Algılanan Aşırı Nitelikliliğin İş Performansı Üzerindeki Etkisi: Dışsal Prestij Algısının Düzenleyici Rolü

Year 2024, , 414 - 438, 24.09.2024

Burcu Toker , Durdu Mehmet Biçkes

https://doi.org/10.17065/huniibf.1389811

Abstract

Aşırı niteliklilik algısının birçok bireysel, örgütsel ve toplumsal sonuçlarının bulunması kavramın disiplinler arası çalışmalara konu olması sonucunu doğurmuştur. Literatür incelemesinde aşırı niteliklilik, görev performansı, bağlamsal performans ve dışsal prestij algısını birlikte ele alan sınırlı sayıda çalışmanın bulunduğu görülmüştür. Çalışmanın amacı, algılanan aşırı nitelikliliğin iş performansı üzerindeki etkisinde dışsal prestij algısının düzenleyici rolünü test etmektir. Çalışmanın örneklem çerçevesini, Kayseri’deki özel okullarda çalışan öğretmenler oluşmaktadır. Değişkenler arasındaki ilişki regresyon metodu ile test edilirken düzenleyici etki “PROCESS 3.2” prosedürü kullanılarak analiz edilmiştir. Analizler, algılanan aşırı nitelikliliğin görev performansını ve bağlamsal performansı pozitif yönde etkilediğini, ayrıca dışsal prestij algısının, algılanan aşırı nitelikliliğin görev performansı üzerindeki etkisinde düzenleyici role sahip olduğunu ortaya koymuştur. Çalışmanın son kısmında, araştırmanın sınırlılıklarına değinilmiş, gelecekte konu üzerinde çalışma yapacak olan araştırmacılara ve eğitim sektörü çalışanlarına ve yöneticilerine yönelik çeşitli öneriler aktarılmıştır.

Keywords

Algılanan aşırı niteliklilik, İş performansı, Görev performansı, Bağlamsal performans, Dışsal prestij algısı.

