The role of overqualification, decision, and mindfulness on knowledge outcomes

Abstract

This study theorizes that perceived over-qualification (POQ) may impact non-knowledge sharing outcomes such as knowledge hoarding and hiding. We cast participation in decision-making (PDM) and mindfulness on these links by exploring the 3-way interaction effects of POQ, PDM, and mindfulness on nurses’ knowledge hoarding and hiding. The research hypotheses were tested using data from a field sample of 379 nurses in Jordan, who responded to an online survey. Results indicate that nurses with high POQ are more likely to exhibit (a) knowledge hoarding and (b) knowledge hiding. Consequently, nurses with high POQ are less likely to exhibit (c) knowledge hoarding when PDM and mindfulness perceptions are high, but not when PDM and mindfulness perceptions are low, and (d) knowledge hiding when PDM and mindfulness perceptions are high, but not when PDM and mindfulness perceptions are low. Implications for the literature and practice are offered.

Impact of perceived overqualification on knowledge hiding and service delivery performance: The moderating role of occupational instrumentality

“…First, by highlighting one of the underlying mechanisms by which POQ operationalizes to produce poor service, this study provides theoretical and empirical adds to the body of work on POQ and unwanted work outcomes. Relatedly, the present study also advances the literature on the POQ and knowledge hiding (Almagharbeh & Ilkhanizadeh, 2022; Wu et al, 2023), by explicitly highlighting the contextual role of occupational instrumentality. Although past studies have suggested factors such as meaningfulness and greater autonomy (Almagharbeh & Ilkhanizadeh, 2022), we provide new insights into the question of how the adverse effects of POQ can be diffused by organizational designed factors (e.g., occupational instrumentality).…”

“…There is a definite distinction between objective overqualification and POQ, even though they are connected and not the same in how they are perceived and used. Objective overqualification refers to the actual gap between the requirements of the job and the qualifications of the workers, while POQ is based on workers' perception that they have more qualifications and credentials than what is necessary for the job (Almagharbeh & Ilkhanizadeh, 2022; Maynard & Parfyonova, 2013). Several studies have shown a negative relationship between POQ and work‐related outcomes (Liu et al, 2015; Wu et al, 2023; Ye et al, 2017).…”

“…Recall that POQ can result in negative work outcomes (Erdogan et al, 2020; Johnson & Johnson, 2000). For instance, POQ results in unwillingness to share knowledge with peers (Almagharbeh & Ilkhanizadeh, 2022); but this occurs due to multiple reasons, including employee's inability to utilize their KSAs on the job, a lack of equity and a sense of deprivation (Li et al, 2022). This sense of deprivation will cause dissatisfaction among employees, potentially resulting in them exhibiting both overt and covert aggressive actions as a way of expressing their frustration (Shafique et al, 2023; Wu et al, 2023).…”

“…The second line of thought is that POQ makes employees feel that their input (e.g., efforts) outweighs the output (e.g., rewards), because peers with inferior KSAs have similar benefits and positions. Individuals therefore embark to restore equity and justice (Huseman et al, 1987): one way to do so is to not allow their peers to benefit from their knowledge (Almagharbeh & Ilkhanizadeh, 2022; Khan, Saeed, Fayaz, et al, 2023). Hiding knowledge among peers in the workplace can reduce extra‐role service performance (Ul Ain et al, 2022).…”