Supplemental Material for Perceived Overqualification and Experiences of Incivility: Can Task i-Deals Help or Hurt?

2021 ◽  
Keyword(s):  
Perceived Overqualification

To share or not to share? A moderated mediation model of the relationship between perceived overqualification and knowledge sharing

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lijing Zhao ◽  
Shuming Zhao ◽  
Hao Zeng ◽  
Jingyi Bai
Keyword(s):  
Knowledge Sharing ◽  
Field Study ◽  
Identity Theory ◽  
Moderated Mediation ◽  
Experiment Study ◽  
Content Type ◽  
Mediating Role ◽  
Perceived Overqualification ◽  
Moderating Role

PurposeDrawing on identity theory and the symbolic interactionism perspective of identity theory, this study aims to construct a moderated mediation framework to test the effects of perceived overqualification (POQ) on knowledge sharing (KS) through professional identity threat (PIT) and the moderating role of coworkers' help-seeking behavior (CHSB).Design/methodology/approachThis paper uses a quantitative multistudy research design with a combination of a scenario experiment (Study 1) and a two-wave field study among 220 supervisor-subordinate dyads at a power company in China. Using analysis of variance, confirmatory factor analysis (CFA) and bootstrapping method, the authors validated the research hypothesis.FindingsIn the scenario experiment study (study 1), the authors find that POQ is positively related to PIT and that CHSB negatively moderates the positive impact of POQ on PIT. The field study (study 2) replicated the above findings and found that PIT mediates the negative effect of POQ on KS. In addition, CHSB negatively moderates the mediating role of PIT between POQ and KS.Originality/valueFirst, the current study extended the nomological network of POQ research by examining its influence on employees' KS. Second, this study empirically investigated the mediating role of PIT, which provided a new explanatory mechanism for the influence of POQ. Finally, this study demonstrates the moderating role of CHSB—a situational factor that has been ignored in previous studies.

When and how does perceived overqualification lead to turnover intention? A moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Riya Vinayak ◽  
Jyotsna Bhatnagar ◽  
Madhushree Nanda Agarwal
Keyword(s):  
Turnover Intention ◽  
Service Sector ◽  
Turnover Intentions ◽  
Psychological Capital ◽  
Supervisor Support ◽  
Moderated Mediation ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Perceived Overqualification ◽  
The Relationship

PurposeThe study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between perceived overqualification (POQ) and turnover intention. It also explores how perceived supervisor support (PSS) influences the mediating role of psychological capital in the perceived overqualification and turnover intention association.Design/methodology/approachThe authors test the model through a sample data of 314 workers employed in the Indian IT service sector. IBM SPSS and SPSS AMOS software were utilized for conducting analysis and testing the model involving first-stage moderated mediation.FindingsThe study confirms that perceptions of overqualification have a positive relationship with turnover intentions. Further, it finds that the positive association between POQ and turnover intention will be mediated by psychological capital. The results reflected that perceived supervisor support shall weaken the relationship between perceptions of overqualification and psychological capital.Originality/valueThe research is amongst the limited researches which look at the influence of psychological capital and perceived supervisor support with regards to POQ. It attempts to lay down the underlying psychological mechanism of POQ and highlight the role played by perceived supervisor support.

Scale of Perceived Overqualification

2006 ◽  
Author(s):  
Douglas C. Maynard ◽  
Todd Allen Joseph ◽  
Amanda M. Maynard
Keyword(s):  
Perceived Overqualification

Implications of perceived overqualification for employee's close social ties: The moderating role of external organizational prestige

2019 ◽  
Vol 115 ◽  
pp. 103335
Author(s):  
Panagiotis Gkorezis ◽  
Berrin Erdogan ◽  
Despoina Xanthopoulou ◽  
Victoria Bellou
Keyword(s):  
Social Ties ◽  
Perceived Overqualification ◽  
Moderating Role

scholarly journals A Relational Model of Perceived Overqualification: The Moderating Role of Interpersonal Influence on Social Acceptance

2016 ◽  
Vol 44 (8) ◽  
pp. 3288-3310 ◽  
Author(s):  
Hong Deng ◽  
Yanjun Guan ◽  
Chia-Huei Wu ◽  
Berrin Erdogan ◽  
Talya Bauer ◽  
...  
Keyword(s):  
Work Performance ◽  
Social Acceptance ◽  
Behavioral Outcomes ◽  
Relational Model ◽  
Interpersonal Influence ◽  
Work Related ◽  
Relational Mechanism ◽  
Time Lagged ◽  
Perceived Overqualification

Theories of perceived overqualification have tended to focus on employees’ job-related responses to account for effects on performance. We offer an alternative perspective and theorize that perceived overqualification could influence work performance through a relational mechanism. We propose that relational skills, in the form of interpersonal influence of overqualified employees, determine their tendency to experience social acceptance and, thus, engage in positive work-related behaviors. We tested this relational model across two studies using time-lagged, multisource data. In Study 1, the results indicated that for employees high on interpersonal influence, perceived overqualification was positively related to self-reported social acceptance, whereas for employees low on interpersonal influence, the relationship was negative. Social acceptance, in turn, was positively related to in-role job performance, interpersonal altruism, and team member proactivity evaluated by supervisors. In Study 2, we focused on peer-reported social acceptance and found that the indirect relationships between perceived overqualification and supervisor-reported behavioral outcomes via social acceptance were negative when interpersonal influence was low and nonsignificant when interpersonal influence was high. The implications of the general findings are discussed.

An Evaluation of a Perceived Overqualification Scale Across Work Settings

2002 ◽  
Vol 136 (4) ◽  
pp. 425-441 ◽  
Author(s):  
W. Roy Johnson ◽  
Paula C. Morrow ◽  
Gloria Jones Johnson
Keyword(s):  
Work Settings ◽  
Perceived Overqualification
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