Perceived overqualification leads to being ostracized: the mediating role of psychological entitlement and moderating role of task interdependence

Peng, Xiongliang; Yu, Kun; Kang, Yoewool; Zhang, Kairui; Chen, Qishu

doi:10.1108/cdi-06-2022-0143

Cited by 6 publications

(1 citation statement)

References 90 publications

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“… 20 When they perceive that their current job does not provide adequate opportunities for advancement, they are more inclined to actively search for positions that offer better prospects. 21 Having honed their expertise and knowledge, these individuals seek roles that align with their capabilities and challenge them further. If their current job fails to provide avenues for growth, they may feel stagnant and unfulfilled.…”

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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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: 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

View full text Add to dashboard Cite

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Overqualified Employees’ Actual Turnover: The Role of Growth Dissatisfaction and the Contextual Effects of Age and Pay

Mah,

Huang,

Yun

2024

J Bus Psychol

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Overqualified employees are those with more knowledge, skills, and abilities than their job requires. While these competent workers can bring benefits to firms, they also pose a high risk of turnover. However, the evidence is insufficient on whether, why, and when they actually leave and how organizations can manage their turnover effectively. Based on self-determination theory, we propose that unfulfilled internal aspirations for personal growth can be a major driving force of turnover among overqualified employees. Moreover, we explore how such a mechanism varies by employee’s age and whether pay can exert a mitigating influence. Using longitudinal data over three years (from 2017 to 2019) with a large sample of workers (N = 2473), we found an indirect effect where perceived overqualification reduces growth satisfaction, which in turn leads to actual turnover. Further, we found a three-way moderating effect of pay and age on the relationship between growth satisfaction and turnover, indicating that pay’s effect of deterring turnover was stronger for older employees. This study has theoretical implications for a better understanding of overqualified employees’ turnover driven by their internal impetus, as well as implications for pay policies that effectively manage overqualified workers in age-diverse modern organizations.

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Does proactive career behaviour matter with respect to job insecurity? The mediating role of work-related basic needs satisfaction and the moderating role of contract type

Hu,

Jiang,

Zou

et al. 2024

CDI

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PurposeUsing conservation of resources and self-determination theories, this study explores the negative ties between proactive career behaviour and job insecurity, which are mediated by work-related basic needs satisfaction, and how contract type affects these relationships.Design/methodology/approachTwo waves of data were collected from 332 Chinese employees. The mediation and moderated mediation models were tested with MPLUS 8.30 and SPSS’s PROCESS macro.FindingsProactive career behaviour negatively affects (both quantitatively and qualitatively) job insecurity through work-related basic needs satisfaction. Contract type moderates the relationship between proactive career behaviour and work-related basic needs satisfaction as well as the indirect relationship between proactive career behaviour and quantitative (but not qualitative) job insecurity via work-related basic needs satisfaction. These findings suggest that temporary employees can obtain greater benefits by engaging in proactive career behaviour than can their permanent counterparts.Originality/valueThis study contributes to the limited research on job insecurity antecedents, mechanisms and key moderators.

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Perceived overqualification leads to being ostracized: the mediating role of psychological entitlement and moderating role of task interdependence

Cited by 6 publications

References 90 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

Overqualified Employees’ Actual Turnover: The Role of Growth Dissatisfaction and the Contextual Effects of Age and Pay

Does proactive career behaviour matter with respect to job insecurity? The mediating role of work-related basic needs satisfaction and the moderating role of contract type

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