On the association between perceived overqualification and adaptive behavior

an article by Chia-Huei Wu (London School of Economics and Political Science, UK), Amy Wei Tian and Aleksandra Luksyte (University of Western Australia, Crawley, Australia) and Christiane Spitzmueller (University of Houston, Texas, USA) published in Personnel Review Volume 46 Issue 2 (2017)

Abstract

Purpose
The purpose of this paper is to offer an autonomous motivation perspective to explore the relationship between perceived overqualification and adaptive work behavior and examine job autonomy as a factor that may moderate the association.

Design/methodology/approach
The hypotheses were tested in two culturally, demographically, and functionally diverse samples: sample 1 was based on North American community college employees (n=215); sample 2 was based on full-time workers, employed in a Chinese state-owned enterprise specializing in shipping (n=148).

Findings
In study 1, perceived overqualification was negatively related to self-rated adaptive behavior. A follow-up study 2 extended these findings by demonstrating that perceived overqualification was negatively related to supervisor-rated adaptive work behavior when job autonomy was low, rather than high.

Research limitations/implications
The results of this research offer an autonomous motivation perspective to explain why perceived overqualification relates to adaptive behavior and suggests a job design approach to encourage adaptive behaviors of people who feel overqualified – a sizable segment of the current workforce.

Originality/value
This is one of the first studies to explore adaptive behavior of workers who feel overqualified – an outcome that has not been examined in this domain. The findings further point out what can be done to encourage adaptive behaviors among overqualified employees.

---