Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects
In response to the call to investigate the positive side of overqualification, we drew on the job crafting perspective to theorize that overqualified employees can proactively regulate the discrepancies between their actual and ideal jobs via two different job crafting strategies: job crafting towar...
| Main Authors: | , , , |
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| Format: | Journal Article |
| Published: |
2021
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| Online Access: | http://purl.org/au-research/grants/arc/FL160100033 http://hdl.handle.net/20.500.11937/83387 |
| _version_ | 1848764578219950080 |
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| author | Zhang, Fangfang Wang, Bin Qian, J. Parker, Sharon |
| author_facet | Zhang, Fangfang Wang, Bin Qian, J. Parker, Sharon |
| author_sort | Zhang, Fangfang |
| building | Curtin Institutional Repository |
| collection | Online Access |
| description | In response to the call to investigate the positive side of overqualification, we drew on the job crafting perspective to theorize that overqualified employees can proactively regulate the discrepancies between their actual and ideal jobs via two different job crafting strategies: job crafting towards strengths (JC-strengths) and job crafting towards interests (JC-interests). We expected distinct positive outcomes for JC-strengths and JC-interests. Specifically, JC-strengths benefits both overqualified employees and the organization, whereas JC-interests only benefits the individual employees. We further proposed that the relationship between perceived overqualification and JC-strengths will be stronger when employees' organizational identification is higher, whereas the relationship between perceived overqualification and JC-interests will be stronger when their identification with the organization is lower. As expected, with the use of two-wave and dual-source data from 653 employees, we found that perceived overqualification was positively related to both JC-strengths and JC-interests; JC-strengths was positively related to both vitality and supervisor-rated task performance, whereas JC-interests was only positively related to vitality. We also found that the relationship between perceived overqualification and JC-strengths was moderated by organizational identification as hypothesized. |
| first_indexed | 2025-11-14T11:21:35Z |
| format | Journal Article |
| id | curtin-20.500.11937-83387 |
| institution | Curtin University Malaysia |
| institution_category | Local University |
| last_indexed | 2025-11-14T11:21:35Z |
| publishDate | 2021 |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | curtin-20.500.11937-833872023-06-26T01:40:12Z Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects Zhang, Fangfang Wang, Bin Qian, J. Parker, Sharon In response to the call to investigate the positive side of overqualification, we drew on the job crafting perspective to theorize that overqualified employees can proactively regulate the discrepancies between their actual and ideal jobs via two different job crafting strategies: job crafting towards strengths (JC-strengths) and job crafting towards interests (JC-interests). We expected distinct positive outcomes for JC-strengths and JC-interests. Specifically, JC-strengths benefits both overqualified employees and the organization, whereas JC-interests only benefits the individual employees. We further proposed that the relationship between perceived overqualification and JC-strengths will be stronger when employees' organizational identification is higher, whereas the relationship between perceived overqualification and JC-interests will be stronger when their identification with the organization is lower. As expected, with the use of two-wave and dual-source data from 653 employees, we found that perceived overqualification was positively related to both JC-strengths and JC-interests; JC-strengths was positively related to both vitality and supervisor-rated task performance, whereas JC-interests was only positively related to vitality. We also found that the relationship between perceived overqualification and JC-strengths was moderated by organizational identification as hypothesized. 2021 Journal Article http://hdl.handle.net/20.500.11937/83387 10.1002/job.2517 http://purl.org/au-research/grants/arc/FL160100033 fulltext |
| spellingShingle | Zhang, Fangfang Wang, Bin Qian, J. Parker, Sharon Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects |
| title | Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects |
| title_full | Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects |
| title_fullStr | Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects |
| title_full_unstemmed | Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects |
| title_short | Job crafting towards strengths and job crafting towards interests in overqualified employees: Different outcomes and boundary effects |
| title_sort | job crafting towards strengths and job crafting towards interests in overqualified employees: different outcomes and boundary effects |
| url | http://purl.org/au-research/grants/arc/FL160100033 http://hdl.handle.net/20.500.11937/83387 |