scholarly journals Perceived Overqualification, Felt Organizational Obligation, and Extra‐Role Behavior during the COVID‐19 crisis: The Moderating Role of Self‐Sacrificial Leadership

2022 ◽  
Author(s):  
Chia‐Huei Wu ◽  
Hannah Weisman ◽  
Li‐Kuo Sung ◽  
Berrin Erdogan ◽  
Talya N. Bauer
Keyword(s):  
Role Behavior ◽  
Perceived Overqualification ◽  
Moderating Role

To share or not to share? A moderated mediation model of the relationship between perceived overqualification and knowledge sharing

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lijing Zhao ◽  
Shuming Zhao ◽  
Hao Zeng ◽  
Jingyi Bai
Keyword(s):  
Knowledge Sharing ◽  
Field Study ◽  
Identity Theory ◽  
Moderated Mediation ◽  
Experiment Study ◽  
Content Type ◽  
Mediating Role ◽  
Perceived Overqualification ◽  
Moderating Role

PurposeDrawing on identity theory and the symbolic interactionism perspective of identity theory, this study aims to construct a moderated mediation framework to test the effects of perceived overqualification (POQ) on knowledge sharing (KS) through professional identity threat (PIT) and the moderating role of coworkers' help-seeking behavior (CHSB).Design/methodology/approachThis paper uses a quantitative multistudy research design with a combination of a scenario experiment (Study 1) and a two-wave field study among 220 supervisor-subordinate dyads at a power company in China. Using analysis of variance, confirmatory factor analysis (CFA) and bootstrapping method, the authors validated the research hypothesis.FindingsIn the scenario experiment study (study 1), the authors find that POQ is positively related to PIT and that CHSB negatively moderates the positive impact of POQ on PIT. The field study (study 2) replicated the above findings and found that PIT mediates the negative effect of POQ on KS. In addition, CHSB negatively moderates the mediating role of PIT between POQ and KS.Originality/valueFirst, the current study extended the nomological network of POQ research by examining its influence on employees' KS. Second, this study empirically investigated the mediating role of PIT, which provided a new explanatory mechanism for the influence of POQ. Finally, this study demonstrates the moderating role of CHSB—a situational factor that has been ignored in previous studies.

Implications of perceived overqualification for employee's close social ties: The moderating role of external organizational prestige

2019 ◽  
Vol 115 ◽  
pp. 103335
Author(s):  
Panagiotis Gkorezis ◽  
Berrin Erdogan ◽  
Despoina Xanthopoulou ◽  
Victoria Bellou
Keyword(s):  
Social Ties ◽  
Perceived Overqualification ◽  
Moderating Role

scholarly journals The Relationship between Perceived Overqualification and Counterproductive Work Behaviors: Moderating Role of Perceived Distributive Justice

2019 ◽  
Vol 8 (1) ◽  
pp. 46
Author(s):  
Durdu Mehmet BICKES ◽  
Celal YILMAZ ◽  
Arif SAMUR ◽  
Ozgur DEMIRTAS
Keyword(s):  
Distributive Justice ◽  
Structural Equation ◽  
Counterproductive Work Behaviors ◽  
Negative Consequences ◽  
Organizational Behaviors ◽  
Counterproductive Work Behaviours ◽  
Perceived Overqualification ◽  
The Relationship ◽  
Moderating Role

Employee behaviors can be classified into two basic groups as positive and negative organizational behaviors. One of the negative organizational behaviors is counterproductive work behaviours. It is aimed to reveal the effects of perceived overqualification on counterproductive work behaviours and moderating role of distributive justice through an empirical study. In this respect, the data obtained from 398 employees in hospitality enterprises was analyzed by means of structural equation modelling (SEM). It is found that there is a positive relationship between perceived overqualification and counterproductive work behaviours, and perceived distributive justice moderates the relationship between perceived overqualification and counterproductive work behaviours towards colleagues. Some theoretical and managerial implications are offered about the variables. Distributive justice is effective in reducing counterproductive work behaviours which emerged from perceived overqualification. Managers need to control the factors that lead to perceived overqualification and implement strategies that can activate catalyst variables, lessening or eliminating its negative consequences. In addition, limitations of the study and suggestions for future studies are provided.

