Moderating effects of situational and interpersonal variables on perceived overqualification and job crafting relationships
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SubjectPsychology, Industrial; Organizational behavior; Employee selection - Psychological aspects; Employee motivation; Work design; Underemployment
The present study addresses an aspect of perceived overqualification, or the belief of being employed in a position for which one possesses excess education, work experience or knowledge, skills and abilities relative to job requirements, that has yet to be fully examined in organizational research. While more is known about attitudinal responses and exit intentions, less empirical testing has evaluated outcomes stemming from decisions to stay, or the inability to leave overqualification situations. Thus, the current research examined a proposed negative relationship between perceived overqualification and engagement in job crafting, which can be viewed as adaptive actions initiated by employees in order to promote personal meaningfulness in their work. Four crafting types have been identified in past literature (increasing structural job resources, increasing social job resources, increasing challenging job demands and decreasing hindering job demands), but little is known about what actually prompts crafting. Although a negative direct relationship was expected between perceptions of overqualification and some types of job crafting, the present study also hypothesized a buffering effect of perceptions of situational growth opportunity and interpersonal characteristics. Results indicated that perceived overqualification negatively predicted engagement in expanding types of job crafting. Situational growth expectations moderated the relation between perceived overqualification and expanding types of job crafting. Core self-evaluations did not moderate perceived overqualification–job crafting relationships, and growth need strength exhibited a positive moderating effect on the previously nonexistent relationship between perceived overqualification and restricting types of job crafting. Implications and recommendations for future research are discussed.
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