Perceived overqualification (POQ), which refers to a situation wherein individuals possess more qualifications than those required by the job, has been commonplace in the world. Previous research on the effects of POQ on job performance (e.g., task performance and organizational citizenship behavior [OCB]) has been mixed and suggests the presence of moderators. However, little research has examined the possible moderators. Furthermore, research on the mechanisms linking POQ and outcomes is also scarce, limiting our understanding of how these differential effects occur.

In order to address these issues, I conducted a three-essay dissertation. In the first essay, I provide a comprehensive review of the POQ literature, including the definitions of POQ, theories in POQ research, and antecedents and outcomes of POQ. In addition, I review the methodological choices in POQ research. Finally, I propose several potential avenues for future POQ research.

In the second essay, I propose a theoretical model regarding the relationship between POQ and task performance drawing on transactional theory of stress, the challenge/hindrance stressor framework and social information processing theory. Specifically, I propose that POQ will influence task performance in two contrasting pathways. On the one hand, POQ will induce hindrance appraisal, which will lead to feelings of psychological entitlement, and thus decrease task performance. On the other hand, POQ will engender challenge appraisal, which will lead to elevated job self-efficacy, and thus increase task performance. I also expect supervisor justice rule adherence to moderate the hindrance pathway and leader humility to moderate the challenge pathway. To test these hypotheses, I collected multi-wave (3 time points) and multi-source (employees and supervisors) data from a sample of 291 employees with their 51 supervisors of a Chinese manufacturing company. I discuss the findings, strength and limitations and future directions of this study.

In the third essay, I propose a model to examine the relationship between POQ and OCB. Specifically, I propose that POQ will be positively related to OCB via job satisfaction for employees who have higher needs-supplies fit and who voluntarily took the job for which they are overqualified. The hypotheses are tested using the same sample as in Essay 2. I also discuss the theoretical contributions, limitations and future research directions, and practical implications.