Two angles of overqualification-the deviant behavior and creative performance: The role of career and survival job

Abstract

Overqualification has both positive and negative outcomes; however, extant literature exhibits a tilt in favor of its negative aspect against its positive side. This tilted approach results in derision of a condition which could produce positive results. We argue, through empirical evidence, that there might be some circumstances/conditions, like the intentions of employees about their current job, that may play an important role in enabling organizations to be benefitted from the surplus KSAs of the overqualified employees and overqualification can be used as a tool to mitigate the effects of its negative consequences. To empirically test this condition, a sample of 193 teachers and 193 students have been selected through cluster sampling technique. The results exhibited that if overqualified employees perceive their current job as a career job then there is a more likelihood that they will be involved in some innovative and creative behaviors instead of deviating negatively from the organization norms. The results provide some new research insights that could be used to better understand the phenomenon of overqualification. The results of the study have practical implications for HR managers.

The Effects of Person–Organization Fit and Turnover Intention on Employees’ Creative Behavior: The Mediating Role of Psychological Ownership

“…Since our study utilized a cross-sectional design, structural equation modeling only allowed us to test whether the model fits the data without considering causal relationships (Staufenbiel & König, 2010). We advise the use of longitudinal or experimental data in future research because intentions and perceptions might alter occasionally (Dar & Rahman, 2020). A second limitation is that the purposeful convenience sampling used in this research might raise some concerns about the generalizability of the findings to a target population (Gorard, 2001).…”

“…Uncovering the factors for nurturing creative behaviors and the interrelations among these factors has hence become instrumental for practitioners and attractive for researchers. Accordingly, some recent studies (Dar & Rahman, 2020) have already begun to address the behavioral drivers of creativity, creative behavior, and creative performance.…”

“Lubricant” or “Stumbling Block”?: The Paradoxical Association Between Team Authoritarian Leadership and Creative Deviance

“…Second, although there is a growing interest in the creative deviance domain, researches concentrating on the leadership-level antecedents are still under-developed ( Lin et al, 2016 ). Creative deviance has been widely proved to occur under a range of preconditions, e.g., task autonomy ( Masoudnia and Szwejczewski, 2012 ), information acquisition ( Galperin, 2012 ), human resource management practices ( Malik and Lenka, 2019 ), Machiavellianism ( Galperin, 2012 ), prosocial motivation ( Vadera et al, 2013 ; Shukla and Kark, 2020 ), psychological capital ( Gao et al, 2020 ), and personal overqualification ( Dar and Rahman, 2020 ). However, there is still a dearth of explorations relating to team leadership.…”

“…There is a definite need to investigate the psychologically relevant moderators (i.e., the psychologically boundary conditions regarding when team authoritarian leadership is more or less influential to creative deviance). Researchers have emphasized that creative deviance is a disobedient, well-intentioned, pioneering construct ( Criscuolo et al, 2014 ) that is affected by external environment ( Dahling and Gutworth, 2017 ; Shukla and Kark, 2020 ) and mental characteristics ( Ng and Yam, 2019 ; Dar and Rahman, 2020 ). Therefore, conscious judgments from individual mindfulness ( Nübold et al, 2019 ) could influence the occurrence of creative deviance as well as its relationship with authoritarian leadership.…”

Perceived Overqualification at Work: Implications for Voice Toward Peers and Creative Performance

“…For example, overqualified employees may exhibit higher task performance and more proactive behavior ( Zhang et al, 2016 ; Lee et al, 2021 ). However, empirical evidence of its link with positive outcomes is still lacking and the area is under-explored ( Dar and Rahman, 2020 ). Given that knowledge and education are important predictors of creative performance ( Willey Ramos et al, 2018 ), employees with excess qualifications may perform better in creative activities.…”