Antecedents of perceived overqualification: a three-wave study

Guerrero, Laura; Hatala, John Paul

doi:10.1108/cdi-11-2014-0152

Cited by 16 publications

(10 citation statements)

References 40 publications

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“…Akkermans, Brenninkmeijer, Huibers and Blonk, 2013;Plomp et al, 2016), and self-efficacy (e.g. Guerrero and Hatala, 2015;Lee and Park, 2012). Also, themes such as planned happenstance (e.g.…”

Section: Trending Topic #6: Career Capitalmentioning

confidence: 99%

#Trending topics in careers: a review and future research agenda

Akkermans¹,

Kubasch

2017

CDI

188

200

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Purpose Virtually all contemporary scientific papers studying careers emphasize its changing nature. Indeed, careers have been changing during recent decades, for example becoming more complex and unpredictable. Furthermore, hallmarks of the new career – such as individual agency – are clearly increasing in importance in today’s labor market. This led the authors to ask the question of whether these changes are actually visible in the topics that career scholars research. In other words, the purpose of this paper is to discover the trending topics in careers. Design/methodology/approach To achieve this goal, the authors analyzed all published papers from four core career journals (i.e. Career Development International, Career Development Quarterly, Journal of Career Assessment, and Journal of Career Development) between 2012 and 2016. Using a five-step procedure involving three researchers, the authors formulated the 16 most trending topics. Findings Some traditional career topics are still quite popular today (e.g. career success as the #1 trending topic), whereas other topics have emerged during recent years (e.g. employability as the #3 trending topic). In addition, some topics that are closely related to career research – such as unemployment and job search – surprisingly turned out not to be a trending topic. Originality/value In reviewing all published papers in CDI, CDQ, JCA, and JCD between 2012 and 2016, the authors provide a unique overview of currently trending topics, and the authors compare this to the overall discourse on careers. In addition, the authors formulate key questions for future research.

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Section: Trending Topic #6: Career Capitalmentioning

confidence: 99%

#Trending topics in careers: a review and future research agenda

Akkermans¹,

Kubasch

2017

CDI

188

200

View full text Add to dashboard Cite

show abstract

“…To date, research exploring moderators of the POQ–external job searching relationship has focused only on factors related to individual needs and values (e.g., Guerrero & Hatala, 2015; Maynard & Parfyonova, 2013). By contrast, our model delineates how each opportunity (i.e., PEM) and motivation (i.e., proactive personality and PO fit) factor differentially shapes an overqualifier's job searching processes.…”

Section: Discussionmentioning

confidence: 99%

“…Second, building upon our first point, the Harari et al (2017) meta‐analysis found that artifacts accounted for only 29.37% of the variance for the POQ–external job searching association, suggesting that moderators may well exist for this relationship (Hunter & Schmidt, 2004). Previous studies have mainly focused on how individual needs and values (e.g., financial need; Guerrero & Hatala, 2015; competence and growth work values; Maynard & Parfyonova, 2013) moderate the POQ–job searching behavior relationship, neglecting the roles of abilities, motivations, and opportunities to move or stay relevant for the overqualified individuals. This limited set of moderating variables is insufficient to fully explain the POQ–external/internal job searching association and invites continuous effort to explore other variables influencing these relationships.…”

Section: Introductionmentioning

confidence: 99%

The journey to leave: Understanding the roles of perceived ease of movement, proactive personality, and person–organization fit in overqualified employees' job searching process

Chi

2020

J Organ Behavior

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Summary Despite intensive research on perceived overqualification, empirical evidence on overqualified employees' job search behavior remains relatively insufficient. Notably, no studies have explored the possible link between perceived overqualification and internal job searching behaviors. In the present study, we consider whether—and more importantly when—employees with high perception of overqualification search for internal and external job opportunities. Applying the ability–motivation–opportunity (AMO) framework, we propose and test a model that specifies how motivation and opportunity to move or stay activate differential effects in overqualifiers' job searching process. Results from two studies surveying employees in Taiwan (Study 1: N = 268; Study 2: N = 210) show that overqualifiers displayed greater intentions to leave the current job and, in turn, engaged in more external job search behaviors; this relation was strongest for those whose perceived ease of movement and proactive personality increased or person–organization (PO) fit decreased. Furthermore, overqualifiers displayed greater intentions to leave the current job and also increased their internal job search behaviors; this relation was strongest for those whose perceived ease of movement and PO fit increased. A series of supplemental analyses also lends support to our theorizing.

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“…This theory was validated by Xi et al 2017that job search selfefficacy was linked to employability. Similarly, self-efficacy for job search intentions and outcome expectations was shown to influence applicants job search planning and job search behaviours (Fort, Jacquet, & Leroy, 2011;Guerrero & Hatala, 2015). Job search behaviour selfefficacy is also linked to job search outcome self-efficacy (Kim, Kim, & Lee, 2019) and perceived employability (Atitsogbe, Mama, Sovet, Pari, & Rossier, 2019).…”

Section: Self-efficacymentioning

confidence: 94%

Job Seekers’ Acceptance Towards Producing Video Resumes for Company’s Recruitment

Tong

Balakrishnan

et al. 2020

International Journal of Management Studies

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The purpose of this study is to explore the job seekers’ acceptance towards producing video resumes for the company’s video-based recruitment. The study aims to analyse the moderating effect of self-video resumes by experienced and non-experienced applicants’ in terms of their perceived stress and coping strategies in creating the videos when applying for jobs. The quota sampling method was used to collect data from four faculties in a private university. The conceptual model was developed with constructs consisting of perceived stress, problem-focused coping, self-efficacy, self-presentation and acceptance of video resumes. The model was validated by two-level confirmatory factor analysis (CFA). Subsequently, the moderation effects between the two groups of applicants were computed to uncover different group behaviours. The perceived stress and problem-focused coping responses were found to be significantly related to self-presentations for video resumes. A direct positive relationship was also found between the applicants’ self-efficacy and their acceptance of video resumes. The results of the moderation analysis indicate a significant difference in perceived stress between groups but not in the problem-focused coping strategies.

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Antecedents of perceived overqualification: a three-wave study

Cited by 16 publications

References 40 publications

#Trending topics in careers: a review and future research agenda

#Trending topics in careers: a review and future research agenda

The journey to leave: Understanding the roles of perceived ease of movement, proactive personality, and person–organization fit in overqualified employees' job searching process

Job Seekers’ Acceptance Towards Producing Video Resumes for Company’s Recruitment

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