا الوظيفي كانت أقوى منها بالالتزام التنظيمي. وأظهرت النتائج أيضاً وجود علاقة إيجابية قوية بين الرضا الوظيفي والالتزام التنظيمي. إضافة إلى ذلك، بينت النتائج وجود أثر ذي دلالة إحصائية للتأهيل المفرط في الرضا الوظيفي والالتزام التنظيمي.أصالة الدراسة: في ظل غياب الدراسات العربية في هذا المجال الحديث فإن هذه الدراسة تعدّ من أولى الدراسات التي تختبر أثر ظاهرة التأهيل المفرط في الاتجاهات الوظيفية بجامعة الطائف.حدود الدراسة وتطبيقاتها: اقتصرت الدراسة على موظفي جامعة الطائف الأكاديميين والإداريين.
Employee overqualification has become a prevalent issue worldwide and academic research on its effects has been proliferated. Considering the growing attention on employee overqualification and recognizing the surge of fruitful outcomes of perceived overqualification research in literature, we highlight the focus on ethnic minorities to understand perceived overqualification and propose a research agenda. First, we suggest that it remains unstudied and can be meaningful to link perceived overqualification with ethnic differences and management. Second, considering bamboo ceiling phenomenon and using Asian-Australians as an illustration, we clarify how perceived overqualification has been manifested and influence minority groups within cross-cultural context and discuss why it is critical to address this issue. Third, we conclude by presenting directions and possible research agendas that will advance the understanding of employee perceived overqualification under cross-cultural context. Our paper drives perceived overqualification literature forward and is expected to inform organizational scholars and practitioners in terms of how to manage employee perceived overqualification in multicultural and multiethnic contexts.
Perceived overqualification (POQ) has traditionally been seen as an undesirable employment situation associated with negative outcomes. However, recent research suggests that POQ may have positive implications for both employees and organizations. Despite the growing literature on this topic, scholars have offered numerous explanatory mechanisms for linking POQ with its work outcomes, and inconsistent findings have been reported, highlighting the need for a comprehensive understanding of why, where, and for whom POQ is beneficial or detrimental. In the present study, we developed an integrative theoretical framework that depicts the consequences, mechanisms, and moderators of POQ. We then conducted a meta-analytical review of the POQ literature, analyzing 704 effect sizes from 251 independent samples (N = 87,229). By organizing the dominant mechanisms in POQ research within a unified framework of work motivation, we elucidate the distinct pathways by which POQ induces differential work consequences. We further consider the role of key cultural, economic, sociodemographic, and methodological characteristics as boundary conditions. Overall, our findings provide support for our predictions and provide novel insights into the work-related consequences of POQ. Theoretical and practical implications of our findings are thoroughly discussed.
Bu araştırmada işgörenler tarafından algılanan aşırı vasıflılığın işten ayrılma niyeti üzerindeki etkisinde işe yabancılaşmanın aracılık rolünün incelenmesi amaçlanmıştır. Niceliksel olarak tasarlanan bu araştırma için örneklem Bitlis ilinde faaliyette bulunan kamu ve özel banka çalışanları ve Türkiye Serbest Muhasebeci ve Mali müşavirler ve Yeminli Mali Müşavirler Odaları Birliği’ne (TÜRMOB) bağlı serbest muhasebe ve mali müşavirlik çalışanlarından seçilmiştir. İlgili örnekleme ulaşmak ve araştırmaya veri sağlamak amacıyla kolayda ve kartopu örnekleme yöntemleri kullanılmıştır. Hazırlanan anket formları katılımcıların bir kısmına online olarak diğer kısmına ise elden dağıtılmıştır. Araştırma ölçeklerinin güvenilirlik ve geçerliliklerinin tespiti amacıyla ölçek maddeleri üzerinde güvenilirlik, birleşim ve ayrışım geçerliliğine ilişkin testler ve faktör analizleri gerçekleştirilmiştir. Son olarak yapısal eşitlik modellemesi üzerinden araştırma modeli test edilmiştir. Analizler sonucunda algılanan aşırı vasıflılığın alt boyutlarından olan basitlik algısının işten ayrılma niyeti üzerindeki etkisinde işe yabancılaşmanın aracılık etkisi bulgulanırken, diğer alt boyutlar olan yakıştırmama ve vasıflılık algısı boyutları üzerinde aracılık etkisi gözlenememiştir. Literatür incelemelerine dayalı olarak bu üç değişkeni bir arada inceleyen ve yine araştırma modelinde ortaya konan aracılık etkisini araştıran herhangi bir çalışmaya rastlanmamıştır. Bu literatürde bir boşluk yaratmaktadır ve dolayısıyla da bu çalışma ile bu boşluğun doldurulması amaçlanmaktadır.
