Perceived overqualification, relative deprivation, and person-centric outcomes: The moderating role of career centrality

Erdoğan, Berrin; Tomás, Inés; Valls, Víctor; Gracia, Francisco J.

doi:10.1016/j.jvb.2018.05.003

Cited by 112 publications

(171 citation statements)

References 51 publications

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“…All items were reverse‐scored so that high scores represent extensive career satisfaction. Discriminant validity between the scale and other measures (e.g., relative deprivation, career centrality, life satisfaction) had been reported (see Erdogan, Tomás, Valls, & Gracia, , for details). An acceptable Cronbach's α of .85 was obtained in the present sample, which is comparable to the .88 and .90 obtained by Greenhaus et al.…”

Section: Methodsmentioning

confidence: 99%

Role of Career Satisfaction in Basic Psychological Needs Satisfaction and Career Commitment of Nurses in Nigeria: A Self‐Determination Theory Perspective

Onyishi

Enwereuzor

Ogbonna

et al. 2019

J of Nursing Scholarship

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Purpose The purpose of this study was to test how basic psychological needs satisfaction contributes to career commitment through career satisfaction among nurses. Background There is an increasing rate of turnover among nurses and a general shortage of nurses in many countries. This has made it necessary for researchers to focus on the career satisfaction of nurses and their commitment to their careers. Design and Methods A cross‐sectional design was employed in a survey of 233 nurses in public hospitals in southeastern Nigeria. Participants responded to self‐report measures of career commitment, career satisfaction, and work‐related basic needs satisfaction. Findings In the regression‐based path analysis, basic psychological needs satisfaction was positively related to career satisfaction (p < .001) and career commitment (p < .001) of nurses. Career satisfaction was positively related to career commitment (p < .05). Career satisfaction mediated the relationship between basic psychological needs satisfaction and career commitment (95% confidence interval [.009, .068]). Conclusions The results show that basic psychological needs are relevant for employee commitment, giving support to the self‐determination theory. Career satisfaction provides further explanations for the relationship between psychological needs satisfaction and career commitment, although there could be reverse causal links. Clinical Relevance The results advance knowledge on how satisfaction of basic psychological needs can increase career satisfaction and foster more career commitment. Designing work environments that help employees to fulfil their basic psychological needs is important in the retention of nurses.

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Section: Methodsmentioning

confidence: 99%

Role of Career Satisfaction in Basic Psychological Needs Satisfaction and Career Commitment of Nurses in Nigeria: A Self‐Determination Theory Perspective

Onyishi

Enwereuzor

Ogbonna

et al. 2019

J of Nursing Scholarship

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“…As such, we focus on both person-job fit and person-group fit as specific indicators of overall person-environment fit. Scholars have contended that perceived overqualification should be related to relative deprivation because these workers perceive that they want, or are entitled to, a better job than they hold (e.g., Erdogan, Tomás, Valls, & Gracia, 2018). Simultaneously considering both theories allows us to shed light into which processesoutwardly-oriented misfit perceptions or inwardly-directed deprivationaccount for the effects of perceived overqualification on outcomes.…”

Section: Perceived Overqualification and Collectivism Orientation: Immentioning

confidence: 99%

Perceived Overqualification and Collectivism Orientation: Implications for Work and Nonwork Outcomes

Luksyte

Bauer

Debus

et al. 2020

Journal of Management

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In this research, we simultaneously examined the relative applicability of person-environment fit and relative deprivation theories in explaining the interactive effects of perceived overqualification and collectivism cultural orientations on positive outcomes. We hypothesized that the negative (positive) influence of perceived overqualification on person-environment fit (relative deprivation) will be weaker among employees with high collectivism cultural orientation. We also examined which of these two different mechanisms would explain the hypothesized interactive effects in predicting these workers’ citizenship behavior, personal initiative, work engagement, and life satisfaction. We tested our hypotheses in two studies. In Study 1, we recruited professional staff (n = 852) and their coworkers (n = 301) from 95 universities and tested our hypotheses in a matched sample of 190 employees and their peers. The moderated mediation results supported the idea of person-environment fit (but not relative deprivation) as the mechanism explaining why collectivism orientations assuaged the negative effects of perceived overqualification on these outcomes. We constructively replicated these results in Study 2, which was a time-lagged design with full-time employees (n = 224). Study 2’s results further supported the robustness of our model by testing alternative moderators, mediators, and outcomes.

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“…Perceived overqualification is regarded as a type of person-job misfit (Erdogan, Karaeminogullari, Bauer, & Ellis, 2020). Employees who feel overqualified for their jobs experience a sense of injustice termed relative deprivation (Erdogan et al, 2018). Relative deprivation theory (Crosby, 1984) predicts that when individuals believe they are entitled to an outcome, they regard the outcome as desirable, but when they do not have it, they experience a sense of deprivation.…”

Section: Perceived Overqualification and Employee Career Outcomesmentioning

confidence: 99%

“…Second, we extend the overqualification literature by considering promotability ratings as an outcome of perceived overqualification. Previous research examined career satisfaction (Erdogan, Tomás, Valls, & Gracia, 2018) and turnover (Maynard & Parfyonova, 2013) as outcomes, but the degree to which overqualification could be related to promotability ratings has not yet been examined. Promotability ratings are important predictors of upward mobility and a precursor to receiving career‐related support (De Pater, Van Vianen, Bechtoldt, & Klehe, 2009).…”

Section: Introductionmentioning

confidence: 99%

Employee overqualification and manager job insecurity: Implications for employee career outcomes

Erdoğan

Karakitapoğlu‐Aygün

Caughlin

et al. 2020

Human Resource Management

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In this study, we propose that manager job insecurity will moderate the nature of the relationship between perceived overqualification and employee career-related outcomes (career satisfaction, promotability ratings, and voluntary turnover). We tested our hypotheses using a sample of 124 employees and 54 managers working in a large holding company in Ankara, Turkey, collected across five time periods. The results suggested that average perceived overqualification was more strongly, and negatively, related to career satisfaction of employees when managers reported higher job insecurity. Furthermore, employee perceived overqualification was positively related to voluntary turnover when manager job insecurity was high. No direct or moderated effects were found for promotability ratings. Implications for overqualification and job insecurity literatures were discussed.

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Perceived overqualification, relative deprivation, and person-centric outcomes: The moderating role of career centrality

Cited by 112 publications

References 51 publications

Role of Career Satisfaction in Basic Psychological Needs Satisfaction and Career Commitment of Nurses in Nigeria: A Self‐Determination Theory Perspective

Role of Career Satisfaction in Basic Psychological Needs Satisfaction and Career Commitment of Nurses in Nigeria: A Self‐Determination Theory Perspective

Perceived Overqualification and Collectivism Orientation: Implications for Work and Nonwork Outcomes

Employee overqualification and manager job insecurity: Implications for employee career outcomes

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