Underemployment, job attitudes, and turnover intentions

By D. Maynard, Todd Allen Joseph, A. Maynard. 2006

601 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/f5f620f94b9e31876cbc7315eaf93ad67861765f

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Citations in the corpus

Benefits of a supportive development climate for older workers (2008, unknown): “We assessed the extent to which respondents felt their bridge job under utilized their skills with six items adapted from the Scale of Perceived Over qualification (SPOQ) developed by Maynard et al. (2006). A sample item is: “My previous training is not being fully utilized on my bridge job.”
Overqualified Employees: Making the Best of a Potentially Bad Situation for Individuals and Organizations (2011, background): “For example, Maynard et al. (2006) showed that perceived overqualification was negatively related to job satisfaction and organizational commitment but positively related to turnover intentions.”
Are all part-time faculty underemployed? The influence of faculty status preference on satisfaction and commitment (2008, background): “Follow-up research has demonstrated that the scale exhibits internal consistency, test-retest reliability, and construct validity ( Maynard et al. 2006 ).”
Overqualification, Job Dissatisfaction, and Increasing Dispersion in the Returns to Graduate Education (2010, background): “Overqualification is also associated with substantially lower job satisfaction and well-being at work (Allen and Van der Velden, 2001; Pollmann-Schult and Buchel, 2004; Maynard et al., 2006; Vaisey, 2006; and Green and McIntosh, 2007), and contributes to cognitive decline (de Grip et al.”
I'm Too Good for This Job: Narcissism's Role in the Experience of Overqualification (2015, background): “Of all the associations with overqualification that have been studied, the link with job satisfaction appears to be the strongest and most well established (Feldman, 2011; Fine & Nevo, 2008; Khan & Morrow, 1991; Jones Johnson & Johnson, 2000; Maynard et al., 2006; Maynard & Parfyonova, 2013).”
Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy and Culture (2015, background): “2002), are psychologically and physically more distressed (Johnson and Johnson 1996, 1997, 1999), are more likely to voluntarily quit their jobs (Erdogan and Bauer 2009; Erdogan et al. 2011b; Maynard et al. 2006), and have a greater tendency to engage in counterproductive work behaviors (Luksyte et ”
Who thinks they're a big fish in a small pond and why does it matter? A meta-analysis of perceived overqualification (2017, methodology): “Thus, because overqualification reflects an instance of poor demands-abilities fit, we would anticipate that POQ would be negatively related to job attitudes due to demands-abilities misfit (Maynard et al., 2006).”
Perceived Overqualification and Collectivism Orientation: Implications for Work and Nonwork Outcomes (2020, methodology): “, 2017) because of the mismatch between their qualifications and jobs and their unmet expectations (Luksyte & Spitzmueller, 2011; Maynard et al., 2006).”
Perceived Overqualification at Work: Implications for Extra-Role Behaviors and Advice Network Centrality (2018, methodology): “For the measurement of overqualification, we used the nineitem Scale of Perceived Overqualification by Maynard et al. (2006).”
Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values (2013, methodology): “Indeed, Maynard et al. (2006) found a significant, positive correlation between perceived overqualification and perceived pay level relative to one’s peers (r = .20).”
Unemployed individuals' work values and job flexibility: An explanation from expectancy-value theory and self-determination theory (2010, background): “If unemployed individuals are, for instance, flexible in accepting underemployment, they are likely to arrive at a situation of over-qualification, which has been found to be associated with lower job satisfaction and organisational commitment and higher turnover intentions (e.g. Maynard, Joseph, &”