Too good for your job? Disentangling the relationships between objective overqualification, perceived overqualification, and job dissatisfaction

被引:66
作者
Arvan, Maryana L. [1 ]
Pindek, Shani [2 ]
Andel, Stephanie A. [3 ]
Spector, Paul E. [1 ]
机构
[1] Univ Cent Florida, Dept Psychol, 4111 Pictor Ln, Orlando, FL 32816 USA
[2] Univ Haifa, Dept Human Serv, 199 Abba Hushi Blvd, IL-3498838 Haifa, Israel
[3] Indiana Univ Purdue Univ, Dept Psychol, 402 N Blackford St, Indianapolis, IN 46202 USA
关键词
Overqualification; Job satisfaction; Person-environment fit theory; PERSON-ENVIRONMENT FIT; BIG FISH; WORK; UNDEREMPLOYMENT; HEALTH; CONSEQUENCES; METAANALYSIS; INDIVIDUALS; MEDIATION; ATTITUDES;
D O I
10.1016/j.jvb.2019.103323
中图分类号
B849 [应用心理学];
学科分类号
040203 ;
摘要
In the present study, we investigated the relationships between objective overqualification, perceived overqualification, and job satisfaction based on the tenets of P-E fit theory, a commonly-used theoretical framework in the overqualification literature. Specifically, we tested whether employee perceptions of overqualification mediate the relationship between objective overqualification and job dissatisfaction. Results across two studies indicated that objective overqualification and job satisfaction independently predicted perceived overqualification, which contradicts the prevailing view in the literature of unidirectional effects between overqualification and strain outcomes. Study 1 used a cross-sectional survey of recent college graduates to test the overall mediation model. Although the model was supported, the relationship between objective overqualification and job satisfaction was not significant, raising the question of whether the hypothesized predictive relationship between perceived overqualification and job satisfaction is reversed. Study 2 tested directionality in the relationship between perceived overqualification and job satisfaction using a three-wave longitudinal panel design in a sample of full-time university staff employees. Results indicated that job dissatisfaction predicts subsequent perceived overqualification rather than the reverse.
引用
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页数:14
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