PurposeThe purpose of this study was to test the mediating effect of psychological entitlement in the relationship between perceived overqualification (POQ) and workplace ostracism. In addition, the authors posited that POQ would interact with task interdependence to influence psychological entitlement and indirectly affect workplace ostracism.Design/methodology/approachUsing data collected in three waves from 450 workers in a state-owned enterprise, the authors tested the proposed moderated mediation model.FindingsPOQ increased workplace ostracism through the mediation of psychological entitlement. Moreover, task interdependence buffered the positive effect of POQ on psychological entitlement.Practical implicationsWhen recruiting, managers should be careful about hiring employees who are too above the job requirements to lessen employees' POQ and lower its negative impact. In addition, they could reduce the feeling of being ostracized for overqualified employees through increasing task interdependence.Originality/valueExisting research on antecedents of workplace ostracism had mainly focused on the ostracizers, while largely ignoring the victims. Moreover, of the few studies on the victims of ostracism, most focused on inherent employee characteristics or external environmental factors, while little research attention has been given to employees' subjective perceptions. The present study is among the first to examine whether employees' POQ and individuals' self-perception that their skills, knowledge and abilities exceed the job requirements would lead to being ostracized and if so, how and when.

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