Keywords Overqualification Gastronomy students Food and beverage industry Abstract One of the important elements for the food and beverage industry to carry out its activities successfully is the performance of the employees. Since it is a labor-intensive industry, employees become even more important. One of the obstacles to the superior performance of the employees is the perception of overqualification. In this study, it is aimed to produce solutions to manage the perception of overqualification, which may arise by examining the perceived overqualification levels of gastronomy students. A quantitative method was followed within the scope of the research. The data obtained through the questionnaire form (311 respondents) were analyzed by applying descriptive statistics and difference analysis. The findings of the study show that there is a differentiation from the perception of overqualification according to some demographic characteristics. These findings, which emerged within the scope of the study, were interpreted and suggestions were presented.
Algılanan aşırı niteliklilik örgütlerde bireylerin, işin gerektirdiği niteliklerden daha fazlasına sahip olduğu inancı ile ilgilidir. Bu fazla nitelik algısı ise bazen anlaşmazlıklara yol açabilmektedir. Bu algıya sahip çalışanlar, kendilerini daha yetenekli, deneyimli, teknik zekâsı yüksek görmekte, işi bir nevi küçümsemektedirler. Bu ise işe odaklanma, işi sahiplenme ya da işini severek yapma hususunda çalışanları olumsuz etkileyebilmektedir. İşe tutulma ise örgüt çalışanlarının kendilerini yaptıkları işe adamaları ile ilgilidir. İşe tutulma düzeyi yüksek çalışanlar aşırı biçimde işine odaklı, kendilerini yaptıkları işe kaptırmış bireylerdir. Anlaşılacağı üzere işe tutulma örgütlerin başarıya ulaşmalarında olumlu sayılabilecek parametrelerdendir. Öte yandan örgütsel güven ise çalışılan kurumun, daima çalışanın lehine davranışlar geliştireceği prensibine dayanır. Böyle hisseden örgüt çalışanı ise kendisini güvende hissedecektir. Bu durum ise onun daha istekli, daha iyi niyetli olmasına kapı aralayacaktır. Bu bağlamda çalışmada algılanan aşırı nitelikliliğin işe tutulma üzerindeki etkisinde örgütsel güvenin aracılık rolü incelenmiş, gruplara göre karşılaştırmada iki kategorili bağımsız değişken için bağımsız gruplar t testi, ikiden fazla kategorisi olan bağımsız değişken için tek yönlü varyans analizi yöntemi kullanılmıştır. ANOVA için anlamlı fark ise LSD çoklu karşılaştırma yöntemi ile karşılaştırılmıştır. Araştırma bulgularınca ilgili değişkenlerin ilişkisinde örgütsel güvenin kısmi aracılık üstlendiği tespit edilmiştir. Literatür incelendiğinde ilgili değişkenlerin ilişkisini konu alan çalışmanın bulunmaması konuyu çalışmaya değer kılmaktadır. Ayrıca çalışma sonuçlarının örgütlere katkı sunacağı düşünülmektedir. Araştırma için Karamanoğlu Mehmetbey Üniversitesi Sosyal ve Beşeri Bilimler Bilimsel Araştırma ve Etik Kurulu 24.03.2023 tarih ve 06 toplantı, 72-75 karar sayılı izni alınarak ilgili anketler firmalar ile iletişim kurulduktan sonra kendilerine iletilmiş, bu biçimde veriler yüz yüze anket yoluyla toplanmıştır. ANAHTAR KELİMELER Aşırı niteliklilik, İşe Tutulma, Örgütsel Güven
ABSTRACT Perceived overqualification is related to the belief that individuals in organizations have more than the qualifications required by the job. This perception of excess quality can sometimes lead to disagreements. Employees with this perception see themselves as more talented, experienced, technically intelligent, and underestimate the work in a way. This can negatively affect employees in focusing on the job, owning the job or doing their job with pleasure. Hiring is related to the dedication of the employees of the organization to the work they do. Employees with high retention levels are individuals who are extremely focused on their work and immersed in their work. As it can be understood, being hired is one of the parameters that can be considered positive for the success of organizations. On the other hand, organizational trust is based on the principle that the institution will always develop behaviors in favor of the employee. Employees of the organization who feel this way will feel safe. This situation will open the door for her to be more willing and well-intentioned. In this context, the mediating role of organizational trust in the effect of perceived overqualification on retention was examined in the study, and the independent groups t-test was used for the two-category independent variable, and one-way analysis of variance method was used for the independent variable with more than two categories. The significant difference for ANOVA was compared with the LSD multiple comparison method. According to the research findings, it has been determined that organizational trust undertakes a partial mediation in the relationship of the related variables. When the literature is examined, the absence of a study on the relationship of the relevant variables makes the subject worth studying. In addition, it is thought that the results of the study will contribute to the organizations. For the research, the permission of Karamanoğlu Mehmetbey University Social and Human Sciences Scientific Research and Ethics Committee dated 24.03.2023 and 06 meetings, decision numbered 72-75, and the relevant questionnaires were sent to them after communicating with the companies, and in this way, the data were collected through face-to-face surveys.
