No abstract

While perceived overqualification (POQ) has received increased research attention in recent years, the identification of variables that moderate POQ-outcome relationships is critical to our understanding of how the construct affects career outcomes. This study, involving 170 full-time primary and secondary school educators in a suburban mid-Atlantic school system, found that POQ is negatively related to job satisfaction and affective commitment while positively related to turnover intentions and desire to turnover. While POQ was not significantly related to performance or continuance organizational commitment, the relationships between POQ and both performance and continuance organizational commitment were significantly moderated by the experience of career calling orientation. Generally, the relationship between POQ and performance was stronger, and the relationship between POQ and continuance organizational commitment was weaker, for those with high calling. Additionally, the effects of career calling were considerably stronger than those of POQ for all criteria. The implications surrounding these results, and opportunities for future investigation, are discussed.

Although employee (subjective) perceived overqualification (POQ) has recently been explored as a meaningful organizational construct, further work is needed to fully understand it. We extend the theoretical psychological underpinnings of employee POQ and examine both its determinants and outcomes based on established and newly proposed theoretical developments. Four-hundred and fifteen employees completed an online questionnaire and 208 of their supervisors completed corresponding surveys about the employees' withdrawal behaviors and job-related attitudes, in order to explore potential predictors and outcomes of subjectively experienced POQ. Among the predictors, work conditions (uniform requirements and repetitive tasks) were most strongly associated with POQ. In terms of individual differences, narcissism predicted higher POQ while general mental ability only did when holding other variables constant. In addition, among the outcomes, higher POQ was related to lower job satisfaction and organizational commitment, but was not related to withdrawal behaviors such as truancy, absenteeism, and turnover intentions.

The purpose of this study is to investigate the relationship between perceived overqualification (POQ) and relevant work behaviors and perceptions. Results indicate that POQ is related to lower job satisfaction and organizational commitment, and higher turnover intentions. Further research is needed to address POQ's relationship to absenteeism and truancy. Attracting, selecting, and hiring the best people is of utmost importance to organizations. Personnel create the work environment (Schneider, 1987) and selecting high performing employees offers companies a competitive edge (Salgado, Viswesvaran, & Ones, 2001). Additionally, numerous negative outcomes are associated with hiring illsuited employees, such as decreases in productivity,

Digital games have been found to yield effective and engaging learning experiences across a broad range of subjects. Much of this research has been conducted in laboratory and K-12 classrooms. Recent advances in game technologies are expanding the range of educational contexts where game-based learning environments can be deployed, including informal settings such as museums and science centers. In this article, the authors describe the design, development, and formative evaluation of Future Worlds, a prototype game-based exhibit for collaborative explorations of sustainability in science museums. They report findings from a museum pilot study that investigated the influence of visitors' individual differences on learning and engagement. Results indicate that visitors showed significant gains in sustainability knowledge as well as high levels of engagement in a free-choice learning environment with Future Worlds. These findings point toward the importance of designing game-based learning exhibits that address the distinctive design challenges presented by museum settings.