I am gifted! Perceived overqualification and its influence on employees

Li, Pengbo; Chen, Limei; Chu, Fulei; Sun, Yuqing; Zhou, Ying

doi:10.3724/sp.j.1042.2021.01313

Cited by 10 publications

(8 citation statements)

References 62 publications

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“…When employees feel overqualified, their skills, knowledge and experience are not fully utilized, which is not only a waste of resources, but also hinders the process of accumulating more resources. Therefore, employees will feel the loss of their resources (Li et al, 2021a , b ; Wei et al, 2020 ) proposed that once people realize the possibility of resource loss, they will try to avoid it. Therefore, when employees perceive overqualification, they will reduce affective and cognitive engagement, and may be reluctant to devote extra time and energy to produce radical creativity.…”

Section: Theory and Hypothesementioning

confidence: 99%

“…Therefore, researchers’ focus in current study was perceived overqualification. Perceived overqualification will bring a series of negative effects, Li, Wen et al ( 2021 ); Li, Chen et al ( 2021 ) carried out a meta-analysis which showed that it would reduce employees’ positive perception of the organization, work and themselves, resulting in negative work attitude (e.g., low job involvement) and work behavior (e.g., counterproductive behavior), as well as low work performance (e.g., task performance), and can damage their physical and mental health (e.g., pressure and depressive symptoms). However, some scholars have pointed out that perceived overqualification may also lead to some positive effects, depending on how employees view their employment status.…”

Section: Introductionmentioning

confidence: 99%

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How perceived overqualification affects radical creativity: the moderating role of supervisor-subordinate guanxi

Xiao-yu

2022

Curr Psychol

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This study aims to investigate the effect of perceived overqualification on radical creativity. Drawing on the conservation of resources (COR) theory, this study examined the mediating role of job crafting and the moderating role of supervisor-subordinate guanxi. Through the two-wave pre-test of 312 employees, we found that the scale reliability and validity of all variables in this study were good. According to the pre-test results, we modified the expressions of some items to obtain a more concise and effective questionnaire for the formal survey, so as to ensure the conclusions more reliable. And using two-wave survey data from 1007 employees among Chinese local organizations in the formal test to examine the hypotheses. The results indicated that perceived overqualification negatively affects radical creativity, and job crafting mediates the relationship. In addition, supervisor-subordinate guanxi reduces the effect of perceived overqualification on job crafting and the indirect effect of perceived overqualification on radical creativity via job crafting. Theoretical and practical implications are discussed.

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Section: Theory and Hypothesementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

How perceived overqualification affects radical creativity: the moderating role of supervisor-subordinate guanxi

Xiao-yu

2022

Curr Psychol

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“…And employees may feel that they're not performing as well as they should (Huang and Peng, 2017 ; Yuan et al, 2018 ). As a result, employees' self-esteem and core self-evaluation of the organization will be reduced, which will lead them to re-evaluate their own resources and recognize the gap between reality and ideal (Li et al, 2021 ). At the same time, Self-regulation Theory (SR) (Bandura et al, 1980 ) points out that individuals can achieve personal goals by adjusting self-cognition, emotion, and other behaviors and narrowing the gap between reality and ideal according to the gap between reality and ideal.…”

Section: Theoretical Analysis and Research Hypothesismentioning

confidence: 99%

The influence of employees' perception of over-qualification on career compromise: Mediated by role conflict and sense of relative deprivation

et al. 2023

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In the external environment with the increasing level of education, there is a general phenomenon of excess qualification in the employment market. This research discusses employee career compromise from the perspective of employee over-qualification based on resource conservation theory and self-regulation theory. Combined with the survey data, a structural equation model (SEM) is constructed, and the mediation effect of relative deprivation and role conflict is analyzed according to the causal mediation model. The research find that employees' perception of over-qualification has three ways to affect employees' career compromise. First, employees' perception of over-qualification has a significant positive impact on their career compromise behavior through employees' emotions and self-cognition. Second, role conflict plays a partial intermediary role between the perception of over-qualification and career compromise by positively affecting career compromise behavior. Third, the sense of relative deprivation plays a partial intermediary role between the perception of over-qualification and career compromise by negatively affecting career compromise behavior. According to the research conclusions, the following suggestions are put forward. Enterprises need to establish a scientific employment mechanism to achieve talent-post matching and fundamentally reduce the phenomenon of over-qualifications. The company should pay attention to employee training, actively guide employees' career planning, instruct employees to correctly understand the sense of over-qualification and play a positive role in guiding employees' career planning.

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“…Based on self-representation theory, they found that perceived overqualification would lead to negative emotions such as frustration, anger and hostility, thus reduce organizational self-esteem and bring psychological pressure to employees. COR holds that the sense of resource loss of overqualified employees will lead to negative physical and mental outcomes, work attitudes and behaviors ( Wassermann and Hoppe, 2019 ; Li et al, 2021 ). Therefore, grounding on the COR, this study takes the view that the frustration caused by underutilization of qualification to explore perceived overqualification, specifically, in the employment situation where the qualifications are not fully utilized.…”

Section: Theory and Hypothesementioning

confidence: 99%

How Chinese Employees’ Voice Behavior Is Motivated: The Role of Perceived Overqualification

Xiao-yu

2022

Front. Psychol.

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Drawing on the conservation of resources theory (COR), we examined the effect of leader-member exchange (LMX) on the voice behavior via role breadth self-efficacy, and how the perceived overqualification moderates the relationship between LMX and voice behavior. We tested the theoretical model with data gathered from 407 individuals in China. The results revealed that LMX had an indirect effect on voice behavior through role breadth self-efficacy, and perceived overqualification moderated the positive association between LMX and role breadth self-efficacy. In addition, the mediating effect of LMX on voice behavior through role breadth self-efficacy was stronger when the level of perceived overqualification was low and weaker when it was high. The findings have theoretical and practical implications for increasing employees’ voice behavior in organizations.

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I am gifted! Perceived overqualification and its influence on employees

Abstract: Over-qualification and the dimensions of job satisfaction.

Cited by 10 publications

References 62 publications

How perceived overqualification affects radical creativity: the moderating role of supervisor-subordinate guanxi

How perceived overqualification affects radical creativity: the moderating role of supervisor-subordinate guanxi

The influence of employees' perception of over-qualification on career compromise: Mediated by role conflict and sense of relative deprivation

How Chinese Employees’ Voice Behavior Is Motivated: The Role of Perceived Overqualification

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