Bu çalışmada, banka çalışanlarının aşırı niteliklilik algıları ile iş stresi ve iş yerinde can sıkıntısı arasındaki ilişki ve olası etki incelenmiştir. Araştırmanın örneklemi, Kocaeli ilinde faaliyet gösteren 219 özel banka çalışanından oluşmaktadır. Anket yöntemi kullanılan bu araştırma nicel bir çalışmadır. Araştırma verileri SPSS programı aracılığıyla test edilmiştir. Sonuçlara bakıldığında algılanan aşırı niteliklilik ile hem iş stresi hem de iş yerinde can sıkıntısı arasında istatistiksel olarak anlamlı ve pozitif yönlü bir ilişki olduğu tespit edilmiştir. Bu sonuçlara ek olarak aşırı nitelikliliğin hem iş stresi hem de iş yerinde can sıkıntısı üzerinde istatistiksel açıdan anlamlı ve pozitif bir etkisi olduğu saptanmıştır. Söz konusu değişkenlerle ilgili çalışmalar, yabancı literatürde az da olsa bulunmakla ile birlikte; yerli literatürde araştırma değişkenlerini ele alan çalışmalara rastlanılmamıştır. Bu durum bu çalışmanın özgünlüğünü oluşturmakta ve literatüre katkı sağlamaktadır.
The aim of this study is to investigate the moderator effect of career management on the relationship between perceived overqualification and intention to leave. For this purpose, the related literature has been examined at conceptual and theoretical level and research hypotheses have been developed based on the theoretical model created based on the theoretical context. Research participants were selected from public and private sector employees. An online questionnaire was created to provide data for the quantitatively designed research. Reliability and validity analyzes were made on the data obtained with the scales used in the research and the measurement model was tested. Regulatory analyzes were carried out through the analysis model created for the purpose of the research. As a result of the analyzes, while the moderator effect of career management was found on the relationship between perceived overqualification, which is one of the sub-dimensions of perceived overqualification, and intention to leave, there was no significant effect of career management on the relationship between the other two dimensions, the perception of attribution and simplicity, and the intention to leave.
This study aimed to examine the self-perception of hotel industry employees regarding their overqualification, the factors that contribute to overqualification, and the attitudes and behaviors of managers and colleagues towards overqualified employees. To achieve the research objective, a qualitative research approach was used, involving interviews with personnel to collect data. During the interviews, employees were asked four main questions. Thematic analysis was used to examine the participants' responses to the inquiries. Eight distinct themes were identified based on the examination of responses to the multiple-choice questions. The analysis revealed that a significant portion of employees felt they were overqualified for their roles. The perception of employees as overqualified is primarily influenced by factors such as education, experience, and foreign language proficiency. As per employees, this attribute distinguishes them from their peers. Moreover, a substantial portion of the workforce often perceives individuals to have excessive qualifications, as observed by their supervisors and peers. In conclusion, most participants, except for one, demonstrated a clear preference for overqualification. Employees engage in activities to enhance their qualifications in their pursuit of overqualification. These activities involve enhancing their education, enrolling in vocational training programs, obtaining work-related certifications, attending seminars, and improving their foreign language proficiency. In a broader context, there is a concept of improving employee overqualification by promoting higher education and foreign language proficiency.
