Too good for your job? Disentangling the relationships between objective overqualification, perceived overqualification, and job dissatisfaction

Arvan, Maryana L.; Pindek, Shani; Andel, Stephanie A.; Spector, Paul E.

doi:10.1016/j.jvb.2019.103323

Cited by 56 publications

(58 citation statements)

References 42 publications

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Section: Perceived Overqualification and Workers' Burnoutmentioning

confidence: 99%

“…overqualification into objective versus subjective measures (Arvan et al, 2019). Objective measurement has been typically in studies of over education and compares levels of ability and preparation to the demands of the job (Arvan et al, 2019). In contrast, subjective overqualification or perceived overqualification captures employees' perceptions that they possess surplus qualifications relative to the requirements of their job, i.e., it is the individuals' subjective experience of being overqualified for the present job (Erdogan et al, 2011;Lee et al, 2020).…”

Section: Perceived Overqualification and Workers' Burnoutmentioning

confidence: 99%

“…Overqualification is a dimension of underemployment and occurs when workers have surplus education, experience and/or knowledge, skills, abilities and capabilities, relative to the requirements of their job (Maynard et al, 2006(Maynard et al, , 2009. It has been operationalized in many different ways; however, we can group the measures developed to access overqualification into objective versus subjective measures (Arvan et al, 2019). Objective measurement has been typically in studies of over education and compares levels of ability and preparation to the demands of the job (Arvan et al, 2019).…”

Section: Perceived Overqualification and Workers' Burnoutmentioning

confidence: 99%

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Perceived overqualification and contact center workers’ burnout: are motivations mediators?

Chambel

Carvalho

Lopes

et al. 2021

IJOA

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Purpose The purpose of this paper is to test the direct effect of the perceived overqualification on the burnout syndrome and the indirect effect through the workers’ autonomous and controlled motivation. Design/methodology/approach The hypotheses were tested with a sample of 3,256 contact center operators from one Portuguese company and data were analyzed using the software package Mplus to conduct structural equation models. Findings The results revealed that workers’ perceived overqualification is positively related to burnout and that both autonomous and controlled motivation partially mediates this relationship. Research limitations/implications The cross-sectional design should be regarded as a limitation. Moreover, each variable was only assessed with self-reported measures, the sample comprised call center employees from only one company and one country (Portugal), and the workers were all employed in commercial services of telecommunications, energy, banking or insurance companies, which may constrain the generalization of these results. Practical implications Workers’ perceived overqualification should be avoided to prevent their burnout. Furthermore, an increase in workers’ skills and competencies, enhanced decision latitude, and the task variety and quality should be crucial for employees to develop more autonomous motivation to work in a contact center and the promotion of their well-being at work. More precisely, as overqualification concerns the employees’ perceptions of surplus education, experience and knowledge, from a practical perspective, enhancing the decision latitude, task variety and quality of these individuals’ work may contribute to decreasing individuals’ perception of overqualification and, therefore, contribute to increasing workers’ autonomous motivations and well-being. Originality/value This study provides evidence concerning the mediating role of both workers’ autonomous and controlled motivation to explain the relationship between perceived overqualification and burnout.

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Section: Perceived Overqualification and Workers' Burnoutmentioning

confidence: 99%

Section: Perceived Overqualification and Workers' Burnoutmentioning

confidence: 99%

Section: Perceived Overqualification and Workers' Burnoutmentioning

confidence: 99%

See 1 more Smart Citation

Perceived overqualification and contact center workers’ burnout: are motivations mediators?

Chambel

Carvalho

Lopes

et al. 2021

IJOA

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“…In a highly publicized court case, for example, a Connecticut police department was sued for rejecting an applicant for a job because he had scored too high on a cognitive ability test (New York Times, 1999). Subsequent research has failed to support the idea that having too much cognitive ability leads to greater voluntary turnover (Maltarich et al, 2010) and has found that objective overqualification has little impact on job satisfaction (Arvan et al, 2019) and can even lead to better performance (Hu et al, 2015).…”

Section: Potential Impact Of Popular Beliefs About Cognitive Abilitymentioning

confidence: 99%

Can You Ever Be Too Smart for Your Own Good? Comparing Linear and Nonlinear Effects of Cognitive Ability on Life Outcomes

Brown¹,

Wai²,

Chabris³

2020

Preprint

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Despite a longstanding expert consensus about the importance of cognitive ability for life outcomes, contrary views continue to proliferate in scholarly and popular literature. This divergence of beliefs presents an obstacle for evidence-based policy and decision-making in a variety of settings. One commonly held idea is that greater cognitive ability does not matter or is actually harmful beyond a certain point (sometimes stated as greater than 100 or 120 IQ points). We empirically test these notions using data from four longitudinal, representative cohort studies comprising a total of 48,558 participants in the U.S. and U.K. from 1957 to the present. We find that ability measured in youth has a positive association with most occupational, educational, health, and social outcomes later in life. Most effects were characterized by a moderate-to-strong linear trend or a practically null effect (mean R^2 = .002 to .256). Nearly all nonlinear effects were practically insignificant in magnitude (mean incremental R^2 = .001) or did not replicate across cohorts or survey waves. We found no support for any downside to higher ability and no evidence for a threshold beyond which greater scores cease to be beneficial. Thus, greater cognitive ability is generally advantageous—and virtually never detrimental.

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“… Bandalos (2002) argued that the inclusion of all measurement items as observed indicators in the original model will result in parameter estimation bias, as the recommended parameters to sample size ratio will be exceeded. As the perceived overqualification scale has been used as a unidimensional scale in the literature, we followed the recommendations of Arvan et al (2019) and created 3-item parcels for each dimension of the scale: overeducation, excess knowledge, skills, and over experience. The score for each parcel was calculated by taking the average score of the three items assigned to it.…”

Section: Resultsmentioning

confidence: 99%

Transformational Leadership and Perceived Overqualification: A Career Development Perspective

Zhang¹,

Wang

Weng

et al. 2021

Front. Psychol.

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Drawing on social information processing theory and a career development perspective, we examined the effect of transformational leadership on the perceived overqualification via career growth opportunities, and how the supervisor–subordinate guanxi moderates the relationship between transformational leadership and perceived overqualification. We tested this proposal using three waves of lagged data collected from 351 company employees in the Yangtze River Delta region in China. The results revealed that transformational leadership had an indirect effect on perceived overqualification through career growth opportunities, and supervisor–subordinate guanxi moderated the positive association between transformational leadership and career growth opportunities. In addition, the mediating effect of transformational leadership on perceived overqualification through career growth opportunities was stronger when the level of supervisor–subordinate guanxi was high and weaker when it was low. The findings have theoretical and practical implications for reducing employees’ perceptions of overqualification in the organizational context.

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Too good for your job? Disentangling the relationships between objective overqualification, perceived overqualification, and job dissatisfaction

Cited by 56 publications

References 42 publications

Perceived overqualification and contact center workers’ burnout: are motivations mediators?

Perceived overqualification and contact center workers’ burnout: are motivations mediators?

Can You Ever Be Too Smart for Your Own Good? Comparing Linear and Nonlinear Effects of Cognitive Ability on Life Outcomes

Transformational Leadership and Perceived Overqualification: A Career Development Perspective

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