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High-level talents' perceive overqualification and withdrawal behavior: A power perspective based on survival needs
Caiyun Huang1,2, Siyu Tian3, Rui Wang1,2
1College of International Economics and Trade, Ningbo University of Finance and Economics, Ningbo, China.
Frontiers in Psychology
|November 21, 2022
Summary
High-level talents experiencing perceived overqualification (POQ) are more likely to exhibit withdrawal behaviors. A low sense of power mediates this relationship, influenced by protected values and trust.
Area of Science:
- Organizational Psychology
- Human Resource Management
Background:
- Perceived overqualification (POQ) is a state where employees feel their skills exceed job requirements.
- Understanding the impact of POQ on employee behavior is crucial for talent management.
- Power dynamics and individual values can influence workplace outcomes.
Purpose of the Study:
- To investigate the relationship between perceived overqualification (POQ) and withdrawal behavior in high-level talents.
- To examine the mediating role of sense of power in the POQ-withdrawal behavior link.
- To analyze the moderating effects of protected values and being trusted on these relationships.
Main Methods:
- A three-phase, 3-month longitudinal study was conducted with 371 high-level talents across various sectors in China.
- Data were collected via questionnaires assessing perceived overqualification, sense of power, withdrawal behavior, protected values, and trust.
- Hierarchical regression analyses and bootstrapping were employed to test the hypotheses.
Main Results:
- Perceived overqualification (POQ) positively correlates with withdrawal behavior.
- Sense of power mediates the POQ-withdrawal behavior relationship; higher POQ leads to lower perceived power, increasing withdrawal.
- Protected values and being trusted moderate the relationship between POQ and sense of power, and sense of power and withdrawal behavior, respectively.
Conclusions:
- Perceived overqualification significantly drives withdrawal behavior among high-level talents, mediated by a diminished sense of power.
- Organizational support, such as fostering protected values and trust, can mitigate the negative effects of perceived overqualification.
- These findings offer insights into managing talent and reducing turnover in organizations.
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