Resumen
Se examinan los efectos salariales de la sobrecalificación y la infracalificación a corto y medio plazo según un conjunto de datos interrelacionados de empleadores y empleados de 1998 a 2012, aplicando una novedosa medida del desajuste de la calificación basada en los flujos de trabajadores recién contratados. La brecha salarial entre trabajadores con una calificación ajustada al puesto y trabajadores desajustados disminuye al controlar la heterogeneidad inobservada de trabajadores y de empresas. Las características inobservadas de los trabajadores explican buena parte de la penalización salarial por sobrecalificación y de la prima por infracalificación. También influyen las variaciones de las políticas sala‐riales de las empresas. El mayor impacto salarial de los desajustes se produce al inicio de la trayectoria profesional.
Résumé
Les autrices analysent les effets salariaux à court et moyen terme de la surqualification et la sous‐qualification, à partir de données appariées employeur‐salarié relatives à la période 1998‐2012 et d'un nouvel outil de mesure de l'inadéquation, reposant sur les flux de nouvelles recrues. Elles constatent que ces effets diminuent sensiblement après prise en compte de l'hétérogénéité non observée des travailleurs et des entreprises. Les caractéristiques individuelles non observées contribuent largement à l'écart salarial aux dépens des travailleurs surqualifiés et au profit des salariés sous‐qualifiés. Les politiques salariales des entreprises l'alimentent aussi. Enfin, c'est sur la rémunération du début de carrière que l'inadéquation influe le plus.
Perceived overqualification is a prevalent phenomenon in any type of organization due to overeducation and worldwide economic downturn. Despite numerous empirical examinations of such phenomenon, the impact of perceived overqualification on individual behaviors is inconsistent and inconclusive. We draw on equity theory to examine the negative effect of perceived overqualification on knowledge sharing through distributive justice. In addition, we investigate a leader's political skill as a boundary condition that influences the impact of perceived overqualification on distributive justice and subsequent knowledge sharing. Using a sample of 339 team members in South Korea, we found that perceived overqualification negatively impacts distributive justice, subsequently deteriorating employees' knowledge-sharing behaviors. Furthermore, when team leader is politically skilled, the negative impact of perceived overqualification on knowledge sharing is weakened. Theoretical implications and directions for future research are discussed.
This paper presents one of the first marketing applications of molecular genetics. We report evidence that salespeople’s genetic variants linked to educational attainment predict sales performance. Both genetics and selling effort contribute to sales performance, whereas genetics contribute more than personality traits. We further show that adaptive learning, as captured in salespeople’s customer orientation and opportunity recognition skills, may explain the gene-sales relationship. We discuss the implications of these findings for sales management and the value of genetic research for the marketing field.
This paper was accepted by Matthew Shum, marketing.
Funding: S. Gong acknowledges financial support from the NSFC [Grant 71972040] and Fundamental Research Funds for the Central Universities [2022NTSS43]. Q. Li acknowledges financial support from the NSFC [Grant 72072014] and Young Talent Program of Beijing Foreign Studies University. S. Su acknowledges financial support from the NSFC [Grant 71872016].
Supplemental Material: The data files and online appendix are available at https://doi.org/10.1287/mnsc.2023.4879 .
