Perceived Overqualification: A Multi-Source Investigation of Psychological Predisposition and Contextual Triggers

Area of Science:

• Organizational Psychology
• Human Resource Management

Background:

• Employee perceived overqualification (POQ) is an emerging organizational construct.
• Understanding POQ's psychological underpinnings, predictors, and outcomes requires further investigation.

Purpose of the Study:

• To extend the theoretical understanding of employee POQ.
• To examine the determinants and outcomes of subjectively experienced POQ.

Main Methods:

• Survey research involving 415 employees and 208 supervisors.
• Online questionnaires assessed employee POQ, individual differences, and job attitudes.
• Supervisor surveys measured employee withdrawal behaviors.

Main Results:

• Work conditions (uniform requirements, repetitive tasks) strongly predicted POQ.
• Narcissism predicted higher POQ; general mental ability predicted POQ only when controlling for other variables.
• Higher POQ correlated with lower job satisfaction and organizational commitment, but not with withdrawal behaviors (truancy, absenteeism, turnover intentions).

Conclusions:

• Work environment and individual traits like narcissism are key predictors of perceived overqualification.
• Perceived overqualification negatively impacts job satisfaction and organizational commitment.
• Perceived overqualification does not appear to be a direct antecedent of employee withdrawal behaviors.