How Perceived Overqualification Affects Task Performance and Proactive Behavior: The Role of Digital Competencies and Job Crafting

Impact of perceived overqualification on knowledge hiding and service delivery performance: The moderating role of occupational instrumentality

“…While the body of scholarly research on POQ and work outcomes is large and diverse, one notable area is its link with knowledge‐related behaviors such as knowledge hiding and the subsequent negative work outcomes (Erdogan et al, 2020; Johnson & Johnson, 2000). Other scholars have viewed POQ as a source for positive knowledge outcomes such as knowledge sharing (Demir et al, 2022; van Dijk et al, 2020). With these puzzles in mind, our study proposed and tested a more nuanced explanatory model that depicts the mediatory relationship of POQ, knowledge hiding, and service delivery performance and the moderating role of occupational instrumentality.…”

“…Other scholars have viewed POQ as a source for positive knowledge outcomes such as knowledge sharing (Demir et al, 2022;van Dijk et al, 2020). With these puzzles in mind, our study proposed and tested a more nuanced explanatory model that depicts the mediatory relationship of POQ, knowledge hiding, and service delivery performance and the moderating role of occupational instrumentality.…”

“…Research suggests that POQ and knowledge hiding behaviors can lead to various consequences, which can be undesirable such as decreased job satisfaction, motivation, performance, and commitment to the organization's goals (Connelly et al, 2012, 2019; Connelly & Zweig, 2015; Erdogan et al, 2011; Erdogan & Bauer, 2009; Liu et al, 2015; Ye et al, 2017). Concerning the impact of POQ on knowledge and work outcomes, there are mixed findings, with some suggesting positive work outcomes (Demir et al, 2022; Khan, Saeed, Zada, et al, 2023), while others countered the argument with negative work outcomes (Shafique et al, 2023; Yesiltas et al, 2023).…”

The Power of Integration Towards Sustainable Performance: A Model to Minimize Technostress Among Frontline Restaurant Employees by Combining Job and Employee Resources

“…Digital competence refers to the knowledge, skills, attitudes, abilities, strategies, and awareness required to effectively use technologies and digital platforms to complete tasks, solve problems, communicate, create and share content, and build knowledge (Falloon, 2020). Demir et al (2022) define digital competencies as employees' ability to use hospitality establishment technologies responsibly and effectively. Restaurants can provide employees with training programs, workshops, and other resources that emphasize the development of essential knowledge, skills, and attitudes regarding using technology in an organizational setting to build their digital competencies (Daradkeh et al, 2023).…”

“…Moreover, employee resources such as proactivity and autonomy can also be crucial in reducing technostress and maintaining sustainable employee performance. Employee proactivity is the degree to which employees take the initiative and engage in self-directed behavior to enhance their work environment or job performance (Demir et al, 2022). Proactivity can help employees anticipate and prevent potential stressors, while autonomy can help employees effectively manage their workload and responsibilities (Tuan, 2022b).…”