Effects of perceived overqualification on career distress and career planning: Mediating role of career identity and moderating role of leader humility

2020 ◽  
Vol 59 (6) ◽  
pp. 521-536
Author(s):  
Chao Ma ◽  
Deshani B. Ganegoda ◽  
(George) Zhen Xiong Chen ◽  
Xinhui Jiang ◽  
Chunyan Dong
Keyword(s):  
Career Planning ◽  
Career Identity ◽  
Mediating Role ◽  
Perceived Overqualification ◽  
Moderating Role ◽  
Leader Humility

When the Job Does Not Fit: The Moderating Role of Job Crafting and Meaningful Work in the Relation Between Employees’ Perceived Overqualification and Job Boredom

2019 ◽  
Vol 28 (2) ◽  
pp. 257-276 ◽  
Author(s):  
Israel Sánchez-Cardona ◽  
María Vera ◽  
Miguel Martínez-Lugo ◽  
Ramón Rodríguez-Montalbán ◽  
Jesús Marrero-Centeno
Keyword(s):  
Meaningful Work ◽  
Well Being ◽  
Two Dimensions ◽  
Moderating Effect ◽  
Job Crafting ◽  
Job Fit ◽  
Research And Practice ◽  
Perceived Overqualification ◽  
Moderating Role

Job boredom is a common experience at work; however, it has been neglected in research and practice compared to other well-being states. Based on the person-job fit theory, this article aims to examine the association between employees’ perceived overqualification and job boredom, analyzing potential moderators. In Study 1, we analyzed job crafting as a moderator using a sample of 832 employees from different organizations in Puerto Rico. Results supported the relation between employees’ perceived overqualification and job boredom but did not support the moderating effect of job crafting since only two dimensions (i.e., increasing structural resources and increasing challenging demands) significantly moderate this association in an opposite direction. In Study 2, we analyzed the moderating role of meaningful work with a sample of 394 employees. Results supported the moderating effect of meaningful work on the relation between employees’ perceived overqualification and job boredom. While job crafting dimensions of increasing structural resources and increasing challenging demands strengthen or have little effect on reducing the association between employees’ perceived overqualification and job boredom, meaningful work buffers this effect. These findings suggest that organizations must provide opportunities for employees to find meaning in their jobs. Additional research is needed to understand the role of job crafting to reduce job boredom.

scholarly journals Perceived overqualification and its outcomes: The moderating role of organizational learning

2017 ◽  
Vol 45 (10) ◽  
pp. 1675-1690 ◽  
Author(s):  
Boyang Zheng ◽  
Zhongming Wang
Keyword(s):  
Organizational Learning ◽  
Hierarchical Linear Modeling ◽  
Affective Commitment ◽  
Negative Relationship ◽  
Linear Modeling ◽  
And Performance ◽  
Perceived Overqualification ◽  
The Relationship ◽  
Moderating Role

We investigated the moderating role of organizational learning on the relationship between perceived overqualification and job satisfaction, affective commitment, and performance. Participants were 49 teams composed of employees and their managers (N = 301) in China. We used a hierarchical linear modeling approach for analysis. The results indicated that when the level of organizational learning was high, the negative relationship between perceived overqualification and affective commitment was stronger, whereas the positive relationship between perceived overqualification and performance was weaker when the level of organization learning was high. These findings imply that, in regard to affective commitment and job performance, in terms of organizational learning, it might be better for employees to be just sufficiently qualified or underqualified rather than overqualified. In this study we have contributed to the literature on the moderators of the relationship between perceived overqualification and its outcomes.

scholarly journals Key Drivers of Salesperson Performance: The Role of Sales Antecedents and Moderating Effect of Customer Directed Extra Role Behavior

2020 ◽  
pp. 22-34
Author(s):  
Bilal Ahmad ◽  
Muhammad Imad ud Din Akbar
Keyword(s):  
Salesperson Performance ◽  
Adaptive Selling ◽  
Role Behavior ◽  
Sales Team ◽  
Managerial Implications ◽  
Adaptive Selling Behavior ◽  
And Performance ◽  
The Relationship ◽  
Moderating Role

The salespersons are considered as one of the important sources while interacting between the company and its prospective customers. The purpose is to develop and test the model that involves salespersons performance in the pharmaceutical sector of Pakistan. Specifically, the study demonstrates the effects of salesperson creativity, adaptive selling behaviour, selling experience and customer directed extra-role behavior on salesperson performance. Adaptive selling behaviour has been taken as a mediator in this study. Individual salespersons in different pharmaceutical companies are the population of this study. Total 500 questionnaires were distributed among the salespersons, 367 useful responses were analyzed through structural education modeling (SEM). The results revealed that salesperson creativity has a positive and significant impact on adaptive selling behavior and performance. Furthermore, salespersons experience has significant impact on salesperson’s performance. Moreover, the adaptive selling behavior has positive and significant impact on salesperson’s performance. The research finding shows that the moderating role is stronger on the relationship among creativity, adaptive selling behaviour and salesperson performance but it is weaker on the relationship between salesperson experience and salesperson performance. This study is helpful to understand some indicators that could be highly influential on salesperson’s performance. The findings of this paper have some managerial implications for improvising sales team performance.

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