Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy and Culture

Wu, Chia‐Huei; Luksyte, Aleksandra; Parker, Sharon K.

doi:10.1007/s11205-014-0662-2

Cited by 110 publications

(99 citation statements)

References 76 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…A statistically non-significant association was found among work stressors and WFS; this is supported by extant literature (Hoffman et al, 2016;Khamisa et al, 2015;Hayes et al, 2015;Wu et al, 2015). From this finding, it implies that strengthening individual employee SOC is more needful than merely establishing the achievement of WFS, since SOC fully mediated work-stressor and satisfaction.…”

Section: Theoretical Implicationsmentioning

confidence: 54%

See 1 more Smart Citation

Work-Family Stressors and Work-Family Satisfaction: Effect of Sense of Coherence at a Metropolitan Municipality

Abe¹,

Abe²,

Fields³

et al. 2018

JEBS

View full text Add to dashboard Cite

This article contributes to emergent research by examining the linkage between work-family stressors and their effect on work-family satisfaction (WFS) at a metropolitan municipality in South Africa. Extant literature on stress has either not adequately examined the linkage between domain specific stressors and domain specific satisfaction or have suggested models with direct connections. The present study suggests a mediating model and assesses the mediation. Specifically, it claims that sense of coherence (SOC) plays a mediating part in the in the work and family stressors -WFS relationship. This mixed methods research applied a variance-based structural equation modelling (Partial Least Squares) to a sample of 307 professional level employees at a metropolitan municipality in South Africa. The finding supports the importance of SOC and its influence on WFS. Additionally, mediation hypotheses theorise how SOC plays a critical mediating influence in the work-family stressor-WFS relationship. Data analysis suggest that (a) work stressors and WFS interrelated in a manner that SOC fully mediated the effect of work stressors on WFS (b) SOC partially mediated the relationship between family stressors and WFS. The findings have both theoretical and practical implications.

show abstract

Section: Theoretical Implicationsmentioning

confidence: 54%

“…Liu et al (2005) report that felt autonomy associated positively with satisfaction (at personal and organisational levels). Other scholars found that absence of job autonomy associated negatively with satisfaction with work (Wu, Luksyte & Parker, 2015).…”

Section: Introductionmentioning

confidence: 95%

Work-Family Stressors and Work-Family Satisfaction: Effect of Sense of Coherence at a Metropolitan Municipality

Abe¹,

Abe²,

Fields³

et al. 2018

JEBS

View full text Add to dashboard Cite

show abstract

“…The awareness of overqualification by an individual, referred to as perceived overqualification, has been widely used as an indicator of underemployment in social science and psychological research (for a review, see Liu & Wang, 2012). This research has shown a negative relationship between perceived overqualification and work-related well-being (e.g., Maynard et al, 2006; Wu, Luksyte, & Parker, 2015). …”

Section: Introductionmentioning

confidence: 89%

“…Education, experience, knowledge and skills that exceed job requirements are associated with low levels of work-related well-being (Wu et al, 2015). This negative effect is often explained by person-job fit theory (Edwards, Caplan, & Harrison, 1998; Kristof-Brown, Zimmerman, & Johnson, 2005): a fit between the characteristics of a person and his or her job enhances well-being, whereas a misfit impairs it.…”

Section: Introductionmentioning

confidence: 99%

The effect of perceived overqualification on job satisfaction and career satisfaction among immigrants: Does host national identity matter?

Wassermann

Fujishiro

Hoppe

2017

International Journal of Intercultural Relations

View full text Add to dashboard Cite

Overqualification is a form of person-job misfit that is common among those who reside in a foreign country. It is associated with poor work-related well-being and can inhibit full adjustment to the host society. The goal of our study is to examine the impact of perceived overqualification on job satisfaction and career satisfaction among immigrants. Furthermore, we investigated immigrants’ host national identity as a moderator of the impact of perceived overqualification on job satisfaction and career satisfaction. We analysed longitudinal online survey data from 124 Italian and Spanish immigrants who migrated to Germany between 2000 and 2014. Regression analyses show that perceived overqualification is negatively associated with job satisfaction six months later. Furthermore, host national identity moderates the association between perceived overqualification and job satisfaction: low overqualification is beneficial for job satisfaction whereas high overqualification is a threat for job satisfaction, especially for immigrants who identify strongly with the host society. We do not find corresponding direct and moderating effects on career satisfaction. We conclude that indicators of acculturation, such as host national identity, are worth considering in order to understand the impact of person-job misfit on work-related well-being among immigrants.

show abstract

“…By establishing social acceptance as a relational mediator, we answer the call for exploring different mechanisms behind the overqualification-performance relationship and the call for examining the social implications of overqualification (Erdogan et al, 2011). Second, our research examines the role of an individual skill (i.e., interpersonal influence) in moderating the effects of overqualification, in contrast to the previous focus on contextual moderators such as empowerment (Erdogan & Bauer, 2009), job autonomy (Wu, Luksyte, & Parker, 2015), and peer overqualification (Hu et al, 2015). Our consideration of interpersonal influence adds to a comprehensive understanding of when perceived overqualification is beneficial or harmful for work performance, answering the call for "more research into the moderators in the overqualification-performance relationship" (Erdogan & Bauer, 2009, p. 563).…”

Section: Insert Figure 1 About Here ---------------------------------mentioning

confidence: 99%

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

Deng

Guan

et al. 2016

Journal of Management

Self Cite

107

147

View full text Add to dashboard Cite

Use policyThe full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details. ABSTRACTTheories 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, multi-source 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. Keywords: perceived overqualification, social acceptance, interpersonal influence, performance A RELATIONAL MODEL OF OVERQUALIFICATION 3 A RELATIONAL MODEL OF PERCEIVED OVERQUALIFICATION: THE MODERATING ROLE OF INTERPERSONAL INFLUENCE ON SOCIAL ACCEPTANCEOverqualification, or the situation where employees possess qualifications such as education, experiences, and/or skills exceeding their job requirements (Erdogan, Bauer, Peiró, & Truxillo, 2011), has become a prevalent phenomenon across different countries (Büchel & Mertens, 2004; Erdogan & Bauer, 2009;Sadava, O'Connor, & McCreary, 2000). Recently, considerable attention from organizational scholars has been devoted to studying employees who consider themselves overqualified (e.g., Feldman, Leana, & Bolino, 2002;Maynard, Joseph, & Maynard, 2006;Maynard & Parfyonova, 2013). For example, research has consistently found that employees who feel overqualified are more likely to develop negative organizational attitudes such as intention to quit and job dissatisfaction, experience poor well-being, and engage in counterproductive behaviors (Erdogan & Bauer, 2009;Johnson & Johnson, 1...

show abstract

Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy and Culture

Cited by 110 publications

References 76 publications

Work-Family Stressors and Work-Family Satisfaction: Effect of Sense of Coherence at a Metropolitan Municipality

Work-Family Stressors and Work-Family Satisfaction: Effect of Sense of Coherence at a Metropolitan Municipality

The effect of perceived overqualification on job satisfaction and career satisfaction among immigrants: Does host national identity matter?

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

Contact Info

Product

Resources

About