TY - JOUR
T1 - Perceived Overqualification and Collectivism Orientation
T2 - Implications for Work and Nonwork Outcomes
AU - Luksyte, Aleksandra
AU - Bauer, Talya N.
AU - Debus, Maike E.
AU - Erdogan, Berrin
AU - Wu, Chia Huei
N1 - Funding Information:
This research was supported by the International Research and Collaboration Small Grant from the Society of Industrial-Organizational Psychology, the University of Western Australia’s BHP Billiton Distinguished Research Award, and an Australian Research Council DECRA Grant (DE170100182) for the first author.
Publisher Copyright:
© The Author(s) 2020.
PY - 2020/8/17
Y1 - 2020/8/17
N2 - In this research, we simultaneously examined the relative applicability of person-environment fit and relative deprivation theories in explaining the interactive effects of perceived overqualification and collectivism cultural orientations on positive outcomes. We hypothesized that the negative (positive) influence of perceived overqualification on person-environment fit (relative deprivation) will be weaker among employees with high collectivism cultural orientation. We also examined which of these two different mechanisms would explain the hypothesized interactive effects in predicting these workers’ citizenship behavior, personal initiative, work engagement, and life satisfaction. We tested our hypotheses in two studies. In Study 1, we recruited professional staff (n = 852) and their coworkers (n = 301) from 95 universities and tested our hypotheses in a matched sample of 190 employees and their peers. The moderated mediation results supported the idea of person-environment fit (but not relative deprivation) as the mechanism explaining why collectivism orientations assuaged the negative effects of perceived overqualification on these outcomes. We constructively replicated these results in Study 2, which was a time-lagged design with full-time employees (n = 224). Study 2’s results further supported the robustness of our model by testing alternative moderators, mediators, and outcomes.
AB - In this research, we simultaneously examined the relative applicability of person-environment fit and relative deprivation theories in explaining the interactive effects of perceived overqualification and collectivism cultural orientations on positive outcomes. We hypothesized that the negative (positive) influence of perceived overqualification on person-environment fit (relative deprivation) will be weaker among employees with high collectivism cultural orientation. We also examined which of these two different mechanisms would explain the hypothesized interactive effects in predicting these workers’ citizenship behavior, personal initiative, work engagement, and life satisfaction. We tested our hypotheses in two studies. In Study 1, we recruited professional staff (n = 852) and their coworkers (n = 301) from 95 universities and tested our hypotheses in a matched sample of 190 employees and their peers. The moderated mediation results supported the idea of person-environment fit (but not relative deprivation) as the mechanism explaining why collectivism orientations assuaged the negative effects of perceived overqualification on these outcomes. We constructively replicated these results in Study 2, which was a time-lagged design with full-time employees (n = 224). Study 2’s results further supported the robustness of our model by testing alternative moderators, mediators, and outcomes.
KW - collectivism orientation
KW - perceived overqualification
KW - person-environment fit
KW - positive outcomes
KW - relative deprivation
UR - http://www.scopus.com/inward/record.url?scp=85089484909&partnerID=8YFLogxK
U2 - 10.1177/0149206320948602
DO - 10.1177/0149206320948602
M3 - Article
AN - SCOPUS:85089484909
SN - 0149-2063
VL - 48
SP - 319
EP - 349
JO - JOURNAL OF MANAGEMENT
JF - JOURNAL OF MANAGEMENT
IS - 2
ER -