The relationship between objective overqualification, perceived overqualification and job satisfaction: employment opportunity matters

IF 3.3 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Personnel Review Pub Date : 2024-05-21 DOI:10.1108/pr-02-2023-0080
Runsheng Pan, Zhijin Hou
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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.

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客观资格过高、感知资格过高与工作满意度之间的关系:就业机会问题
目的 本研究旨在探讨客观资格过高与感知资格过高之间的边界条件。此外,我们还旨在研究客观资格过高、感知资格过高和工作满意度之间的中介模式。设计/方法/途径对 382 名职场新人进行了两波调查。结果结果表明,感知到的资格过高完全调节了客观资格过高与工作满意度之间的关系。此外,除非员工同时认为内部就业机会多而外部就业机会少,否则客观资格过高与感知资格过高之间的关系是显著的。同样的调节模式也体现在客观资格过高?感知的资格过高?研究局限/启示本研究对人事管理具有理论和实践意义。从理论上讲,本研究有助于理解客观资格过高与感知资格过高之间的关系。在实践中,本研究发现,当员工认为外部就业机会有限时,提供内部就业机会可以减轻对资格过高的感知。原创性/价值本研究是在相对剥夺理论框架下强调客观资格过高与感知资格过高之间边界条件的少数研究之一。此外,本研究还提供了客观资格过高、感知资格过高和工作满意度之间关系的时滞证据。
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来源期刊
Personnel Review
Personnel Review Multiple-
CiteScore
7.10
自引率
7.70%
发文量
133
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.
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