Fazla niteliklilik üzerine yapılan araştırmalar, son yirmi yılda büyüyen bir ilgi alanı haline gelmiştir. Buna rağmen, fazla nitelikliliğin yapısı ve gelişimi hakkındaki bilgi birikimi sınırlıdır. Bu araştırmanın temel amacı, algılanan fazla niteliklilik araştırmalarının evrimini belirlemek için bibliyometrik analiz yöntemlerinden konu haritalama (ortak anahtar kelime analizi) ve yazar düzeyinde ortak atıf analizi ile alandaki en önemli konuların bilimsel haritalar aracılığıyla görselleştirilmesini sağlamaktır. Algılanan fazla niteliklilik araştırmalarının entelektüel yapısını belirlemek için Web of Science veri tabanında taranan ve başlığında “algılanan fazla niteliklilik” kelimesi yer alan İngilizce dilinde 56 yayın VOSviewer ile analiz edilmiştir. İlk olarak, betimsel analiz yöntemi ile, konu ile ilgili en önemli yayınlar, en üretken dergiler, en etkili yazarlar ve yayınların ülkelere göre dağılımı özetlenmiştir. Ardından, bibliyometrik analiz yöntemi ile, algılanan fazla niteliklilik araştırmalarındaki en belirgin temalar ve ortak atıf sıklığına göre yazarlar arasındaki etkileşimler tespit edilmiştir. Mevcut araştırmanın sonuçlarına göre; algılanan fazla niteliklilik, fazla niteliklilik, iş tatmini, göreli yoksunluk, iş becerikliliği, işten ayrılma niyeti, nicel, kişi-iş uyumu ve performans, en yaygın kullanılan anahtar kelimelerdir. Ortak atıf (yazar düzeyinde) analizinde iki küme ortaya çıkmış olup, en çok alıntılanan yazarlar; Erdogan, B. ve Maynard, D.C.’dir. Bu çalışmanın bulguları, araştırmacıların, ana temaları açıkça anlamalarına ve konu ile ilgili olası boşlukları belirlemelerine katkıda bulunacaktır.
This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and the 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of .63), GMA plus an integrity test (mean validity of .65), and GMA plus a structured interview (mean validity of .63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed.
Investigated the relationship of the work challenge experienced by 85 engineers at the beginning of their career to their subsequent job performance, professional contributions, and competence. Engineers whose initial job experience involved challenging technical work tended to contribute to knowledge relatively early and to maintain professional competence and good job performance during their careers. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and the 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of .63), GMA plus an integrity test (mean validity of .65), and GMA plus a structured interview (mean validity of .63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Notes that ratings for performance appraisal are frequently made by supervisors. In the present study, judgments of effectiveness for 153 hospital nurses were obtained from the nurse herself and her peers in addition to her supervisor, using the same rating form. Factor analysis indicated that each rating source could be clearly identified and characterized. The data reaffirm the notion that interrater disagreement may reflect systematic rater bias as well as meaningful differences in the ways in which judgments are made. Implications for comprehensive appraisals are suggested. (29 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The assumption that job satisfaction and job performance are related has much intuitive appeal, despite the fact that reviewers of this literature have concluded there is no strong pervasive relation between these two variables. The present meta-analytic study demonstrates that (a) the best estimate of the true population correlation between satisfaction and performance is relatively low (.17); (b) much of the variability in results obtained in previous research has been due to the use of small sample sizes, whereas unreliable measurement of the satisfaction and performance constructs has contributed relatively little to this observed variability in correlations; and (c) nine research design characteristics of a study are only modestly related to the magnitude of the satisfaction-performance correlation that will be obtained. In view of these findings, some of the major substantive and research implications of the job satisfaction-job performance relation are discussed.
Human capital theory suggests that education enhances worker productivity and is reflected in higher individual earnings. We use data from the 1969 Survey of Working Conditions and the 1973 and 1977 Quality of Employment Surveys, and a model derived from the industrial psychology literature, to test the proposition that workers' education in excess of what their jobs require can have adverse effects on job satisfaction and other correlates of worker productivity. Our results support earlier studies that have found surplus schooling has a negative effect on job satisfaction. Our findings also indicate that the negative impact of surplus schooling on job satisfaction and turnover is more significant for workers with a higher level of surplus education. Finally, the negative effects of surplus schooling appear to change over time.
Previous research has emphasized either situational or dispositional/motivational variables as determinants of job satisfaction. The current study suggests that cognitive variables, and intelligence in particular, may also be important determinants. The relationship between intelligence and job satisfaction was analyzed on the basis of a model in which intelligence has a direct negative effect on job satisfaction, an indirect positive effect, mediated by job complexity, and an interactive effect with job complexity. The roles of background variables, in particular education, and the implications of the findings for theories of job satisfaction were also examined. [ABSTRACT FROM AUTHOR] Copyright of Academy of Management Journal is the property of Academy of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
The relationships among early job challenge, early performance, and later performance and success were studied in two companies of a large industrial organization. The careers of two groups of managers were studied during their first six and seven years with their companies. Theoretical material is presented which indicates that a person's first year in an organization could be a critical period for learning. It is hypothesized that first-year job challenge correlates strongly with later performance and success. The results provide strong support for the hypothesis, although in one company initial performance is a better predictor of later success and performance than is first-year challenge. A model of organizational socialization is presented for future testing.
