作为主动行为和职业成功的决定因素的认知资历过高:作为调节者的成就需求

IF 2.3 Q3 BUSINESS
S. Aslam, M. Shahid, A. Sattar
{"title":"作为主动行为和职业成功的决定因素的认知资历过高:作为调节者的成就需求","authors":"S. Aslam, M. Shahid, A. Sattar","doi":"10.52633/jemi.v4i1.152","DOIUrl":null,"url":null,"abstract":"Recent studies show the importance of overqualification for the career success of professionals. Drawing on relative deprivation and person-environment fit theory and with a  focus on career success perspective, we examined the effect of perceived overqualification on career success via proactive behaviour and relative deprivation, and how the need for achievement moderates the relationship between perceived overqualification and proactive behaviour and relative deprivation. The study collected data in three waves using time lagged design from the top universities of Lahore and Faisalabad, Pakistan. In the first set of surveys, 456 questionnaires were returned, yielding an 85.23 percent response rate. Three hundred eighty-two questionnaires were returned in the second round of surveys, yielding an 83.77 percent response rate. In the third round of surveys, 318 questionnaires were received, accounting for 83.25 percent of the total. so a total of 318 questionnaires were selected for analysis. The study found that perceived overqualification was found to have a positive relationship with career success. Proactive behaviour and relative deprivation mediate between overqualification and career success. Moreover, the findings suggest that a high need for achievement strengthens the positive relationship between perceived overqualifications and proactive behaviour, whereas a high need for achievement weakens the relation between perceived overqualification and relative deprivation. These findings show that employees high on need for achievement will show more proactive behaviour with overqualification and low relative deprivation. The findings suggest many theoretical as well as practical implications for managers to reduce overqualification perceptions of employees in an organizational context. The managerial implications are also discussed in the end.","PeriodicalId":44596,"journal":{"name":"Journal of Entrepreneurship Management and Innovation","volume":"6 1","pages":""},"PeriodicalIF":2.3000,"publicationDate":"2022-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"3","resultStr":"{\"title\":\"Perceived Overqualification as a Determinant of Proactive Behavior and Career Success: The Need for Achievement as a Moderator\",\"authors\":\"S. Aslam, M. Shahid, A. Sattar\",\"doi\":\"10.52633/jemi.v4i1.152\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"Recent studies show the importance of overqualification for the career success of professionals. Drawing on relative deprivation and person-environment fit theory and with a  focus on career success perspective, we examined the effect of perceived overqualification on career success via proactive behaviour and relative deprivation, and how the need for achievement moderates the relationship between perceived overqualification and proactive behaviour and relative deprivation. The study collected data in three waves using time lagged design from the top universities of Lahore and Faisalabad, Pakistan. In the first set of surveys, 456 questionnaires were returned, yielding an 85.23 percent response rate. Three hundred eighty-two questionnaires were returned in the second round of surveys, yielding an 83.77 percent response rate. In the third round of surveys, 318 questionnaires were received, accounting for 83.25 percent of the total. so a total of 318 questionnaires were selected for analysis. The study found that perceived overqualification was found to have a positive relationship with career success. Proactive behaviour and relative deprivation mediate between overqualification and career success. Moreover, the findings suggest that a high need for achievement strengthens the positive relationship between perceived overqualifications and proactive behaviour, whereas a high need for achievement weakens the relation between perceived overqualification and relative deprivation. These findings show that employees high on need for achievement will show more proactive behaviour with overqualification and low relative deprivation. The findings suggest many theoretical as well as practical implications for managers to reduce overqualification perceptions of employees in an organizational context. The managerial implications are also discussed in the end.\",\"PeriodicalId\":44596,\"journal\":{\"name\":\"Journal of Entrepreneurship Management and Innovation\",\"volume\":\"6 1\",\"pages\":\"\"},\"PeriodicalIF\":2.3000,\"publicationDate\":\"2022-02-21\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"3\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Entrepreneurship Management and Innovation\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.52633/jemi.v4i1.152\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q3\",\"JCRName\":\"BUSINESS\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Entrepreneurship Management and Innovation","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.52633/jemi.v4i1.152","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"BUSINESS","Score":null,"Total":0}
引用次数: 3

摘要

最近的研究表明,资历过高对专业人士的职业成功很重要。基于相对剥夺理论和人-环境契合理论,本研究从职业成功的角度出发,通过主动行为和相对剥夺,考察了资历感知过高对职业成功的影响,以及成就需求如何调节资历感知过高与主动行为和相对剥夺之间的关系。该研究采用时间滞后设计从巴基斯坦拉合尔和费萨拉巴德的顶尖大学分三波收集数据。第一组调查共回收问卷456份,回复率85.23%。在第二轮调查中,共收到382份问卷,回复率为83.77%。第三轮调查共收到318份问卷,占问卷总数的83.25%。因此,共选取318份问卷进行分析。研究发现,被认为资历过高与职业成功呈正相关。主动行为和相对剥夺在资历过高和事业成功之间起中介作用。此外,研究结果表明,对成就的高度需求加强了感知到的资历过高和主动行为之间的正相关关系,而对成就的高度需求削弱了感知到的资历过高和相对剥夺之间的关系。这些发现表明,成就需求高的员工在资历过高和相对剥夺程度低的情况下会表现出更积极的行为。研究结果为管理者在组织环境中减少员工资历过高的看法提供了许多理论和实践意义。最后还讨论了管理意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Perceived Overqualification as a Determinant of Proactive Behavior and Career Success: The Need for Achievement as a Moderator
Recent studies show the importance of overqualification for the career success of professionals. Drawing on relative deprivation and person-environment fit theory and with a  focus on career success perspective, we examined the effect of perceived overqualification on career success via proactive behaviour and relative deprivation, and how the need for achievement moderates the relationship between perceived overqualification and proactive behaviour and relative deprivation. The study collected data in three waves using time lagged design from the top universities of Lahore and Faisalabad, Pakistan. In the first set of surveys, 456 questionnaires were returned, yielding an 85.23 percent response rate. Three hundred eighty-two questionnaires were returned in the second round of surveys, yielding an 83.77 percent response rate. In the third round of surveys, 318 questionnaires were received, accounting for 83.25 percent of the total. so a total of 318 questionnaires were selected for analysis. The study found that perceived overqualification was found to have a positive relationship with career success. Proactive behaviour and relative deprivation mediate between overqualification and career success. Moreover, the findings suggest that a high need for achievement strengthens the positive relationship between perceived overqualifications and proactive behaviour, whereas a high need for achievement weakens the relation between perceived overqualification and relative deprivation. These findings show that employees high on need for achievement will show more proactive behaviour with overqualification and low relative deprivation. The findings suggest many theoretical as well as practical implications for managers to reduce overqualification perceptions of employees in an organizational context. The managerial implications are also discussed in the end.
求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
CiteScore
4.70
自引率
5.60%
发文量
20
审稿时长
48 weeks
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信