The Interactive Effect of Perceived Overqualification and Peer Overqualification on Peer Ostracism and Work Meaningfulness

Zhang, Yejun; Bolino, Mark C.; Yin, Kui

doi:10.1007/s10551-021-05018-5

Cited by 30 publications

(24 citation statements)

References 103 publications

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“…Furthermore, recent research found that individuals who feel overqualified are more inclined to help and guide their co-workers via mentoring activities (Zhang et al, 2021). We hypothesised that people who believe they are overqualified are more likely to create strong career identities because of their favourable social interactions (Zhang et al, 2022b).…”

Section: Perceived Overqualification and Career Identitymentioning

confidence: 97%

The positive side of overqualification: examining perceived overqualification linkage with knowledge sharing and career planning

Khan

Saeed

Zada

et al. 2022

JKM

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Purpose This study aims to address and observe the positive side of perceived overqualification (POQ) on employee knowledge sharing (KS) and career planning. Role identity theory highlights that an employee’s POQ is related to employee career identity in a positive way. Design/methodology/approach The hypotheses were supported by a time-lagged examination of 277 supervisor–subordinate dyads working in the corporate sector. Findings The findings state that a person’s career identity is associated with increased KS and career planning. Furthermore, the effect of overqualification on KS and career planning was predicted to be mediated by career identity. Using an interactionism mechanism, this study indicated that this mediation is moderated by leader humility. The career identities of overqualified employees are elevated when a humble leader supports them. The results suggest that, when handled appropriately, POQ may benefit both employees and organizations. Research limitations/implications The implications of these results are examined theoretically and practically. Moreover, the findings of this study will open new avenues for scholars and practitioners in the field of organizational behavior and human resource management. Originality/value The study examined the positive side of POQ and its effect on employees’ career outcomes and KS attitudes. This study is among the first empirical studies to examine career outcomes and KS behavior due to POQ.

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Section: Perceived Overqualification and Career Identitymentioning

confidence: 97%

The positive side of overqualification: examining perceived overqualification linkage with knowledge sharing and career planning

Khan

Saeed

Zada

et al. 2022

JKM

View full text Add to dashboard Cite

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“…In contrast to the preceding research that heavily focused on examining ostracism from a generalized source perspective (Zhao et al, 2016) or some of the studies that examined the role of supervisor ostracism (Akhtar et al, 2020; Coworker ostracism has added to the sprouting body of research on coworker ostracism. By doing so, this study has shed light on the outcomes of ostracism from peers' perspectives (Zhang et al, 2022).…”

Section: Theoretical and Practical Implicationsmentioning

confidence: 93%

“…, 2018), the current investigation has added to the sprouting body of research on coworker ostracism. By doing so, this study has shed light on the outcomes of ostracism from peers' perspectives (Zhang et al. , 2022).…”

Section: Theoretical and Practical Implicationsmentioning

confidence: 97%

Relations outside the workplace matter! A nexus of coworker ostracism, relational capital, alternate belongingness and knowledge hiding

Fatima

Bilal

Imran

et al. 2022

EBHRM

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PurposeThe current study aims to investigate the impact of coworker ostracism on coworker-directed knowledge hiding through the mediating role of relational social capital and moderating role of alternate belongingness in Pakistani higher educational settings.Design/methodology/approachA time-lagged study was carried out in which data from teaching and non-teaching faculty (N = 217) from the higher education sector of Lahore, Pakistan, were collected through multi-stage sampling. The collected data were analysed using moderated mediation analysis (PROCESS model 4 and 7).FindingsThe results revealed that ostracism from coworkers has an unfavourable impact on relational social capital that in turn promotes knowledge hiding. Nonetheless, if ostracized employees had sources to fulfil belongingness needs outside the work settings, this negative association was strengthened.Originality/valueThe authors have taken the role of belongingness outside the workplace in explaining the coworker ostracism and knowledge hiding relationship in higher educational settings and identified the explanatory role of relational social capital.

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“…Organizational citizenship behavior requires employees to invest their emotion, effort, and other resources ( Taylor et al, 2009 ). When those resources are scarce, employees develop internal tensions, which will reduce employees’ enthusiasm and helping behavior toward leaders and colleagues ( Zhang et al, 2022 ), thereby affecting work. According to the COR proposed by Hobfoll ( Maertz et al, 2019 ), it can be concluded that the conflict between employees’ work and family will continue to drain employees’ resources, such as energy and time, resulting in a decrease in job satisfaction and employee happiness ( Wang et al, 2022 ).…”

Section: Hypothesis Developmentmentioning

confidence: 99%

Work-Family Conflict, Happiness and Organizational Citizenship Behavior Among Professional Women: A Moderated Mediation Model

Pan

Aisihaer

et al. 2022

Front. Psychol.

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This study investigates the association between work-family conflict and organizational citizenship behavior and examines the mediated role of subjective happiness between and the moderated part of family support. A moderated mediation model is established based on the Conservation of Resources theory. We collected data from 386 employees of nine companies in China. This study shows that the work-family conflict of female professional employees is negatively correlated with organizational citizenship behavior, and that the relationship is mediated by subjective well-being. Furthermore, female professional employees’ family support moderates the effects of work-family conflict on subjective happiness and organizational citizenship behavior, with the relationship weaker when family support is higher. This study enriches the literature on work-family conflict by using family support as a mediating mechanism for work-family conflict. It enhanced our understanding of the influencing mechanisms of organizational citizenship behavior by constructing a more detailed model.

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The Interactive Effect of Perceived Overqualification and Peer Overqualification on Peer Ostracism and Work Meaningfulness

Cited by 30 publications

References 103 publications

The positive side of overqualification: examining perceived overqualification linkage with knowledge sharing and career planning

The positive side of overqualification: examining perceived overqualification linkage with knowledge sharing and career planning

Relations outside the workplace matter! A nexus of coworker ostracism, relational capital, alternate belongingness and knowledge hiding

Work-Family Conflict, Happiness and Organizational Citizenship Behavior Among Professional Women: A Moderated Mediation Model

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