Perceived overqualification and task performance: Reconciling two opposing pathways

Abstract

In this study, we predict that higher levels of relative deprivation and higher levels of task mastery constitute two pathways through which perceived overqualification (POQ) has indirect and opposing effects on task performance. Further, we predict that occupational instrumentality, the degree to which the individual regards their job as a stepping stone to future career opportunities, will serve as a moderator for both pathways. Across two studies, as well as a supplementary study, we found evidence that POQ is positively associated with followers’ perceptions of both task mastery and relative deprivation. In both studies, we also found consistent evidence for a positive indirect effect between POQ and task performance via perceptions of task mastery. This indirect relationship was observed for both self‐rated (Studies 1 and 2) and manager‐rated task performance (Study 2). Further, occupational instrumentality mitigated the positive relationship between POQ and relative deprivation. Overall, the results suggest that POQ–task performance relationship is a function of dual pathways that work in opposing directions and that the ability to see the job as a stepping stone is instrumental in determining the strength of these pathways. Practitioner points Our findings suggest that when employees feel overqualified for their jobs, it can have both positive and negative effects on their level of task performance. On the one hand, when employees feel they are overqualified they may feel resentment and demotivation at work. On the other hand, such employees are also more likely to master the skills needed to perform their jobs at a high level. The demotivating effects of perceived overqualification on task performance depend on the degree to which employees regard their jobs as a stepping stone to future career opportunities. Organizations or managers of employees who feel overqualified should consider ways to highlight how their job connects to future career opportunities and offers advancement potential.

Perceived overqualification and contact center workers’ burnout: are motivations mediators?

“…Objective measurement has been typically in studies of over education and compares levels of ability and preparation to the demands of the job (Arvan et al, 2019). In contrast, subjective overqualification or perceived overqualification captures employees' perceptions that they possess surplus qualifications relative to the requirements of their job, i.e., it is the individuals' subjective experience of being overqualified for the present job (Erdogan et al, 2011;Lee et al, 2020). In the present study, we will analyze the perception of overqualification.…”

“…In the present study, we will analyze the perception of overqualification. A perceptual measure tends to be a better predictor of attitudes and behaviors because it reflects reality as it is experienced by the individual (Arvan et al, 2019;Lee et al, 2020). Therefore, perceived overqualification may be a more proximal predictor of employees' attitudes, behaviors and well-being levels than objective overqualification (Erdogan et al, 2011).…”

“…Working in a job that subjectively is perceived by the employee as being below their skills and capabilities has negative consequences for individual and organizational outcomes (Erdogan et al, 2011), and this is the reason why overqualification is being an emergent topic worldwide concerning the HR management (Chu, 2020;Van Dijk et al, 2020). Research has highlighted that this situation fosters a negative relationship with job satisfaction, organizational commitment, extra-role behaviors and well-being, and a positive relationship to turnover (Erdogan et al, 2018(Erdogan et al, , 2020Zheng, and Wang, 2017). However, the implications of this overqualification are far-reaching and require further investigation involving the exploration of more complex models, including mediation (McKee- Ryan and Harvey, 2011).…”

Learning Goal Orientation, Career Self‐Efficacy, and Career Interest: A Moderated Mediation Model

“…Ethics clearance was completed via a peer review process . Numerous published studies (e .g ., Chen et al ., 2021;A . Lee et al ., 2021;Yang et al ., 2014) have used and recommended such a panel because of its wide coverage and high reliability .…”

Transformational Leadership and Perceived Overqualification: A Career Development Perspective

“…The interpretation of this environmental information determines the individual’s subsequent attitudes ( Salancik and Pfeffer, 1978 ). Leaders, as important agents of the organizational environment, have a crucial influence on followers ( Hussain et al, 2017 ; Bavik et al, 2018 ; Lee et al, 2020 ). Previous studies have examined how leaders influence the attitudes of their subordinates through their leadership style ( Avolio and Bass, 1991 ; Bass and Avolio, 1999 ), in particular through transformational leadership behaviors.…”