Perceived overqualification and proactive behavior: The role of anger and job complexity

Peng, Xiongliang; Yu, Kun; Peng, Jianfeng; Zhang, Kairui; Xue, Hanbing

doi:10.1016/j.jvb.2023.103847

Cited by 15 publications

(14 citation statements)

References 72 publications

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“…The study indicates that proactive behavior indirectly influences job search behavior by influencing the negative link between POQ and psychological well-being. According to Peng, Yu, Peng, Zhang, Xue, 19 being proactive benefits highly skilled individuals by boosting their psychological well-being. This means taking initiative and being proactive can help those who are overqualified for their roles feel better mentally.…”

Section: Discussionmentioning

confidence: 99%

“… 4 Such opportunities allow them to contribute meaningfully, experience a sense of accomplishment, and pave the way for career progression. 19 Perceived overqualification can drive individuals to look for positions that provide a more stimulating and engaging work environment. Individuals with advanced qualifications and skills often have aspirations for continuous career growth and development.…”

Section: Theoretical Overview and Hypotheses Developmentmentioning

confidence: 99%

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Cross Culture Examination of Perceived Overqualification, Psychological Well-Being and Job Search: The Moderating Role of Proactive Behavior

Abdalla,

Saeed,

Khan

2024

PRBM

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Purpose This study delves into the intricate interplay between perceived overqualification, job search behavior, psychological well-being, and proactive behavior, within two distinct and diverse work settings. Methods Drawing upon the Person-Job Fit theory, we investigated these dynamics in two unique samples: Sample 1 encompassed corporate sector employees in the United Arab Emirates (N=409), while Sample 2 comprised IT sector workers in Pakistan (N=337). Hayes PROCESS macro were used to examine the proposed hypotheses and AMOS (Version 28) were conducted to examine model fitness. Results In Study 1, we established a positive association between perceived overqualification and job search behavior among employees in the UAE corporate sector. Notably, this relationship was mediated by psychological well-being, suggesting that the impact of perceived overqualification on job search behavior is, in part, channeled through its effects on individuals’ psychological well-being. Study 2 showed that proactive behavior exhibited a moderating effect on the negative link between perceived overqualification and psychological well-being. Specifically, employees displaying higher levels of proactive behavior demonstrated a less adverse influence of perceived overqualification on psychological well-being. Importantly, this adaptive effect of proactive behavior was found to indirectly influence job search behavior. Discussion The findings highlight the nature of perceived overqualification in the workplace and its varying impact on employee behavior and well-being across different cultural and work settings. The mediation by psychological well-being and moderation by proactive behavior in these relationships underscores the importance of individual responses to perceived job fit issues. These insights are crucial for understanding employee behavior in diverse work environments and can inform practices for managing perceived overqualification.

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Section: Discussionmentioning

confidence: 99%

Section: Theoretical Overview and Hypotheses Developmentmentioning

confidence: 99%

Cross Culture Examination of Perceived Overqualification, Psychological Well-Being and Job Search: The Moderating Role of Proactive Behavior

Abdalla,

Saeed,

Khan

2024

PRBM

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“…Davidson et al [30] and Cropanzano et al [29] provide further insights into these challenges, emphasizing the role of psychological contracts, worker adaptations, and the impact on organizational job design and commitment in the gig economy. Additionally, studies have pointed out problems such as overqualification and inadequate working hours [27,33]. These challenges underscore the necessity for further research and policy development to ensure that the growth of the gig economy in Saudi Arabia is accompanied by appropriate support and protections for gig workers.…”

Section: Gig Workmentioning

confidence: 99%

Navigating the Saudi Gig Economy: The Role of Human Resource Practices in Enhancing Job Satisfaction and Career Sustainability

Asfahani,

Alsobahi,

Dahlan

2023

Sustainability

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In the dynamic context of the global gig economy and Saudi Arabia’s Vision 2030, this study offers a novel examination of the impact of HR practices on gig workers’ job satisfaction and career sustainability in Saudi Arabia. Setting itself apart from prior research, it explores the uncharted interplay between HR practices and career longevity in the Saudi gig economy. Utilizing data from 344 gig workers, the study uncovers the intermediary role of job satisfaction in connecting HR practices to career sustainability, a dimension scarcely investigated before. It further assesses the often-assumed significant effects of demographic factors such as age and gender, revealing an unexpected, non-significant moderating impact. This research finds a strong positive correlation between effective HR practices, job satisfaction, and career endurance, highlighting the transformative power of HR strategies in the Saudi gig sector. These findings are vital for policymakers and practitioners focusing on Vision 2030 goals, underscoring the need for sophisticated HR strategies tailored to the unique Saudi gig environment. By bridging a critical knowledge gap and offering actionable insights, this study contributes significantly to the academic discourse on HR dynamics in gig economies and provides a foundation for future HR policy developments.

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“…A large area of studies has proven that POQ has adverse effects such as turnover (Simon et al, 2019), career stress (Maynard, Brondolo, Connelly, & Sauer, 2015), and counterproductive behaviors (Khan, Ali, Saeed, Vega-Muñoz, & Contreras-Barraza, 2022;Liu et al, 2015). However, similar agreement regarding the relationship between POQ and proactive behavior is still insufficient (Peng, Yu, Peng, Zhang, & Xue, 2023). Therefore, the question of whether individuals who perceive themselves as overqualified demonstrate proactive behavior remains open for investigation.…”

Section: Introductionmentioning

confidence: 99%

The Dark Facet of Perceived Overqualification: Predictors and their Impact on Proactive Behavior

Arshad,

Abbas,

Tufail

et al. 2024

BBE

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According to the literature on perceived overqualification (POQ), previous researchers overlooked its predictors, mediating mechanism, and particularly the direct impact of POQ on proactive behavior. Integrating person-environment fit theory, this research aims to examine the POQ’s predictor (boredom proneness and perceived organizational politics) mediating mechanism and its effect on proactive behavior. Using a cross-sectional research design 189 responses were collected from diverse non-manufacturing sectors and evaluated utilizing partial least square structural equation modeling. The results depict that perceived organizational politics and boredom proneness significantly predict POQ. Similarly, our findings indicate that the direct association of POQ with proactive behavior was negative. Further, POQ mediates the relationship between predictors and outcomes. Theoretical and practical implications, limitations, and forthcoming recommendations of our research are discussed.

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Perceived overqualification and proactive behavior: The role of anger and job complexity

Cited by 15 publications

References 72 publications

Cross Culture Examination of Perceived Overqualification, Psychological Well-Being and Job Search: The Moderating Role of Proactive Behavior

Cross Culture Examination of Perceived Overqualification, Psychological Well-Being and Job Search: The Moderating Role of Proactive Behavior

Navigating the Saudi Gig Economy: The Role of Human Resource Practices in Enhancing Job Satisfaction and Career Sustainability

The Dark Facet of Perceived Overqualification: Predictors and their Impact on Proactive Behavior

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