Topic 2 - Job Satisfaction Flashcards
What is overqualification?
A situation where the individual has surplus skills, knowledge, abilities, education, experience and other qualifications that are not required by or utilised on the job.
What is objective overqualification
From the perspective of the employer, comparing an individual’s qualifications with job requirements.
What is subjective overqualification
From the perspective of the employee, they perceive they are overqualified for the job
What is the link between subjective and objective over qualification?
They are linked but not identical i.e. 2 employees doing the same job with the same qualifications may have different perspectives concerning overqualification.
What is relative deprivation theory?
When individuals feel they want an outcome and feel entitled to an outcome to which similar others have access to but they are unable to get it, they will feel deprived. Relative deprivation theory may indicate overqualified employees may not feel as satisfied in their work as they are doing a job in which they perceive they are overqualified for.
What is equity theory?
Equity theory is when employees engage in input/output comparisons to determine their sense of fairness. When inputs (i.e. qualifications, skills, experience) do not match outcomes, individuals will develop a sense of unfairness. This perceived over qualification may result in employees either changing their perceptions of the situation, or taking action such as reducing their performance
What is person-job misfit?
Person-job misfit is a situation where ones skills and abilities do not match job requirements. This leads to poorer performance and job attitudes.
How does over qualification impact job attitudes?
Overqualification tends to lead to more negative job attitudes and decreased job satisfaction. Overqualified employees may have lower org commitment and turnover intentions but these findings are inconsistent in the literature.
Employees may take a job where they are overqualified and get a deep sense of satisfaction for it if the job fits well with their values and interests.
Work-life balance may also increase job satisfaction.
How does over qualification impact job performance?
Overqualified employees make make valuable contributions to the organisation that go beyond the existing requirements of their jobs.
Overqualified employees may be prime candidates for future roles (i.e. leadership roles). This may motivate employees to perform better.
There is some literature which suggests overqualified employees may perform their jobs better than their less qualified coworkers. Overqualification is negatively related to self-rated performance, suggesting overqualified employees see themselves as underperforming. Perceived qualification has been found to have positive effects on job performance when peer, supervisor or objective ratings are used.
Overqualified employees may make valuable contributions to their orgs. They may be successful when they are motivated to use their qualifications to enrich their jobs. Contextual factors play an important role.
Essay structure
What is overqualification
Objective vs subjective overqualification
Relative deprivation theory
Equity theory
Person-job misfit
Impact on job satisfaction
- generally linked to negative attitudes
- job satisfaction when values and interests align with job
- work-life balance may increase
Impact on job performance
- employees may make valuable contributions beyond existing requirements
- may be future leadership roles
- overqualified perform better - self-rated vs peer rated
- motivation is important
What does the literature say?
Lobene et al. (2015) undertook a quantitative study and found that subjective over qualification resulted in negative work attitudes, such as job satisfaction and turnover intention. These attitudes did not result in changes of behaviours and supervisors were unable to tell an employee was dissatisfied.
The overqualification literature is inconsistent in its findings, mainly due to the need for the contextual environment to be considered (Hu et al., 2015). For example, Alfes (2013) found that when an employee was in a team where everyone was overqualified for the job, they had better performance than if they were in a team where they were the only person overqualified.
