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.
Aversive leadership has picked up a lot of consideration as a result of its effect on a few activity results. The motivation behind the momentum inquire about work is coordinated to explore the association of aversive leadership (AVL) with job outcomes (Aggressive voice and organizational deviance), directing psychological hardiness (PH). Work Alienation (WA) was utilized as a mediating variable. Banks from Private sector situated at Peshawar District were chosen to get data. The sample size was 3oo employees from these banks. Random sampling technique was utilized through proportional distribution method and information was gathered through structured questionnaires. The aftereffects of this exploration work examined that AVL has a noteworthy impact on AV and OD. Moreover, WA completely interceded between AVL and an AV and halfway intervened between aversive leadership and organizational deviance. Managers and supervisors should maintain a strategic distance from AVL and attempt to propel and enable their subordinates or supporters to accomplish organizational expressed goals successfully.
Affective Commitment (AC) is a key determinant of positive organizational outcomes. However, certain climatic factors like lack of leader openness to voice (LLV), lack of open communication opportunity (LOC), defensive norms of organizational culture (DNO) and defensive silence (DS) may lead to low level (AC). A mixed method, sequential explanatory design based on quantitative phase followed by qualitative phase is used. The quantitative phase used the probability sampling, questionnaire, structural equation modelling, whereas the qualitative phase used a semi-structured interview, thematic coding and causal networking for sampling, data collection and interpretation respectively. All hypotheses were supported by evidence and explanation was provided for why such relationships exist in the banking context of Pakistan. The implications, future guidelines and study limitations are also discussed.
The present research relates English language teaching (ELT) effects on learning contents at the BS level in our province. It shows that the contents in syllabus teaching affect communicative ability of the students. It also explains the teachers’ effective delivery of the required knowledge to the learners. The survey method was adopted for this study. Agriculture University Peshawar, students were the population of the research. Data is collected through questionnaire.
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