Perceived Overqualification and Innovative Behavior: High-Order Moderating Effects of Length of Service

Sun, Yunpeng; Qiu, Zichen

doi:10.3390/su14063493

Cited by 9 publications

(7 citation statements)

References 51 publications

(67 reference statements)

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“…This simply tells that most of the school heads are nearing their senior years and very few are at a young age. As leaders grow older, they become less willing to make changes and are less interested in innovation (Smither, 2020). Experience and perspective come with age.…”

Section: Resultsmentioning

confidence: 99%

ICT Social and Ethical Competence of Secondary School Heads in The Division of Gingoog City

E. Daamo,

M. Arnejo

2023

IJRP

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Information and Communications Technology has become part of daily activities worldwide. The study aimed to determine the ICT social and ethical competence and the performance of secondary school heads of the Division of Gingoog City. It investigates secondary school heads' demographic profile as to age, educational attainment, length of service, their level of ICT competence in terms of equitable access, ethical use, legal practice, and technology-supported learning environment and their performance considering the Office Performance Commitment and Review Form of the School Year 2021-2022. Also, the significant relationship between the demographic profile of school heads and their ICT social and ethical competence as to their performance. A Purposive sampling technique was used in the study with thirtytwo (32) school head respondents. A validated and reliability-tested standardized questionnaire National Competency Standards for Teachers was used for primary data collection. The collected data were analyzed and interpreted using the inferential statistic method, such as frequency, Mean, Standard Deviation, percentage, and Pearson r correlation. The result shows that their demographic profile has a significant impact on their office performance. Moreover, their ICT social and ethical competence has been given less significance as some school heads are just taking this responsibility for granted. Thus, it is recommended that a policy direction on the social and ethical use of ICT should be crafted to ensure reskilling of school heads.

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Section: Resultsmentioning

confidence: 99%

ICT Social and Ethical Competence of Secondary School Heads in The Division of Gingoog City

E. Daamo,

M. Arnejo

2023

IJRP

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“…24 By emphasizing these aspects, employees who feel overqualified can increase their career commitment and transform the experience of perceived overqualification into an opportunity for professional growth and achievement. 42 Hypothesis 2: POQ is positively related to career self-efficacy Hypothesis 3: The link between perceived overqualification and career commitment is mediated by career self-efficacy…”

Section: Poq Career Self-efficacy and Career Commitmentmentioning

confidence: 99%

The Silver Lining of Perceived Overqualification: Examining the Nexus Between Perceived Overqualification, Career Self-Efficacy and Career Commitment

Yu¹

2023

PRBM

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This study aimed to investigate how perceived overqualification is linked to an individual's career commitment among service sector employees in China. Additionally, it sought to examine the mediating role of career self-efficacy and the moderating effect of social support. Methods: This study collected data from 441 employees using a three-wave data collection design with a two-week gap between each round. Moreover, we employed partial least square structural equation modeling (PLS-SEM) to analyze the data. Results:The findings asserted that perceived overqualification was positively associated with employee career self-efficacy and commitment. Furthermore, career self-efficacy mediated the link between perceived overqualification and career commitment. The study also demonstrated that perceived overqualification and career self-efficacy were influenced by the level of social support received, with a stronger relationship observed when social support was high. These findings highlight the value of fostering social support and career self-efficacy among coworkers to increase overqualified employees' commitment to their careers and provide valuable insights for organizations seeking to manage their talent pool effectively. Discussion: The study suggests that when employees perceive themselves as overqualified for their job, it can lead to a higher sense of career self-efficacy, which is the belief in one's ability to perform job tasks effectively. This increased self-efficacy, in turn, can lead to a greater commitment to their career. Furthermore, fostering social support and building career self-efficacy can help organizations manage their overqualified pool effectively and improve employee satisfaction and productivity.

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“…Work values serve as guiding principles for individuals, helping them clarify their fundamental values and work goals. Positive work values lead individuals to develop a stronger sense of identity and appreciation for their work, as well as a heightened perception of its meaning, goals and intrinsic motivation (Sun and Qiu, 2022). Such self-motivation and goal setting drive individuals to actively pursue the realization of their work values, thereby shaping and pursuing their future work selves in alignment with these values.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Volunteer to bury your talents: the influence of work values on voluntary overqualification

Li,

Wang,

Moin

2023

CMS

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Purpose In recent years, there has been a growing trend of individuals willingly opting for employment positions that do not fully use their education, skills and abilities, a phenomenon known as voluntary overqualification. This study aims to investigate the factors that influence and the formation mechanism of this emerging phenomenon. Drawing upon social cognition theory, this study explores the relationship between work values and voluntary overqualification while also examining the mediating role of the future work self and the moderating role of perceived marketability. Design/methodology/approach This study used a longitudinal approach, collecting data through questionnaires administered at multiple time points. The sample consisted of 607 employees from various departments of five Chinese companies. Regression analysis using the PROCESS macro in SPSS was used to test the research hypotheses. Findings The results indicate a positive relationship between employees’ work values and voluntary overqualification. Furthermore, this relationship is mediated by the future work self. Additionally, perceived marketability plays a moderating intermediary role in the whole model. Originality/value This study contributes to the overqualification literature by introducing a novel type of overqualification and unveiling the mechanism by which work values influence voluntary overqualification. The findings provide insights for understanding and managing employees who are voluntarily overqualified.

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Perceived Overqualification and Innovative Behavior: High-Order Moderating Effects of Length of Service

Cited by 9 publications

References 51 publications

ICT Social and Ethical Competence of Secondary School Heads in The Division of Gingoog City

ICT Social and Ethical Competence of Secondary School Heads in The Division of Gingoog City

The Silver Lining of Perceived Overqualification: Examining the Nexus Between Perceived Overqualification, Career Self-Efficacy and Career Commitment

Volunteer to bury your talents: the influence of work values on voluntary overqualification

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