Personnel selection research provides much evidence that intelligence (g) is an important predictor of performance in training and on the job, especially in higher level work. This article provides evidence that g has pervasive utility in work settings because it is essentially the ability to deal with cognitive complexity, in particular, with complex information processing. The more complex a work task, the greater the advantages that higher g confers in performing it well. Everyday tasks, like job duties, also differ in their level of complexity. The importance of intelligence therefore differs systematically across different arenas of social life as well as economic endeavor. Data from the National Adult Literacy Survey are used to show how higher levels of cognitive ability systematically improve individual's odds of dealing successfully with the ordinary demands of modern life (such as banking, using maps and transportation schedules, reading and understanding forms, interpreting news articles). These and other data are summarized to illustrate how the advantages of higher g, even when they are small, cumulate to affect the overall life chances of individuals at different ranges of the IQ bell curve. The article concludes by suggesting ways to reduce the risks for low-IQ individuals of being left behind by an increasingly complex postindustrial economy.
This paper is a discussion of the contemporary phenomenon of overeducation and underemployment among college graduates. The long-predicted glut of college graduates without college-graduate jobs has been upon us for at least 15 years. However, this "crisis" appears to have had a minimal impact upon American society, and subsequent cohorts of young adults have not reacted to it in a manner consonant with predictions derived from demographic and human capital theory. I argue that our misapprehension of the consequences of the occupational mismatch of college graduates stems from an overemphasis on the traditional role of higher education in both economic production and occupational attainment.
This research examined the relationship of contemporary work stressors to work outcomes and measures of psychological well-being among recent business school graduates. Most stress research has considered longer tenured organizational employees. Two hundred and seventeen respondents completed anonymous questionnaires. Three categories of work stressors were studied: job insecurity, underemployment and unmet expectations. Unmet job challenge and job demands expectations and underemployment were consistently related to more negative work outcomes. Work stressors were less strongly related to psychological well-being, however. © 1998 John Wiley & Sons, Ltd.
This book is about differences in intellectual capacity among people and groups and what those differences mean for America's future.(preface) The major purpose of this book] is to reveal the dramatic transformation that is currently in process in American society---a process that has created a new kind of class structure led by a "cognitive elite," itself a result of concentration and self-selection in those social pools well endowed with cognitive abilities. Herrnstein and Murray explore] the ways that low intelligence, independent of social, economic, or ethnic background, lies at the root of many of our social problems. The authors also demonstrate the truth of another taboo fact: that intelligence levels differ among ethnic groups. (PsycINFO Database Record (c) 2012 APA, all rights reserved)(jacket)
Although there is no single “overeducation” thesis, most accounts hold that increasingly large numbers of employees have educational credentials beyond those needed for performance on their jobs. Rather than assuming a mismatch between skill levels and atypical credentials, this article asks how employers actually evaluate educational credentials that are higher than those usually associated with a given job. Employers do maintain educational ceilings for positions, but these are usually flexible and established largely by default. Further, some employers are willing to hire apparently overqualified workers because the candidate may eventually be promoted into a position where his or her skills are more fully used. What is usually interpreted as overeducation (the mismatch between proxied worker skills and job demands) may be either a barrier to the culmination of a job-worker match or the temporary underuse of skills.
This article explores an increasingly salient employment issue, namely, underemployment of recent college graduates. Using a sample of 283 recent business college graduates, the paper examines the consequences of underemployment on individuals' attitudes towards their jobs, their careers, and their lives in general. It explores, as well, how recent college graduates cope with underemployment and the impact of those coping strategies on individuals' psychological well-being. The paper concludes with directions for future research on underemployment among recent graduates in terms of theory development, research methodology, and public policy formulation.
It is becoming increasingly necessary for college graduates in the United States to take jobs requiring only a high school diploma. In the present study, the effects of employing such overeducated workers were assessed for a sample of city and county government workers. The sample included both overeducated workers and a cohort matched on job, sex, age, tenure, and supervisor. The hypotheses predicted lower job satisfaction over the six dimensions for the overeducated workers, and also that various worker perceptions would influence the predictions of the job satisfactions. None of the direct correlations between education and the six dimensions of job satisfaction were significant. The relationships between workers' perception variables and aspects of job satisfaction, however, were significant. There were no differences between the overeducated and their cohorts in general life satisfaction. On supervisory ratings, overeducated workers' performance was only slightly different from other workers.
