Bored, angry, and overqualified? The high- and low-intensity pathways linking perceived overqualification to behavioural outcomes

Andel, Stephanie A.; Pindek, Shani; Arvan, Maryana L.

doi:10.1080/1359432x.2021.1919624

Cited by 34 publications

(38 citation statements)

References 73 publications

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“…The three basic features of cyberloafing are common and risky to organisation operation. First, earlier data indicates that more than 80% of employees send unrelated emails or navigate the internet for fun during working hours (Bodhi et al , 2022; Andel et al , 2021). This indicates that workplace cyberloafing is widespread.…”

Section: Hypothesis Development and Theory Formationmentioning

confidence: 99%

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Perceived overqualification? Examining its nexus with cyberloafing and knowledge hiding behaviour: harmonious passion as a moderator

Khan

Saeed

Fayaz

et al. 2022

JKM

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Purpose This study aims to assess the nexus between perceived overqualification (POQ), anger, knowledge hiding, cyberloafing and harmonious passion (HP). Design/methodology/approach The authors obtained 264 responses from two public traded firms in Pakistan using a supervisor-subordinated nested design and a multi-time data collecting strategy using convenience sampling. Findings The study results indicate that POQ positively affects knowledge hiding and cyberloafing. The authors also found anger as a potential mediator in the direct association between POQ and cyberloafing. In addition, the findings suggest that the association between POQ, knowledge hiding and cyberloafing will be weak when individuals exhibit HP towards their job roles. The results of this research, when considered as a whole, provided support for all of the hypothesised direct and indirect linkages, which has important ramifications for both theory and practise. Research limitations/implications This study has both theoretical and practical implications. Grounded on equity theory and relative deprivation theory, this paper asserts that HP should be used to decrease POQ affect. According to the authors, pro-environment employee actions may help build a pro-environment workplace culture as well as a pro-environment sense of responsibility, both of which can help to achieve significant pro-environment results. Originality/value This study builds on and fills in the gaps left by earlier research to better aid organisational researchers, practitioners and stakeholders in understanding how POQ, rage, information concealing, cyberloafing and harmonic passion interact with one another.

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Section: Hypothesis Development and Theory Formationmentioning

confidence: 99%

“…Furthermore, employees’ personal internet activity may endanger companies (e.g. acquiring a virus by mistake) (Andel et al , 2021). Consequently, cyberloafing undoubtedly has a negative impact on employee work performance and organisational objectives (Varghese and Barber, 2017).…”

Section: Hypothesis Development and Theory Formationmentioning

confidence: 99%

Perceived overqualification? Examining its nexus with cyberloafing and knowledge hiding behaviour: harmonious passion as a moderator

Khan

Saeed

Fayaz

et al. 2022

JKM

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“…In other words, it adds to our understanding of how this connection is made and furthers prior studies that have identified factors such as exhaustion, anger, and breakdown in the psychological contract due to overqualification (Khan et al, 2022b). According to (Andel et al, 2022), boredom at work leads to resentment, which causes individuals to lash out in retaliation toward the thing or person they feel is the cause of their withdrawal behavior (Howard et al, 2022). Overqualification-induced job boredom has been linked to the CWBs in our research.…”

Section: Contributions To Theory and Researchmentioning

confidence: 54%

“…Repetitive tasks and monotony factors may predict boredom in the workplace. Workers who aren't engaged in meaningful or fulfilling activities might also get uninterested in their jobs (Andel et al, 2022). The absence of stimulation from the outside world, the lack of learning opportunities, person-job misfit, the lack of job variety, and the lack of work overload have all contributed to job boredom.…”

Section: Perceived Overqualification and Job Boredommentioning

confidence: 99%

“…When employee's qualification and interest for a specific role does not match or underutilized creates work frustration and unpleasant situation. When employee's needs are not fulfilled, they exhibit negative emotional reaction (Andel et al, 2022). Intention to avoid such unpleasant situation, overqualified employee's response in the shape of anger, frustration toward unpleasant situation.…”

Section: Perceived Overqualification and Counterproductive Work Behav...mentioning

confidence: 99%

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Person–Job Misfit: Perceived Overqualification and Counterproductive Work Behavior

et al. 2022

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Grounding on person–job fit theory, we examined perceived overqualification relation with counterproductive work behavior (CWB) by identifying job boredom as a mediator and job crafting as a moderator. Hierarchical linear regression and Hayes’ PROCESS macro-method were used to assess hypotheses in a three-wave survey of 317 textile sector employees. The findings show that perceived overqualification is positively related with CWBs. This study further examined the mediating function of job boredom and the moderating impact of job crafting in the association between perceived overqualification and CWB. The findings suggest that job crafting moderates the positive relation between perceived overqualification and job boredom and the indirect connection between perceived overqualification and CWB via job boredom. The model was tested using 3-wave data; however, since the data were attained from a single source, questions of common method bias cannot be ruled out. Managers should look for changes in employee attitudes and promptly modify employees’ positions when they indicate that they have more experience, abilities, and talents required for their roles in their organizations.

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Too smart to work hard? Investigating why overqualified employees engage in time theft behaviors

Zhao

2023

Human Resource Management

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Integrating the theory of workplace deviance with person–environment fit theory, we propose a two‐pathway model to explain why and how employees who feel overqualified engage in time theft behavior. Specifically, we anticipate that feeling overqualified will negatively influence focal employees' experienced authority fairness and erode their work meaningfulness, which in turn will lead to increased time theft behavior. Further, we argue that voice endorsement serves as a key boundary condition mitigating the negative effects of perceived overqualification. We conducted two multi‐waved and multi‐sourced field studies to test our proposed hypotheses. Study 1 (247 employees and 47 supervisors) revealed that perceived overqualification is associated with time theft behavior through the mediators of experienced authority fairness and meaningfulness. Study 2 (405 employees and 73 supervisors) replicated the findings of Study 1 and tested our full model. We discuss the theoretical and practical implications of our findings.

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Bored, angry, and overqualified? The high- and low-intensity pathways linking perceived overqualification to behavioural outcomes

Cited by 34 publications

References 73 publications

Perceived overqualification? Examining its nexus with cyberloafing and knowledge hiding behaviour: harmonious passion as a moderator

Perceived overqualification? Examining its nexus with cyberloafing and knowledge hiding behaviour: harmonious passion as a moderator

Person–Job Misfit: Perceived Overqualification and Counterproductive Work Behavior

Too smart to work hard? Investigating why overqualified employees engage in time theft behaviors

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