Overqualified Employees: Making the Best of a Potentially Bad Situation for Individuals and Organizations

By B. Erdogan, T. Bauer, José María Peiró, D. Truxillo. Industrial and Organizational Psychology, 2011

291 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/45942eb3a005d114610ec6bb4c1641b14d89a1c7

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Citations in the corpus

Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values (2013, background): “…more commonly used in part because they are stronger, more proximal predictors of organizational behaviour which reflect the employee’s perception of the situation (Erdogan et al., 2011) and thus the reality to which she responds (Cable & Edwards, 2004; Kristof-Brown & Guay, 2011; Spector, 2006).”
Perceived overqualification and task performance: Reconciling two opposing pathways (2020, background): “We focus on the individual’s subjective experience of being overqualified, as it is regarded as being more representative of the complexities involved in experiencing overqualification and more likely to provide a meaningful prediction of job attitudes and behaviours (Erdogan et al., 2011a).”
Why is Underemployment Related to Creativity and OCB? A Task-Crafting Explanation of the Curvilinear Moderated Relations (2017, background): “Furthermore, although a few researchers have suggested that underemployment may lead to positive outcomes (Erdogan et al., 2011; Thompson, Shea, Sikora, Perrewé, & Ferris, 2013), few theoretical perspectives and little empirical evidence exist to”
Who thinks they're a big fish in a small pond and why does it matter? A meta-analysis of perceived overqualification (2017, background): “Indeed, even in instances where POQ's relations are in the same direction, substantial variability exists and the magnitude of these effects can vary across levels of untested moderators (Erdogan & Bauer, 2009; Erdogan et al., 2011).”
Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy and Culture (2015, background): “Overqualification is a form of underemployment wherein people have more skills, experience, knowledge, and abilities than required for a job (Erdogan et al. 2011b; Maynard et al. 2006).”
Objective and Subjective Overqualification: Distinctions, Relationships, and a Place for Each in the Literature (2011, background): “ilar to Erdogan et al., we speculated that some overqualified workers in less complex occupational roles may find those jobs to better fit their broader set of needs. We labeled this arrangement intentional mismatch. Maltarich et al. (2010) reasoned that workers with higher levels of cognitive abili”
I'm Too Good for This Job: Narcissism's Role in the Experience of Overqualification (2015, background): “Recent reviews of the overqualification construct (Erdogan et al., 2011; Feldman, 2011; Luksyte & Spitzmueller, 2011; Maltarich, Reilly, & Nyberg, 2011) have highlighted the distinction between objective overqualification and perceived (or subjective) overqualification.”
A Relational Model of Perceived Overqualification: The Moderating Role of Interpersonal Influence on Social Acceptance (2016, unknown): “On one hand, overqualified employees could be admired and respected by their peers because of the skills and resources they possess and the potential value they bring to a workgroup (Erdogan et al., 2011b).”
Perceived Overqualification at Work: Implications for Extra-Role Behaviors and Advice Network Centrality (2018, background): “Unexpectedly, and despite the more positive arguments regarding the benefits of hiring overqualified workers for their coworkers (e.g., Erdogan et al., 2011b; Sikora et al., 2016), the effects of perceived overqualification on both extra-role behaviors were negative, except when P-O fit was high,…”