The Power of Doing: How Job Crafting Transmits the Beneficial Impact of Autonomy Among Overqualified Employees

Debus, Maike E.; Gross, Corina Salis; Kleinmann, Martin

doi:10.1007/s10869-019-09625-y

Cited by 66 publications

(73 citation statements)

References 73 publications

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“…However, research has also indicated that this negative relationship could be mitigated. Several studies have shown the negative effect of overqualification on well-being could be nonsignificant or reversed under certain circumstances, such as with a high level of job autonomy (Debus et al, 2020;Wu et al, 2015) or empowerment (Erdogan & Bauer, 2009). In contrast to prior studies focusing on contextual factors that alleviated the negative effect of perceived overqualification, this study provides insights for the overqualification literature by showing that overqualified employees could reverse the negative effect of overqualification on well-being by engaging in both JC-strengths and JC-interests.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects

et al. 2021

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In response to the call to investigate the positive side of overqualification, we drew on the job crafting perspective to theorize that overqualified employees can proactively regulate the discrepancies between their actual and ideal jobs via two different job crafting strategies: job crafting towards strengths (JC-strengths) and job crafting towards interests (JC-interests). We expected distinct positive outcomes for JCstrengths and JC-interests. Specifically, JC-strengths benefits both overqualified employees and the organization, whereas JC-interests only benefits the individual employees. We further proposed that the relationship between perceived overqualification and JC-strengths will be stronger when employees' organizational identification is higher, whereas the relationship between perceived overqualification and JC-interests will be stronger when their identification with the organization is lower.As expected, with the use of two-wave and dual-source data from 653 employees, we found that perceived overqualification was positively related to both JC-strengths and JC-interests; JC-strengths was positively related to both vitality and supervisorrated task performance, whereas JC-interests was only positively related to vitality.We also found that the relationship between perceived overqualification and JC-strengths was moderated by organizational identification as hypothesized.

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Section: Theoretical Implicationsmentioning

confidence: 99%

Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects

et al. 2021

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“…The present study focuses on the relationship between job autonomy and career commitment by including job crafting as mediator and sense of calling as moderator. Prior research demonstrates that job autonomy may lead to more commitment, personal growth and development, higher job satisfaction, and well-being (Debus et al, 2019;Morgeson & Humphrey, 2006). Job autonomy provided by organizations allows employees to flexibly arrange their schedules and methods to complete their jobs.…”

Section: Practical Implicationsmentioning

confidence: 99%

“…Receiving discretion and freedom in daily activities decreases the constraint and excessive control and engender feelings of choice over an individual's job (Hackman & Oldham, 1976). According to SDT, working contexts meeting an individual's need for autonomy may be positively associated with work motivation and commitment to continue in their profession or vocation (Debus et al, 2019;Dubbelt et al, 2019;Grant & Parker, 2009;Morgeson & Humphrey, 2006). Under these circumstances, intentions to pursue and maintain a career in the organization may be strengthened.…”

Section: Job Autonomy and Career Commitmentmentioning

confidence: 99%

Job Autonomy and Career Commitment: A Moderated Mediation Model of Job Crafting and Sense of Calling

Chang

Rui

2021

Sage Open

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This study aims to examine the mediating effect of job crafting on the relationship between job autonomy and career commitment, as well as the moderating effect sense of calling has on job crafting and career commitment. The data for this three-wave study were collected from 350 R&D engineers at 25 high-tech companies in Guangdong Province, China. The PROCESS macro for SPSS was used to analyze the proposed hypotheses. The results revealed that (a) job crafting mediates the positive relationship between job autonomy and career commitment and (b) sense of calling moderates the indirect effect of job autonomy and career commitment through job crafting, such that the indirect effect is stronger in people with higher sense of calling than those with lower sense of calling. Theoretical and practical implications of the findings are discussed.

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“…Dissatisfaction mainly occurs in career aspects because it relates to the achievements and future development of these employees (Erdogan, Tomás, Valls, & Gracia, 2018; Kawai & Mohr, 2017). This is because there are unmet needs that are expected to be generated from the excess ability possessed by employees (Debus, Gross, & Kleinmann, 2019) coupled with the lack of support for employees to work at levels that are in accordance with their abilities (Hosoda, 2016). In line with this, it is also known that job satisfaction is a mediator between perceived overqualification and turnover intention (Harari et al, 2017).…”

Section: Leader-member Exchange Perceived Overqualification Job Satmentioning

confidence: 99%

Military perceived overqualification in a civil organization

Saragih¹,

Supriyati²,

Nikensari³

et al. 2020

Technium

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The Indonesian military is currently faced with a situation in the colonel's career bottleneck so that there is the potential for overqualification of military employees working in government institutions. This symptom can lead to the situation of early retirement for military employees in civilian settings. As many as 157 colonels and lieutenant colonels working at the Ministry of Defense of the Republic of Indonesia were involved in a study to find out how the perceived overqualification and leader-member exchange was independently related to job satisfaction and the early retirement intention. The results show that leader-member exchange has a positive effect on job satisfaction but has positive effect on early retirement intention. Meanwhile, the perceived overqualification affects only employee job satisfaction, not on early retirement intention. Job satisfaction influences early retirement intention. Even so, leader-member exchange does have a negative effect on perceived overqualification. Policies aimed at improving the quality of subordinate superiors' relationships are needed to prevent early retirement intentions of employees who experience overqualification.

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The Power of Doing: How Job Crafting Transmits the Beneficial Impact of Autonomy Among Overqualified Employees

Cited by 66 publications

References 73 publications

Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects

Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects

Job Autonomy and Career Commitment: A Moderated Mediation Model of Job Crafting and Sense of Calling

Military perceived overqualification in a civil organization

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