Capable Fish or Deficient Ponds? A Meta-Analysis of Consequences, Mechanisms and Moderators of Perceived Overqualification
Author(s) Information:
Meishi Liao, School of Business, Sun Yat-sen University
Melody Jun Zhang, Department of Management and Marketing, The Hong Kong Polytechnic University
Joel B. Carnevale, Martin J. Whitman School of Management, Syracuse University
Chengquan Huang, Warrington College of Business, University of Florida
Lin Wang, School of Business, Sun Yat-sen University
Journal (Year): Journal of Management., 2024
Summary of Your Paper:
Our meta-analytical investigation into the work-related consequences of employees' perceived overqualification (POQ) shows that while POQ can negatively impact employees’ work motivation and, as a result, impede their performance and workplace well-being, such perceptions can also enhance employees’ confidence in and control over their work, which can ultimately enhances their performance and well-being in the work environment.
Research Questions:
The overarching research question for this study is to investigate why, where, and for whom perceived overqualification is beneficial or detrimental.
What We Know:
Perceived overqualification (POQ) has traditionally been seen as an undesirable employment situation associated with negative outcomes. However, recent research suggests that POQ may have positive implications for both employees and organizations.
Novel Findings:
We developed an integrative theoretical framework that depicts the consequences, mechanisms, and moderators of POQ. We then conducted a meta-analytical review of the POQ literature, analyzing 704 effect sizes from 251 independent samples (N = 87,229). In doing so, we elucidate the distinct pathways by which POQ induces differential work consequences.
Implications for Practice:
Our research can help managers recognize that overqualification is not solely negative. By highlighting the competing motivational mechanisms that determine which outcomes of POQ are likely to manifest, we provide managers with valuable insights for personnel selection and human resources practices.
In addition, our research reveals that in certain cultural contexts, the negative effects of POQ are likely to be alleviated, while the positive effect of POQ are more likely to emerge. Managers can leverage this knowledge when modifying or developing their organization’s culture in order to mitigate the harm from POQ and maximize its potential benefits.
Full Citation:
R. Liao, M., Zhang, M. J., Carnevale, J. B., Huang, C., & Wang, L. (in press). Capable Fish or Deficient Ponds? A Meta-Analysis of Consequences, Mechanisms, and Moderators of Perceived Overqualification. Journal of Management.
Abstract:
Perceived overqualification (POQ) has traditionally been seen as an undesirable employment situation associated with negative outcomes. However, recent research suggests that POQ may have positive implications for both employees and organizations. Despite the growing literature on this topic, scholars have offered numerous explanatory mechanisms of linking POQ with its work outcomes and inconsistent findings have been reported, highlighting the need for a comprehensive understanding of why, where, and for whom POQ is beneficial or detrimental. In the present study, we developed an integrative theoretical framework that depicts the consequences, mechanisms, and moderators of POQ. We then conducted a meta-analytical review of the POQ literature, analyzing 704 effect sizes from 251 independent samples (N = 87,229). By organizing the dominant mechanisms in POQ research within a unified framework of work motivation, we elucidate the distinct pathways by which POQ induces differential work consequences. We further consider the role of key cultural, economic, sociodemographic, and methodological characteristics as boundary conditions. Overall, our findings provide support for our predictions and provide novel insights into the work-related consequences of POQ. Theoretical and practical implications of our findings are thoroughly discussed.