References

• Adams, J. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology. New York: Academic Press.
• Akbıyık, B.Ü. (2015). Perceived overqualification and task performance in hospitality sector: The moderating effect of perceived job alternatives. Journal of Tourism Theory and Research, 2(1), 19-29.
• Al, B. (2023). Yönetim biliminin uluslararası ve Cumhuriyet dönemi Türkiye’sinde tarihsel evrimi: Karşılaştırmalı analiz. Akademik Hassasiyetler, 10 (Cumhuriyet Özel), 1-29.
• Alagöz, İ. (2016). Bölünmüş işgücü piyasası bağlamında özel okullardaki öğretmenlerin sorunları [Yayımlanmamış Yüksek Lisans Tezi]. Ankara Üniversitesi.
• Alfes, K. (2013). Perceived overqualification and performance. The role of the peergroup. German Journal of Human Resource Management, 27(4), 314-330. https://doi.org/ 10.1177/239700221302700403
• Allan, P. (1990). Looking for work after forty: Job search experiences of older unemployed managers and professionals. Journal of Employment Counseling, 27(3), 113–121. https://doi.org/10.1002/j.2161-1920.1990. tb00370.x
• Aslam, S., Shahid, MN., & Sattar, A. (2022). Perceived Overqualification as a Determinant of Proactive Behavior and Career Success: The Need for Achievement as a Moderator. Journal of Entrepreneurship, Management, and Innovation, 4(1), 167-187. https://doi.org/10.52633/jemi.v4i1.152
• Becker, G.S. (1964). Human capital. University of Chicago Press. Chicago.
• Berger, J., Conner, TL., & Fisek, M.F. (1974). Expectation states theory: A theoretical research program. MA: Winthrop.
• Bills, D.B. (1992). The mutability of educational credentials as hiring criteria: How employers evaluate atypically highly credentialed job candidates. Work and Occupations, 19(1), 79-95. https://doi.org/10.1177/ 0730888492019001005
• Bolino, M.C., & Feldman, D.C. (2000). The antecedents and consequences of underemployment among expatriates. Journal of Organizational Behavior, 21(8), 889-911. https://doi.org/10.1002/1099-1379(200012)
• Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human performance, 10(2), 99-109. https://doi.org/10.1207/s15327043hup1002_3
• Borman, W.C., & Motowidlo, S.M. (1993). Expanding the criterion domain to include elements of contextual performance. CA: Jossey-Bass.
• Brewer, M.B., Manzi, J.M., & Shaw, J.S. (1993). In-group identification as a function of depersonalization, distinctiveness, and status. Psychological Science, 4(2), 88-92. https://doi.org/10.1111/j.1467-9280.1993.tb00466.x Brown, P., Ashton, D., Lauder, H., & Tholen, G. (2008). Towards a high-skilled, low-waged workforce? A review of global trends in education, employment and the labour market. Monograph No. 10, SKOPE Publications.
• Burris, B.H. (1983). The human effects of underemployment. Social Problems, 31(1), 96-110. https://doi.org/10.2307/800412
• Buyukgoze-Kavas, A., Allan, B. A., Turan, M., & Kirazci, F. (2021). Context and validation of the subjective underemployment scale among Turkish employees. Journal of Career Assessment, 29(2), 283-302. https://doi.org/10.1177/1069072720961542
• Byrne, B.M. (2016). Structural equation modeling with amos: Basic concepts, applications, and programming. New York: Routledge.
• Carmeli, A. (2004). The link between organizational elements, perceived external prestige and performance. Corporate Reputation Review, 6(4), 314-331. https://doi.org/10.1057/palgrave.crr.1540002
• Carmeli, A. (2005). Perceived external prestige, affective commitment, and citizenship behaviors. Organization Studies, 26(3), 443-464. https://doi.org/10.1177/0170840605050875
• Carmeli, A., & Freund, A. (2009). Linking perceived external prestige and intentions to leave the organization: The mediating role of job satisfaction and affective commitment. Journal of Social Service Research, 35(3), 236-250. https://doi/abs/10.1080/01488370902900873
• Crosby, F. (1976). A model of egoistical relative deprivation. Psychological Review, 83(2), 85-113. https://doi.org/10.1037/0033-295X.83.2.85
• Culbertson, S.S., Mills, M.J., & Huffman, A.H. (2011). Implications of overqualification for work–family conflict: Bringing too much to the table?. Industrial and Organizational Psychology, 4(2), 252-255. https://doi.org/10.1111/j.1754-9434.2011.01337.x
• Demir, M., Dalgıç, A., & Yaşar, E. (2022). How perceived overqualification affects task performance and proactive behavior: The role of digital competencies and job crafting. International Journal of Hospitality & Tourism Administration, 1-23. https://doi.org/10.1080/15256480.2022.2135665
• Diamantopoulos, A., & Siguaw, J. (2000). Introducing statistical methods: Introducing LISREL. SAGE Publications.
• Dutton, J. E., Dukerich, J.M., & Harquail, C.V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39(2), 239-263. https://doi.org/10.2307/ 2393235
