Overskilling, Job Insecurity and Career Mobility

By S. McGuinness, M. Wooden. Social Science Research Network, 2007

163 citations recorded by the source corpus.

This paper uses longitudinal data from Australia to examine the extent to which overskilling is a transitory phenomenon that declines with increased labour market mobility. The results suggest that while overskilled workers are more likely to want to quit, they are relatively unconfident of finding an improved labour market match. Furthermore, some of the greater mobility observed among overskilled workers is due to involuntary job separations and even in instances where job separations are voluntary, the majority of moves do not result in improved skills matches.

Subfields: Demography, Economics and Econometrics, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/f2e1f55859d4f33879bc2a8e77603f2ac3339491

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Citations in the corpus

Job Mismatches and Labour Market Outcomes: Panel Evidence on University Graduates* (2013, unknown): “Job separations have been argued to be a consequence of inadequate matches (McGuinness and Wooden, 2009).”
“I Have a Job, But . . .”: A Review of Underemployment (2011, background): “Moreover, overskilled employees were more likely to turn over than their appropriately matched counterparts, both voluntarily and involuntarily (McGuinness & Wooden, 2009).”
Overqualified Employees: Making the Best of a Potentially Bad Situation for Individuals and Organizations (2011, background): “Researchers have shown that in an Australian panel sample, only 20% of those who were overqualified and who voluntarily left their jobs were reemployed in jobs that matched their skills 4 years later (Mavromaras, McGuinness, & Wooden, 2007; McGuinness & Wooden, 2009).”
Labour Market Mismatch Among UK Graduates: An Analysis Using Reflex Data (2011, background): “8 The competency fields are (1) mastery of own discipline (2) knowledge of other disciplines (3) analytical thinking (4) ability to acquire new knowledge (5) ability to negotiate (6) ability to perform under pressure (7) alertness to new opportunities (8) ability to coordinate activities (9) ability”
Overskilling Dynamics and Education Pathways (2012, background): “McGuinness & Wooden (2009) cross-tabulated the overskilling variable with a measure of job complexity to confirm that the more overskilled the worker, the less difficult they consider their job.”
Do Fields of Study Matter for Over-education? (2008, background): “However, as observed by Dolton and Vignoles (2000), as well as Frenette (2004), Groot and van den Brink (2000), Hartog (2000) and McGuinness and Wooden (2007) the phenomenon of overeducation persists and gives positive return to wages.”
Five Characteristics of Youth Unemployment in Europe (2015, background): “Nevertheless, the over-education measure has been criticized by a number of authors (Mavromaras, McGuinness, & King Fok, 2009; McGuinness & Wooden, 2009) on the basis that educational attainment will under-estimate an individual’s total human capital as it ignores skills acquired in the workplace.”
How Useful is the Concept of Skills Mismatch? (2017, background): “Bennett and McGuinness (2009), Tang and Wang (2005), Haskel and Martin (2006), Forth and Mason (2006) and Mason et al. (1994) find that skill shortages have a negative impact on firm productivity.”
Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values (2013, background): “From Meyer et al. (1998). Original scale plus two new items.”