{"title":"The relationship between objective overqualification, perceived overqualification and job satisfaction: employment opportunity matters","authors":"Runsheng Pan, Zhijin Hou","doi":"10.1108/pr-02-2023-0080","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>The purpose of this study is to investigate the boundary conditions between objective overqualification and perceived overqualification. In addition, we aim to investigate the mediation patterns between objective overqualification, perceived overqualification and job satisfaction.</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>A two-wave survey was conducted with 382 new entrants of job market. Data was analyzed with Process 3.5 in SPSS 26.0 to test the hypothesized moderated mediation model.</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>Results indicated that perceived overqualification fully mediated the relationship between objective overqualification and job satisfaction. In addition, the relationship between objective overqualification and perceived overqualification was significant unless employees perceived high internal employment opportunities but low external employment opportunities at the same time. Same moderating pattern was also evident in the indirect effect of objective overqualification? Perceived overqualification? Job satisfaction.</p><!--/ Abstract__block -->\n<h3>Research limitations/implications</h3>\n<p>This study has theoretical and practical implications for personnel management. Theoretically, this study contributed to the understanding of the relationship between objective overqualification and perceived overqualification. Practically, this study found that offering internal employment opportunities can mitigate the perception of overqualification when employees perceive limited external employment opportunities.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>This is one of few studies that stressed the boundary conditions between objective overqualification and perceived overqualification under the framework of relative deprivation theory. In addition, this study provided time-lagged evidence of the relationship between objective overqualification, perceived overqualification and job satisfaction.</p><!--/ Abstract__block -->","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":"1 1","pages":""},"PeriodicalIF":3.3000,"publicationDate":"2024-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Personnel Review","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1108/pr-02-2023-0080","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
引用次数: 0
Abstract
Purpose
The purpose of this study is to investigate the boundary conditions between objective overqualification and perceived overqualification. In addition, we aim to investigate the mediation patterns between objective overqualification, perceived overqualification and job satisfaction.
Design/methodology/approach
A two-wave survey was conducted with 382 new entrants of job market. Data was analyzed with Process 3.5 in SPSS 26.0 to test the hypothesized moderated mediation model.
Findings
Results indicated that perceived overqualification fully mediated the relationship between objective overqualification and job satisfaction. In addition, the relationship between objective overqualification and perceived overqualification was significant unless employees perceived high internal employment opportunities but low external employment opportunities at the same time. Same moderating pattern was also evident in the indirect effect of objective overqualification? Perceived overqualification? Job satisfaction.
Research limitations/implications
This study has theoretical and practical implications for personnel management. Theoretically, this study contributed to the understanding of the relationship between objective overqualification and perceived overqualification. Practically, this study found that offering internal employment opportunities can mitigate the perception of overqualification when employees perceive limited external employment opportunities.
Originality/value
This is one of few studies that stressed the boundary conditions between objective overqualification and perceived overqualification under the framework of relative deprivation theory. In addition, this study provided time-lagged evidence of the relationship between objective overqualification, perceived overqualification and job satisfaction.
期刊介绍:
Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.