Md. Kafil Uddin , Mohammad Tahlil Azim , Mohammed Rafiqul Islam
{"title":"资历过高对工作绩效的影响:调节者和调解员的影响","authors":"Md. Kafil Uddin , Mohammad Tahlil Azim , Mohammed Rafiqul Islam","doi":"10.1016/j.apmrv.2022.10.005","DOIUrl":null,"url":null,"abstract":"<div><p>This cross-sectional quantitative study explores the influence of perceived overqualification (POQ) on work performance (WP) with the mediating effect of job crafting (JC) and the moderating effect of perceived organizational support (POS). Data were collected from a sample of 276 female corporate executives working in different organizations in Bangladesh. SPSS version 25 was used to analyze the demographic information. The relationships among the constructs were determined through regression analysis. Mediating and moderating effects are explained using Hayes’ SPSS Model 4 and Model 1 process macro, respectively. The results show that POQ has a negative influence on the WP of female corporate employees in Bangladesh. Moreover, JC has a mediating effect on the overqualification and WP relationship, whereas POS did not show a substantial moderating effect on the relationship between POQ and JC. We suggest that human resource managers should be cautious before employing overqualified employees and look for avenues to take advantage of the overqualified employees through empowerment, delegation, recognition, flexibility, and family-friendly policies. Given the mixed evidence of the effect of POQ on employee attitudes and behavior, it attempts to verify the POQ–work performance relationship through JC, which is an unexplored avenue of research. Furthermore, exploring the moderating role of POS in the POQ–work performance connection is a novel endeavor.</p></div>","PeriodicalId":46001,"journal":{"name":"Asia Pacific Management Review","volume":"28 3","pages":"Pages 276-286"},"PeriodicalIF":5.5000,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"2","resultStr":"{\"title\":\"Effect of perceived overqualification on work performance: Influence of moderator and mediator\",\"authors\":\"Md. Kafil Uddin , Mohammad Tahlil Azim , Mohammed Rafiqul Islam\",\"doi\":\"10.1016/j.apmrv.2022.10.005\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><p>This cross-sectional quantitative study explores the influence of perceived overqualification (POQ) on work performance (WP) with the mediating effect of job crafting (JC) and the moderating effect of perceived organizational support (POS). Data were collected from a sample of 276 female corporate executives working in different organizations in Bangladesh. SPSS version 25 was used to analyze the demographic information. The relationships among the constructs were determined through regression analysis. Mediating and moderating effects are explained using Hayes’ SPSS Model 4 and Model 1 process macro, respectively. The results show that POQ has a negative influence on the WP of female corporate employees in Bangladesh. Moreover, JC has a mediating effect on the overqualification and WP relationship, whereas POS did not show a substantial moderating effect on the relationship between POQ and JC. We suggest that human resource managers should be cautious before employing overqualified employees and look for avenues to take advantage of the overqualified employees through empowerment, delegation, recognition, flexibility, and family-friendly policies. Given the mixed evidence of the effect of POQ on employee attitudes and behavior, it attempts to verify the POQ–work performance relationship through JC, which is an unexplored avenue of research. Furthermore, exploring the moderating role of POS in the POQ–work performance connection is a novel endeavor.</p></div>\",\"PeriodicalId\":46001,\"journal\":{\"name\":\"Asia Pacific Management Review\",\"volume\":\"28 3\",\"pages\":\"Pages 276-286\"},\"PeriodicalIF\":5.5000,\"publicationDate\":\"2023-09-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"2\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Asia Pacific Management Review\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S1029313222000471\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Asia Pacific Management Review","FirstCategoryId":"1085","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S1029313222000471","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
Effect of perceived overqualification on work performance: Influence of moderator and mediator
This cross-sectional quantitative study explores the influence of perceived overqualification (POQ) on work performance (WP) with the mediating effect of job crafting (JC) and the moderating effect of perceived organizational support (POS). Data were collected from a sample of 276 female corporate executives working in different organizations in Bangladesh. SPSS version 25 was used to analyze the demographic information. The relationships among the constructs were determined through regression analysis. Mediating and moderating effects are explained using Hayes’ SPSS Model 4 and Model 1 process macro, respectively. The results show that POQ has a negative influence on the WP of female corporate employees in Bangladesh. Moreover, JC has a mediating effect on the overqualification and WP relationship, whereas POS did not show a substantial moderating effect on the relationship between POQ and JC. We suggest that human resource managers should be cautious before employing overqualified employees and look for avenues to take advantage of the overqualified employees through empowerment, delegation, recognition, flexibility, and family-friendly policies. Given the mixed evidence of the effect of POQ on employee attitudes and behavior, it attempts to verify the POQ–work performance relationship through JC, which is an unexplored avenue of research. Furthermore, exploring the moderating role of POS in the POQ–work performance connection is a novel endeavor.
期刊介绍:
Asia Pacific Management Review (APMR), peer-reviewed and published quarterly, pursues to publish original and high quality research articles and notes that contribute to build empirical and theoretical understanding for concerning strategy and management aspects in business and activities. Meanwhile, we also seek to publish short communications and opinions addressing issues of current concern to managers in regards to within and between the Asia-Pacific region. The covered domains but not limited to, such as accounting, finance, marketing, decision analysis and operation management, human resource management, information management, international business management, logistic and supply chain management, quantitative and research methods, strategic and business management, and tourism management, are suitable for publication in the APMR.