Underemployment and relative deprivation among re‐employed executives

By D. Feldman, Carrie R. Leana, M. Bolino. 2002

290 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/ff7de2a8e29fedc5add5d6bee051d2001abaed93

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Boredom Proneness: Its Relationship with Subjective Underemployment, Perceived Organizational Support, and Job Performance (2010, methodology): “Consistent with previous research (Feldman et al. 2002; Johnson et al. 2002; Khan and Morrow 1991; Livingstone 1998), underemployment is conceptualized as the underutilization of skills and abilities as subjectively perceived and defined by workers.”
“I Have a Job, But . . .”: A Review of Underemployment (2011, background): “Results across underemployment dimensions suggest that there is a negative relationship between underemployment and affective commitment (e.g., Bolino & Feldman, 2000; Feldman & Turnley, 1995; Feldman et al., 2002; Maynard, Joseph, et al., 2006; McKee-Ryan et al., 2009).”
Perceived Overqualification and Collectivism Orientation: Implications for Work and Nonwork Outcomes (2020, methodology): “We measured relative deprivation with a four-item scale (Feldman et al., 2002); for example, “I deserve a better job situation than my present one” (α = .91).”
Psychological and physical well-being during unemployment: a meta-analytic study. (2005, background): “Underemployment reflects employment in a poorer quality job in terms of level in the organization, wages, or skill utilization (Feldman et al., 2002), and has been linked to a whole host of negative outcomes, including diminished job satisfaction, work commitment, job involvement, internal work…”
Determinants of job mobility: A theoretical integration and extension (2007, background): “While some research has been done in this regard (Eby & DeMatteo, 2000; Feldman et al., 2002), there is still a lack of systematic comparisons of consequences of different types of job mobility.”
Unemployed individuals' work values and job flexibility: An explanation from expectancy-value theory and self-determination theory (2010, background): “Accepting an undemanding job is thus likely to result in underemployment which yields an increased risk for distress, low job satisfaction, and low organisational commitment (De Witte, 1993; Feldman, Leana, & Bolino, 2002; Johnson, Morrow, & Johnson, 2002).”
Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values (2013, background): “Similarly, in a sample of executives re-employed following a layoff, Feldman, Leana, and Bolino (2002) found that perceptions of skill underutilization relative to their previous jobwere associatedwith active job search.”
I'm Too Good for This Job: Narcissism's Role in the Experience of Overqualification (2015, background): “According to relative deprivation theory (e.g. Erdogan & Bauer, 2009; Feldman et al., 2002; Feldman & Turnley, 2004), individuals compare their current work situation to the work situation they desire and feel they deserve.”
Perceived overqualification and task performance: Reconciling two opposing pathways (2020, background): “According to the theory, the greater the discrepancy between present job conditions and desired job conditions (that is, the greater the relative deprivation), the less motivated employees will be (Feldman et al., 2002).”
A Relational Model of Perceived Overqualification: The Moderating Role of Interpersonal Influence on Social Acceptance (2016, unknown): “Given our focus on employees’ experience of their social acceptance in the group, we follow previous research (e.g., Erdogan & Bauer, 2009; Feldman et al., 2002; Liu et al., 2015) and develop a relational model based on perceived overqualification (i.e., individuals’ assessment of the directional…”