Perceived overqualification: An exploration of outcomes

Abstract

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,

Narcissism and Counterproductive Work Behavior (CWB): Meta‐Analysis and Consideration of Collectivist Culture, Big Five Personality, and Narcissism's Facet Structure

“…If sufficient information was not available in a primary article, then we contacted the study's authors to obtain the necessary information (e.g. Lobene, ).…”

The Relationship between Perceived Overqualification and Counterproductive Work Behaviors: Moderating Role of Perceived Distributive Justice

“…In a way confirming these theoretical explanations, empirical studies prove that there are many negative individual and organizational reflections of perceived overqualification (Maynard et al, 2006: 510;Erdoğan & Bauer, 2009;Lobene & Meade, 2010;Erdogan et al, 2011;Maynard & Parfyonova, 2013;Liu et al, 2015;Lobene, Meade, & Pond, 2015). One of these reflections is counterproductive work behaviors.…”

“…When the literature is reviewed, a great number of studies dealing with the outcomes of perceived overqualification (Lobene & Meade, 2010;Lobene & Meade, 2013;Zhang, Law, & Lin, 2016) and the effect of various mediation and/or moderating variable(s) between overqualification and its consequences exist (Luksyte et al, 2011;Ye, Li, & Tan, 2017;Erdogan & Bauer, 2009;Liu et al, 2015). However, it requires new studies owing to several reasons; first because of its gradual rise in developed and developing economies (Liu et al, 2015: 250), second the increase in education level, the global job mobility, economic crises and other factors (Alfes et al, 2016: 84), third because of its considerable negative individual and organizational reflections (Erdogan & Bauer, 2009: 557;Liu et al, 2015: 250).…”

“…They should  Consider job-qualification fit in employee selection, training and career planning processes. It should be remembered that maximium job-qualification fit leads to better performance though poor fit results in lower performance (Lobene & Meade, 2010).…”

Combating Burnout by Increasing Job Relational Characteristics

“…To avoid alternative explanations, specific variables that could have affected the results but were not included in the hypotheses were controlled via statistical analysis. Some studies (Johnson & Johnson, 2000; Lobene & Meade, 2010) have shown that overqualified workers exhibit low levels of occupational well-being (e.g., motivation and satisfaction) because they do not feel that they have opportunities to apply all of their knowledge and skills in their work, and their occupational expectations are not met. Therefore, we decided to control the variable “qualification” (ranging from a value of 1, which corresponded to an education level below Grade 9, to a value of 8, which corresponded to an education level above a BA degree).…”