• Dutton, J.E., & Dukerich, J.M. (1991). Keeping an eye on the mirror: Image and identity in organizational adaptation. Academy 0f Management Journal, 34(3), 517- 554. https://doi.org/10.5465/256405
• Erdogan, B., & Bauer, T.N. (2009). Perceived overqualification and its outcomes: The moderating role of empowerment. Journal of Applied Psychology, 94(2), 557-565. https://doi.org/ 10.1037/a0013528
• Erdogan, B., Bauer, T.N., & Karaeminogullari, A. (2017). Overqualification in the workplace. Oxford University Press. NewYork.
• Erdogan, B., Bauer, T.N., Peiró, JM., & Truxillo, D. M. (2011). Overqualified employees: Making the best of a potentially bad situation for individuals and organizations. Industrial and Organizational Psychology, 4(2), 215-232. https://doi.org/10.1111/j.1754-9434.2011. 01330.x
• Feldman, D.C. (1996). The nature, antecedents and consequences of underemployment. Journal of Management, 22(3), 385-407. https://doi.org/10.1016/S0149-2063(96)90030-6
• Field, A. (2000). Discovering Statistics Using SPSS for Windows. Thousand Oaks. London.
• Fine, S., & Nevo, B. (2008). Too smart for their own good? A study of perceived cognitive overqualification in the workforce. The International Journal of Human Resource Management, 19(2), 346-355. https://doi.org/10.1080/09585190701799937
• Fornell, C., & Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.1177/002224378101800104
• Frank, R.H. (1978). Why women earn less: The theory and estimation of differential overqualification. The American Economic Review, 68(3), 360-373.
• Freeman, R. (1976). The Overeducated American. Academic Press. New York.
• Frei, C., & Sousa-Poza, A. (2012). Overqualification: permanent or transitory?. Applied Economics, 44(14), 1837-1847. https://doi.org/10.1080/00036846.2011.54380
• Fuller, J. B., Hester, K., Barnett, T., & Relyea, L. F. C. (2006). Perceived organizational support and perceived external prestige: Predicting organizational attachment for university faculty, staff, and administrators. The Journal of Social Psychology, 146(3), 327-347. https://doi.org/10.3200/SOCP.146.3.327-347
• Gaudêncio, P., Coelho, A., & Ribeiro, N. (2019). Impact of CSR perceptions on workers' innovative behaviour: Exploring the social exchange process and the role of perceived external prestige. World Review of Entrepreneurship, Management and Sustainable Development, 15(1-2), 151-173. https://doi/abs/10.1504/WREMSD.2019.098483
• Gkorezis, P., Erdogan, B., Xanthopoulou, D., & Bellou, V. (2019). Implications of perceived overqualification for employee's close social ties: The moderating role of external organizational prestige. Journal of Vocational Behavior, 115, 103335. https://doi.org/10.1016/j.jvb.2019.103335
• Goodman, SA., & Svyantek, D.J. (1999). Person–organization fit and contextual performance: Do shared values matter. Journal of Vocational Behavior, 55(2), 254-275. https://doi.org/10.1006/jvbe.1998.1682
• Gökçe, A. (2023). Review of unemployment anxiety levels of universıty students within the context of attribution theory. In H. Babacan & M. Gürsoy (eds.), Recent Advances in Humanities and Social Sciences (pp. 1-16). Livre De Lyon.
• Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9-22. https://doi.org/10.5465/amr.1987.4306437
• Greenslade, J.H., & Jimmieson, N.L. (2007). Distinguishing between task and contextual performance for nurses: Development of a job performance scale. Journal of Advanced Nursing, 58(6), 602-611. https://doi.org/10.1111/j.1365-2648.2007.04256.x
• Güleryüz, E. (2010). Öncülleri ve sonuçları bağlamında örgütsel özdeşimin örgütsel bağlılığın duygusal bağlılık boyutuyla ilişkisi. (Yayımlanmamış Doktora Tezi). Hacettepe Üniversitesi Sosyal Bilimler Enstitüsü, Ankara.
• Güriş, S., & Astar, M. (2015). Bilimsel araştırmalarda SPSS ile istatistik. Der Yayınları. İstanbul.
• Hair, J. F., Black, W.C., Babin, B.J., & Anderson, R.E. (2013). Multivariate data analysis. Essex: Pearson Education Limited.
• Hammond, S.A., & Slocum, J.W. (1996). The impact of prior firm financial performance on subsequent corporate reputation. Journal of Business Ethics, 15(2), 159-165. https://doi.org/ 10.1007/BF00705584
• He, J., & Zhou, M. (2023). How overqualification, work alienation, and employment relationship atmosphere affect employees' turnover intention. Social Behavior & Personality: An International Journal, 51(6) 1-9. https://doi.org/10.224/sbp.12368
• Herrbach, O., Mignonac, K., & Gatignon, A. L. (2004). Exploring the role of perceived external prestige in managers' turnover intentions. The International Journal of Human Resource Management, 15(8), 1390-1407. https://doi.org/10.1080/0958519042000257995
• Hu, J., Erdogan, B., Bauer, T. N., Jiang, K., Liu, S., & Li, Y. (2015). There are lots of big fish in this pond: The role of peer overqualification on task significance, perceived fit, and performance for overqualified employees. Journal of Applied Psychology, 100(4), 1228. https://doi.org/10.1037/apl0000008
