TY - JOUR
T1 - The curvilinear effect of perceived overqualification on constructive voice
T2 - The moderating role of leader consultation and the mediating role of work engagement
AU - Duan, Jinyun
AU - Xia, Ying
AU - Xu, Yue
AU - Wu, Chia Huei
N1 - Funding Information:
We gratefully thank Associate Editor Corine Boon and two anonymous reviewers for their insightful suggestions during the review process. We are also grateful for the financial support from the National Natural Science Foundation of China (grant nos. 72002100, 71832006, 72001175, 72072058, 72132003).
Publisher Copyright:
© 2022 Wiley Periodicals LLC.
PY - 2022/7/1
Y1 - 2022/7/1
N2 - Drawing on the social cognitive theory of self-regulation, we proposed a model considering an inverted U-shaped relationship between perceived overqualification and constructive voice. We reasoned from the theory that this curvilinear effect would be moderated by leader consultation, which could intensify the upward curvilinear trend and neutralize the downward curvilinear trend, and be mediated by work engagement. We conducted two studies to test our model. In Study 1, based on a three-wave time-lagged sample of 293 employees and 120 supervisors, we found an inverted U-shaped relationship between perceived overqualification and constructive voice, which was moderated by leader consultation. In Study 2, we examined the proposed mediated moderation model using a sample of 231 matched leader–subordinate dyads. We found that, at lower levels, perceived overqualification has a positive association with constructive voice, which is mediated by work engagement, especially at higher leader consultation. At higher levels, perceived overqualification has a negative association with work engagement and thus constructive voice, especially at lower levels of leader consultation. The implications of our research are discussed.
AB - Drawing on the social cognitive theory of self-regulation, we proposed a model considering an inverted U-shaped relationship between perceived overqualification and constructive voice. We reasoned from the theory that this curvilinear effect would be moderated by leader consultation, which could intensify the upward curvilinear trend and neutralize the downward curvilinear trend, and be mediated by work engagement. We conducted two studies to test our model. In Study 1, based on a three-wave time-lagged sample of 293 employees and 120 supervisors, we found an inverted U-shaped relationship between perceived overqualification and constructive voice, which was moderated by leader consultation. In Study 2, we examined the proposed mediated moderation model using a sample of 231 matched leader–subordinate dyads. We found that, at lower levels, perceived overqualification has a positive association with constructive voice, which is mediated by work engagement, especially at higher leader consultation. At higher levels, perceived overqualification has a negative association with work engagement and thus constructive voice, especially at lower levels of leader consultation. The implications of our research are discussed.
KW - constructive voice
KW - leader consultation
KW - perceived overqualification
KW - social cognitive theory of self-regulation
KW - work engagement
UR - http://www.scopus.com/inward/record.url?scp=85125374082&partnerID=8YFLogxK
U2 - 10.1002/hrm.22106
DO - 10.1002/hrm.22106
M3 - Article
AN - SCOPUS:85125374082
SN - 0090-4848
VL - 61
SP - 489
EP - 510
JO - HUMAN RESOURCE MANAGEMENT
JF - HUMAN RESOURCE MANAGEMENT
IS - 4
ER -