Affiliations:
School of Management, Guizhou University, Guiyang, China
Correspondence:
[*]
Address for correspondence: Meirun Tang, School of Management, Guizhou University, Guiyang, China. E-mail: mrtang@gzu.edu.cn.
Abstract: BACKGROUND:Amidst the post-COVID-19 economic downturn and the expanding higher education landscape in China, employee employment challenges have given rise to the widespread overqualification issue. This phenomenon has attracted extensive attention and is prompting a need for an in-depth exploration of perceived overqualification. However, existing studies predominantly concentrate on its outcomes rather than antecedents, leaving a notable gap in understanding the influence mechanism between individual advantageous resources (e.g., job embeddedness, career adaptability) and overqualification, particularly in specific events such as career shocks. OBJECTIVE:This study aims to examine the interplay between employees’ career adaptability, job embeddedness, and the mediating role of relative deprivation in shaping perceived overqualification, particularly in the aftermath of career shocks. METHODS:A comprehensive analysis was conducted using data gathered from 339 questionnaire responses. Partial Least Square (PLS) path analysis, R’s necessary condition analysis (NCA), and the Random Forest (RF) algorithm were employed to scrutinize the relationships and identify critical factors influencing perceived overqualification. RESULTS:The findings indicate that after encountering career shocks, career adaptability and job embeddedness not only directly impact perceived overqualification but also exert their influence indirectly through the mediation of relative deprivation; Career adaptability, job embeddedness, and relative deprivation are necessary conditions for perceived overqualification, with relative deprivation having the most significant impact. CONCLUSIONS:Based on the results, focusing on the psychological changes of employees after suffering career shocks provides valuable guidance for managers in channelling the emotional and cognitive responses of their employees.
Keywords: Conservation of Resources Theory, Turnover Unfolding Model, Relative Deprivation, Career Shocks, Overqualification, Necessary Conditions Analysis
DOI: 10.3233/WOR-230587
Journal: Work, vol. 79, no. 4, pp. 1879-1893, 2024