More and more workers in the United States are unable to use their educational background on the job. Such underemployment has been documented but not fully explored or analyzed. This paper examines the effects of underemployment on 32 low-level clerical workers, comparing their educational backgrounds with their attitudes and behaviors. Higher education produces increased job dissatisfaction, higher turnover rates, reduced job involvement, impaired co-worker relations, and more emphasis on future aspirations. However, clerical workers of all educational backgrounds are prone to feelings of overqualification and complaints about the nature of workplace control. I relate these findings to existing theories on underemployment.
Despite the growth of underemployment in the United States, relatively little theoretical or empirical attention has been paid to this phenomenon. This article presents a multidimensional conceptualization of underemployment in terms of education, work duties, field of employment, wages, and permanence of the job. The article then presents testable propositions on both the hypothesized antecedents of underemployment (e.g., economic factors, job characteristics, career history, job search strategies, and demographics) and on the hypothesized consequences of underemployment (e.g., job attitudes, overall psychological well-being, career attitudes, job behaviors, and marital, family, and social relationships). Directions for future theory development, research methodology, and institutional assistance programs for the underemployed are discussed as well.
This special issue bridges inquiry on intelligence and scholarship on social policy by exploring the constraints that differences in intelligence may impose in fashioning effective social policy. The authors discuss a range of behaviors, but focus primarily on the noneducational outcomes of crime, employment, poverty, and health. (SLD)
an overview of the P-J [person-job] fit literature reveals three basic deficiencies / first, despite the common emphasis on P-J fit across many areas of OB [organizational behavior] and I/O [industrial/organizational] psychology, developments in these areas have largely occurred independently / this has produced streams of P-J fit research that are typically considered distinct, but actually share more similarities than differences / second, few attempts have been made to comprehensively review and critically evaluate empirical P-J fit research / third, empirical P-J fit research is repeatedly plagued with serious methodological problems / the purpose of this chapter is to address the deficiencies in the P-J fit literature
domain of the person-job fit literature / literature review [fit between employee desires and job supplies, fit between employee abilities and job demands] / methodological issues in person-job fit research (PsycINFO Database Record (c) 2012 APA, all rights reserved)
While most previous research has studied underemployment among laid-o workers or new college graduates in domestic settings, this study investigates underemployment among managers in overseas assignments. Using data from 268 expatriates from six Fortune 500 multinational ®rms, the results here suggest that several important job-and organizational-level factors may contribute to underemployment among expatriates: hierarchical job level, assignment tenure, the extent to which expatriates have speci®c projects to complete, the degree of free choice in the decision to go overseas, the amount of on-site mentoring, and the strategic importance of the overseas site. In contrast to previous research, then, the present study suggests that many expatriates are over-quali®ed, as well as underquali®ed, for their overseas assignments. Moreover, this underemployment is negatively related to expatriates' job attitudes, general mental health, and self-reported job performance. In addition, mediated regression analyses revealed that underemployment is an important intervening link between antecedent and outcome variables. The implications of the results for future theory development, empirical research, and management practice on underemployment are discussed as well.
This research examined the relationship of contemporary work stressors to work outcomes and measures of psychological well-being among recent business school graduates. Most stress research has considered longer tenured organizational employees. Two hundred and seventeen respondents completed anonymous questionnaires. Three categories of work stressors were studied: job insecurity, underemployment and unmet expectations. Unmet job challenge and job demands expectations and underemployment were consistently related to more negative work outcomes. Work stressors were less strongly related to psychological well-being, however.
This study is an empirical examination of the diffusion of the use of network television advertising by manufacturing firms. The results indicate that manufacturers of consumer goods were likely to make use of television advertising sooner than manufacturers of producer goods and that, among producers of consumer goods, those producing more easily differentiable products were likely to adopt sooner than those producing more standardized products. Manufacturers of products sold in larger geographic markets were found to adopt sooner than those producing products sold in smaller markets. Larger market share was also found to induce earlier adoption of television advertising.
