19073: Perceived Overqualification Under the Microscope: Dimensionality, Profiles, and Outcomes

Increasingly, many employees feel their jobs underutilize their qualifications. Management research in this realm has focused on the role of perceived overqualification–employee self-perceptions that they possess higher levels of knowledge, skills, education, or experience than required by their job. Past research finds mixed effects of perceived overqualification (POQ), including undesirable outcomes such as negative attitudes, poorer employee health and well-being, and increased turnover intentions. But at other times, POQ spurs innovative behavior, increased performance, and enhanced relationships. We investigate whether a more fine-grained approach to measuring perceived overqualification can help disentangle these mixed results. Most research to date relies on a single unidimensional measure of POQ. However, we explore its multidimensionally, finding evidence for three dimensions: Education, Experience, and Skills/Abilities. We then use a person-centered approach to reveal how POQ dimensions cluster together, creating distinct profile groups. These profiles reveal complexities in relative levels of POQ dimensions and help to explain differences in employee outcomes, including person-job fit, job satisfaction, turnover intentions, and thriving. Our work problematizes existing measurement practices with the goal of better understanding the diversity of the POQ experience. We establish the value of taking a multidimensional approach in future research and provide practical implications for managers seeking to maximize the well-being and performance of overqualified workers.

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