ArticleFrontiers in psychology2021
The Effect of Perceived Overqualification on Creative Performance: Person-Organization Fit Perspective.
Article in Frontiers in psychology, 2021. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 8 papers.
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Who cites it
8 citing papers in PubMed.
- Identity leadership and employees' creative performance: a serial mediation model of relational energy and organizational embeddedness.Frontiers in psychology · 2025Article
- Personal correlates of creative performance: A systematic review.Frontiers in psychology · 2025Review
- Association between perceived overqualification, work engagement, job satisfaction among nurses: a cross-sectional study.BMJ open · 2024Article
- Employee perceived overqualification and innovation performance: the roles of self-oriented perfectionism and job crafting.Frontiers in psychology · 2024Article
- Perceived overqualification and deviant innovation behavior: The roles of creative self-efficacy and perceived organizational support.Frontiers in psychology · 2023Article
- Do overqualified employees hide knowledge? The mediating role of psychological contract breach.Frontiers in psychology · 2022Article
- Perceived Overqualification and Intensive Smartphone Use: A Moderated Mediation Model.Frontiers in psychology · 2022Article
- Perceived Overqualification, Emotional Exhaustion, and Creativity: A Moderated-Mediation Model Based on Effort-Reward Imbalance Theory.International journal of environmental research and public health · 2021Article
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Authors and funding
3 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
In today's business world, the phenomenon of overqualification is widespread. Organizations need to consider - how to motivate the overqualified employees to utilize their qualifications, for example, promoting creative performance. Based on person-organization (P-O) fit theory, this study explored when and how employees, who feel overqualified can engage in creative performance. Data were collected from 170 supervisor-subordinate dyads of 41 groups in 10 manufacturing companies across two timepoints in China. Results revealed that (1) perceived overqualification is positively related to organizational identification when employee development-oriented organizational culture is strong but negatively related to organizational identification when employee development-oriented organizational culture is weak, (2) organizational identification is positively related to creative performance, (3) the indirect relationship between perceived overqualification and creative performance via organizational identification is moderated by employee development-oriented organizational culture. We provide several theoretical contributions to the overqualification literature and make some suggestions to motivate the overqualified employees to use their surplus qualifications within the organizations.
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