• Johnson, GJ., & Johnson, W.R. (1996). Perceived overqualification and psychological well-being. The Journal of Social Psychology, 136(4), 435-445. https://doi.org/10.1080/ 00224545.1996.9714025
• Johnson, GJ., & Johnson, W.R. (1997). Perceived overqualification, emotional support, and health. Journal of Applied Social Psychology, 27(21), 1906-1918. https://doi.org/10.1111/ j.1559-1816.1997.tb01631.x
• Johnson, W. R., Morrow, PC., & Johnson, G.J. (2002). An evaluation of a perceived overqualification scale across work settings. The Journal of Psychology, 136(4), 425-441. https://doi.org/10.1080/00223980209604169
• Kaiser, H.F. (1974). An index of factorial simplicity. Psychometrika, 39, 31-36. https://doi.org/10.1007/BF02291575 Karacaoğlu, K., & Arslan, M. (2019). Algılanan aşırı niteliklilik ve iş tatmini ilişkisinde iyimserliğin aracı rolü: istifa eden veya erken emekli olan subaylar üzerine bir araştırma. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 33(1), 107-136.
• Kır, A., & Akçakanat, T. (2021). Algılanan aşırı niteliklilik: Kavramsal bir değerlendirme. Süleyman Demirel Üniversitesi Vizyoner Dergisi, 12(31), 1002-1015. https://doi:10.21076/vizyoner.833581
• King, WL., & Hautaluoma, J. E. (1987). Comparison of job satisfaction, life satisfaction, and performance of overeducated and other workers. The Journal of Social Psychology, 127(5), 421-433. https://doi.org/10.1080/ 00224545.1987.9713727
• Kline, R.B. (2016). Principles and practice of structural equation modeling (4th ed.). Guilford Press. New York.
• Kurnaz, I. (2015). İşgücü piyasasında nitelik uyumsuzluğu: Düşük nitelikli işlerde yüksek nitelikli işgücü. Siyaset, Ekonomi Ve Yönetim Araştırmaları Dergisi 16. Çalışma Ekonomisi ve Endüstri Kongresi, 83-121.
• Lee, A., Erdogan, B., Tian, A., Willis, S., & Cao, J. (2021). Perceived overqualification and task performance: Reconciling two opposing pathways. Journal of Occupational and Organizational Psychology, 94(1), 80-106. https://doi.org/10.1111/joop.12323
• Lee, H. M., Chou, M.J., & Wu, H.T. (2016). The measurement of perceived overqualification and the relationships among perceived overqualification, psychological empowerment, job satisfaction of private kindergarten teachers. European Journal of Research in Social Sciences, 4(8), 1-15.
• Li, Y., Wu, M., Li, N., & Zhang, M. (2019). Dual relational model of perceived overqualification: Employee's self-concept and task performance. International Journal of Selection and Assessment, 27(4), 381- 391. https://doi.org/10.1111/ijsa.12261
• Lin, XJ., & Chung, S.J. (2020). A Study on the Influence of Perceived Over Qualification on Boundary Spanning Behavior and Job Performance. Journal of the Korea Society of Computer and Information, 25(10), 135-142. https://doi.org/10.9708/jksci.2020.25.10. 135
• Liu, S., & Wang, M. (2012). Perceived overqualification: A review and recommendations for research and practice. Research in Occupational Stress and Wellbeing, 10(1), 1-42. https://doi.org/0.1108/S1479-3555(2012) 0000010005
• Lobene, EV., & Meade, A.W. (2013). The effects of career calling and perceived overqualification on work outcomes for primary and secondary school teachers. Journal of Career Development, 40(6), 508-530. https://doi.org/10.1177/0894845313495512
• Ma, C., Lin, X., & Wei, W. (2020). Linking perceived overqualification with task performance and proactivity? An examination from self-concept-based perspective. Journal of Business Research, 118, 199-209. https://doi.org/10.1016/j.jbusres.2020.06.041 Mael, F., & Ashforth, B.E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of organizational Behavior, 13(2), 103-123. https://doi.org/10.1002/job.4030130202
• March, JG., & Simon, H.A. (1958). Organizations. John Wiley & Sons. New York.
• Maynard, D. C., Joseph, T.A., & Maynard, A.M. (2006). Underemployment, job attitudes, and turnover intentions. Journal of Organizational Behavior, 27(4), 509-536. https://doi.org/10.1002/job.389
• Maynard, D.C., & Hakel, M.D. (1999). Managerial perceptions of over-qualification in the selection process. Paper presented at the 14th Annual Conference of the Society for Industrial and Organizational Psychology (SIOP), 1-7 April Atlanta.
• Maynard, D.C., & Parfyonova, N.M. (2013). Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values. Journal of Occupational and Organizational Psychology, 86(3), 435-455. https://doi.org/10.1111/joop.12006
• McGuire, J., Sundgren, A., & Schneeweiss, T. (1988). Corporate social responsibility and firm financial performance. Academy of Management Journal, 31(4), 854–872. https://doi.org/10.5465/256342
• Mignonac, K., Herrbach, O., & Guerrero, S. (2006). A matter of prestige? Examining the role of perceived organizational image in turnover intentions of key people. Journal of Vocational Behavior, 69(3), 477-493.
