scholarly journals Overqualification as a Blunt Weapon on Productivity Improvement: Person-Job Fit Theory Integration

2021 ◽  
Vol 6 (1) ◽  
pp. 60
Author(s):  
Ikhsan Maksum ◽  
Nur Laili Fikriah ◽  
Agatha Mayasari
Keyword(s):  
Job Fit ◽  
Productivity Improvement ◽  
Mediating Role ◽  
Theory Integration ◽  
Perceived Overqualification

Despite the growing number of studies that underlie the influence between perceived overqualification (POQ) and counterproductive behaviour (PKP), there is still a gap in the lack of research involving the role of affective mechanisms on the effect of POQ on PKP. In this study, researchers focused on the mediating role of job boredom (KTP) in the pathway of influence of POQ on PKP. Using a sample of 106 employees and lecturers at Islamic universities in Indonesia and using the integration of the theory of person-job fit, the researchers found that KTP fully mediates the effect of POQ on PKP.

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.

scholarly journals How Person-Supervisor Fit Influence the Work Engagement of New Hires?

2021 ◽  
Vol 8 (9) ◽  
pp. 125-130
Author(s):  
Yuanyuan Wang ◽  
Keyword(s):  
Work Engagement ◽  
Positive Impact ◽  
Cluster Sampling ◽  
Mediation Model ◽  
Job Fit ◽  
Mediating Role ◽  
Influencing Mechanism ◽  
Person Organization Fit ◽  
New Hires

For new hires, receiving support from their supervisor is critical for familiarizing themselves with their job and engaging it as soon as possible. The aim of this paper is to explore the influencing mechanism of person-supervisor fit(PSF) on the work engagement(WE) of new hires as well as the mediating role of person-organization fit(POF) and person-job fit(PJF). Five hundred new hires were selected through cluster sampling, and asked to fill out questionnaires measuring PSF, POF, PJF, and WE. In total, 486 questionnaires were valid. The study found that PSF positively influenced new hires’ WE. This positive impact was fully realized through the two mediation paths of POF and PJF. Therefore, a two-mediation model was established. PSF was highly important to the WE of new hires, but this effect was fully realized through the indirect paths of POF and PJF.

scholarly journals Perceived overqualification and counterproductive work behavior: testing the mediating role of relative deprivation and the moderating role of ambition

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bert Schreurs ◽  
Melvyn R.W. Hamstra ◽  
I.M. Jawahar ◽  
Jos Akkermans
Keyword(s):  
Relative Deprivation ◽  
Counterproductive Work Behavior ◽  
Unintended Consequences ◽  
Work Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Perceived Overqualification ◽  
Indirect Relationship

PurposeThe purpose of this study was to test the mediating role of relative deprivation in the relationship between perceived overqualification and counterproductive work behavior. In addition to testing this mediation, the authors posited that ambition would interact with perceived overqualification to predict relative deprivation and, through it, counterproductive work behavior.Design/methodology/approachSurvey data collected from 181 employees were analyzed using the SPSS macro PROCESS to test the proposed moderated mediation model.FindingsResults indicated that perceived overqualification positively associated with perceptions of relative deprivation, which were, in turn, positively related to counterproductive work behavior. This indirect relationship gained in strength with increasing levels of ambition.Originality/valueBy modeling and measuring relative deprivation, this study offers a direct test of the often-invoked relative deprivation explanation of the implications of perceived overqualification for counterproductive work behavior. The study also shows how ambition can have unintended consequences.

scholarly journals The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan

2020 ◽  
Vol 12 (19) ◽  
pp. 8189
Author(s):  
Roselina Ahmad Saufi ◽  
Nur Naha Abu Mansor ◽  
Abdul Samad Kakar ◽  
Harcharanjit Singh
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Faculty Members ◽  
Future Research ◽  
Job Fit ◽  
Mediating Role

The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the context of different countries and organisational settings. The theoretical and practical implications, research limitations and directions for future research are provided.

Examining the Mediating Role of Person–Job Fit in the Relationship between Training and Performance: A Civil Servant Perspective

2017 ◽  
Vol 20 (2) ◽  
pp. 529-548 ◽  
Author(s):  
Zahid H. Bhat ◽  
Riyaz A. Rainayee
Keyword(s):  
Job Performance ◽  
Employee Training ◽  
Partial Least Square ◽  
Mediating Effect ◽  
Job Fit ◽  
Knowledge And Skills ◽  
Mediating Role ◽  
And Performance ◽  
The Relationship

In a dynamic environment, the nature of work tasks continues to change requiring employees to learn new knowledge and skills to perform their jobs effectively. Training is among the crucial strategies of an organization, which helps employees to acquire those necessary knowledge and skills to meet the challenges. The linkage between training and performance has been robustly studied in the literature suggesting that training is a major determinant of employees’ performance. Further, literature in the field of industrial/organizational psychology implies the effect of person–job fit on the relations between training and performance. The purpose of this study is to examine the degree of direct and indirect relationship between employee training (TR) and performance (PER), conceiving the mediating role of job fit (JF), as few studies have been reported in literature so far. The hypotheses were tested on a sample of 171 civil service officers by structural equation modelling technique using partial least square (PLS) approach to measure and test the proposed structural relationships. The results confirm that employee training and job fit are directly related with improvement in job performance. The results also demonstrate the significant mediating effect of job fit on employee performance. This article contributes to the existing body of literature by examining both the direct and indirect effect of employee training on job performance. Moreover, job fit is established to partially mediate the relationship between them. The findings of this study provide useful information for policymakers to improve employees’ job fit and their performance by means of employee training. The limitations to the study and directions for future research are discussed as well.

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