The organizational and personal consequences of the overqualified employee /
| Main Author: | |
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| Other Authors: | , , |
| Format: | Thesis Book |
| Language: | English |
| Published: |
1989.
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| Subjects: | |
| Online Access: | ProQuest, Abstract Link to OAKTrust copy |
| Abstract: | Overqualified employees are an enigma. Organizations discourage their employment, yet it has been estimated that up to 40% of the U.S. labor force is overqualified. Additionally, overqualification has been suggested as the cause of several serious problems for both the organization and the individual, but little empirical knowledge has been obtained. This study is designed to establish exactly what are the consequences of overqualification. Chapter 2 reviews the literature in regards to suggested causes and consequences of overqualification. From this review six hypotheses are developed regarding the suggested effects. Two hypotheses were also developed to test for possible variables moderating the overqualification/outcome relationships. Overqualification was divided into two constructs: overexposure and overeducation. Two techniques, one objective and one subjective, were used to measure both constructs. A survey was developed and administered to all line employees of an Indiana steel plant. Additional information on each employee was obtained from the personnel records. Multiple analysis of variance and moderated regression were used to test the hypotheses. The results indicated that overexposure had no effect on the dependent variables. The objective overeducated significantly lower scores on perceptions of skill variety, task significance, autonomy, job security, coworker satisfaction, supervision satisfaction, general satisfaction, growth satisfaction, and turnover propensity than the optimum employees. The subjective overeducated had significantly lower scores on perceptions of turnover propensity, general satisfaction, supervision satisfaction, and coworker satisfaction than the optimum employees. Both the perceived availability of other jobs, and the job utility were identified as moderators in some of the overqualified/outcome relationships. Chapter six presents a summary of the results. Additionally, several implications for management are identified. Implications for the research on overqualification are also discussed. Finally, potential future research topics for paradigm development are identified. |
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| Item Description: | Typescript (photocopy). Vita. "Major subject: Management." |
| Physical Description: | viii, 171 leaves : illustrations ; 29 cm |
| Bibliography: | Includes bibliographical references. |