• Motowildo, S. J., Borman, W.C., & Schmit, M.J. (1997). A theory of individual differences in task and contextual performance. Human Performance, 10(2), 71-83. https://doi.org/10.1207/s15327043hup1002_3
• Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric the ory (3rd ed.). New York, NY: McGraw-Hill.
• Özdevecioğlu, M., Harmancı, YK., & Dedeoğlu, T. (2015). The effect of perceived overqualification on employee performance: The mediating role of neuroticism. In Symposium paper presented at the 20. IAMB Conference, Ekim 21-22 (ss. 1-11) İstanbul.
• Piotrowska, M. (2022). Job attributes affect the relationship between perceived overqualification and retention. Future Business Journal, 8(1), 38. https://doi.org/10.1186/s43093-022-00147-3
• Rich, B. L., Lepine, J.A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635. https://doi.org/10.5465/amj.2010.51468988
• Roberts, P.W., & Dowling, G.R. (1997). The value of a firm’s corporate reputation: How reputation helps attain and sustain superior profitability. Corporate Reputation Review, 1(1), 72-76.
• Rotundo, M., & Sackett, P.R. (2002). The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. Journal of Applied Psychology, 87(1), 66-80. https://doi.org/10.1037/0021-9010.87.1.66
• Schermelleh-Engel, K., Moosbrugger, H., & Müller, H. (2003). Evaluating the fit of structural equation models: Tests of significance and descriptive goodness-of-fit measures. Methods of Psychological Research Online, 8(2), 23-74.
• Schumacker, R.E., & Lomax, R.G. (2010). A beginner's guide to structural equation modeling. Routledge.
• Smidts, A., Pruyn, A.T.H., & Van Riel, C.B. (2001). The impact of employee communication and perceived external prestige on organizational identification. Academy of Management Journal, 44(5), 1051-1062. https://doi.org/10.5465/3069448
• Spence, M. (1978). Job market signaling. Quarterly Journal of Economics, 281-306. https://doi.org/10.1016/B978-0-12-214850-7.50025-5
• Tabachnick, B.G., & Fidell, L.S. (2015). Çok değişkenli istatistiklerin kullanımı. (Çev.: Baloğlu, M.). Nobel Yayın Dağıtım. Ankara.
• Tekin, M., Öztürk, D., & Sungur, K.P. (2020). Statü tüketiminin toplumsal sosyal kabul üzerine etkisi. The Journal of International Scientific Researches, 5(3), 267-274.
• Uddin, M. K., Azim, M.T., & Islam, M.R. (2023). Effect of perceived overqualification on work performance: influence of moderator and mediator. Asia Pacific Management Review, 28(3), 276-286. https://doi.org/10.1016/j.apmrv.2022.10.005
• Unger, J. M., Rauch, A., Frese, M., & Rosenbusch, N. (2011). Human capital and entrepreneurial success: A meta-analytical review. Journal of Business Venturing, 26(3), 341-358. https://doi.org/10.1016/j.jbusvent 2009.09.004
• Ural, A., & Kılıç, İ. (2018). Bilimsel araştırma süreci ve SPSS ile veri analizi. Detay Yayıncılık. Ankara.
• Ünsal Akbıyık, B.S. (2016). Algılanan aşırı nitelikliliğin iş performansına etkisi: Örgütsel desteğin biçimlendirici değişken rolü. Journal of International Social Research, 9(42), 1712-1720.
• Van Dijk, H., Shantz, A., & Alfes, K. (2020). Welcome to the bright side: Why, how, and when overqualification enhances performance. Human Resource Management Review, 30(2), 1-15. https://doi.org/10.1016/j.hrmr 2019.04.004
• Vittal, R. S., Mishra, S. K., & Varma, A. (2023). Direct and indirect effects of beneficiary contact and supervisor support on service performance: Does perceived external prestige matter?. British Journal of Management, 34(2), 648-663. https://doi: 10.1111/1467-8551.12606
• Wells, S. J. (2004). Too good to hire? HR Magazine, 49(10), 48-54.
• Wiegand, J. P. (2023). When overqualification turns dark: A moderated-mediation model of perceived overqualification, narcissism, frustration, and counterproductive work behavior. Personality and Individual Differences, 214, 112351. https://doi.org/10.1016/j.paid.2023.112351 Worchel, S., Rothgerber, H., Day, E A., Hart, D., & Butemeyer, J. (1998). Social identity and individual productivity within groups. British Journal of Social Psychology, 37(4), 389-413. https://doi.org/10.1111/j.2044-8309.1998.tb01181.x
• Yıldız, B., Özdemir, F., Habib, E., & Çakı, N. (2017). Aşırı nitelikliliğin işten ayrılma niyeti üzerindeki etkisinde kolektif şükranın moderator etkisi. Örgütsel Davranış Araştırmaları Dergisi, 2(2), 40-61.
• Zhang, L.N., Li, Y.M., & Cao, Y. (2017). The Relationship Study of Perceived Over qualification and Knowledge Sharing on Team Performance. In 3rd Annual 2017 International Conference on Management Science and Engineering (MSE 2017) 50, 229-233.
• Zheng, B., & Wang, Z. (2017). Perceived overqualification and its outcomes: The moderating role of organizational learning. Social Behavior and Personality: An International Journal, 45(10), 1675-1690. https://doi.org/10.2224/sbp.6349