Several firm-related aspects of employee productivity are analyzed using GSOEP data. The basic premise is that, as a consequence of frustration, overeducated employees are less productive than their correctly allocated colleagues. However, the results obtained in the present study contradict the few available empirical findings, all of which are based on data from the United States. When comparing employees working in jobs with similar levels of requirements (the sole approach which seems to be useful), overqualified employees are found to be healthier, more strongly work- and career-minded, more likely to participate in on-the-job training, and to have longer periods of tenure with the same firm than their correctly allocated colleagues. No significant differences could be determined with respect to job satisfaction. These findings are consistent with the established fact that overeducated workers receive wage premiums for their surplus schooling. The overall results make the hiring of overqualified applicants understandable, and could explain the employers' motivation to accept persistent overeducation in the labor force.
This study discusses objective and subjective forms of underemployment and empirically examines their relationship to job satisfaction using 256 nonacademic university employees. Subjective measures of underemployment were found to demonstrate moderate to strong negative relationships with satisfaction while objective measures were unrelated to satisfaction. Suggestions for reducing subjective underemployment are offered.
The research examines the impact of type of part-time work arrangements, type of referent others used by part-time employees to make equity assessments, and demographic variables on part-time workers' reactions to their jobs. Data were collected from 707 part-time workers in five medical care, retailing, and educational settings. Consistent with the hypotheses, part-time workers have more positive job attitudes toward positions which are permanent and are congruent with their past education and work experience. Relative to part-time student workers, married women with children are more likely to be employed in these permanent part-time jobs, to have more positive job attitudes, and to earn higher wages. Contrary to the traditional assumption of the literature on part-time workers, part-time workers in this study used other part-timers in their organizations as their referent others rather than full-time colleagues.
Using a new data set, this paper gives evidence in support of the intuitive notion that overqualified workers are less satisfied with their jobs and are more likely to quit. However, training time is inversely related to overqualification, which suggests why such seeming mismatches occur and may in fact be optimal. Copyright 1991 by MIT Press.
The relationship between perceived overqualification and psychological well-being was explored within the framework of stress-illness models, using multiple regression analysis. Data were collected from 179 male and 109 female members of a local midwestern chapter of the American Postal Workers Union. As expected, there was a significant, positive relationship between perceived overqualification and psychological well-being: The greater the perceived overqualification, the greater the psychological distress. The interaction between perceived overqualification and gender was not significant.
The present study is an investigation of the effects of perceived overqualification on dimensions of job satisfaction. The data for this study came from a two-wave panel study of members of a midwestern American Postal Workers Union local. Job satisfaction was operationalized with 4 subscales from the Job Descriptive Index (P. Smith, L. Kendall, & C. Hulin, 1969). The following three hypotheses were tested: (a) Perceived overqualification will be negatively related to facets of job satisfaction; (b) there is stability in the test-retest correlations of facets of job satisfaction; and (c) the effects of perceived overqualification on facets of job satisfaction will not change from Time 1 to Time 2 because of adaptation. The cross-sectional results supported the hypotheses and suggested that perceived overqualification has a negative effect on job satisfaction. However, the relationships varied by dimension of perceived overqualification and dimension of job satisfaction. Future researchers of overqualification and dimensions of job satisfaction should consider relative deprivation as a source of work-related deprivations.
The authors extended and evaluated the dimensionality of the L. J. Khan and P. C. Morrow (1991) subjective underemployment scale. They used data from 3 independent samples to assess the measurement properties of the scale. The results of confirmatory factor analyses supported 2 dimensions and indicated that the measurement model parameters partially generalized across samples. Correlational and additional confirmatory factor analytic results rendered empirical support for most of the postulated relationships of the 2 overqualification dimensions with the somatization, job satisfaction, and organizational commitment variables. The findings indicate that the scale of perceived overqualification needs to be further developed and validated in different samples. The implications of the findings for person-job fit are discussed.
This paper explores the consequences of cognitive dissonance, coupled with time-inconsistent preferences, in an intertemporal decision problem with two distinct goals: acting decisively on early information (vision) and adjusting flexibly to late information (flexibility). The decision maker considered here is capable of manipulating information to serve her self-interests, but a tradeoff between distorted beliefs and distorted actions constrains the extent of information manipulation. Building on this tradeoff, the present model provides a unified framework to account for the conformity bias (excessive reliance on precedents) and the confirmatory bias (excessive attachment to initial perceptions).
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Productivity, " Industrial Relations, 30, 2, 209– 228.
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- M C Tsang
- R W Rumberger
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Productivity," Industrial Relations, 30, 2, 209-228.