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Employee overqualification and manager job insecurity: Implications for employee career outcomes
Human Resource Management  (IF5.078),  Pub Date : 2020-05-31, DOI: 10.1002/hrm.22012
Berrin Erdogan, Zahide Karakitapoğlu‐Aygün, David E. Caughlin, Talya N. Bauer, Lale Gumusluoglu

Correspondence Berrin Erdogan, Portland State University, School of Business, Portland, OR. Email: berrine@pdx.edu Abstract In this study, we propose that manager job insecurity will moderate the nature of the relationship between perceived overqualification and employee career-related outcomes (career satisfaction, promotability ratings, and voluntary turnover). We tested our hypotheses using a sample of 124 employees and 54 managers working in a large holding company in Ankara, Turkey, collected across five time periods. The results suggested that average perceived overqualification was more strongly, and negatively, related to career satisfaction of employees when managers reported higher job insecurity. Furthermore, employee perceived overqualification was positively related to voluntary turnover when manager job insecurity was high. No direct or moderated effects were found for promotability ratings. Implications for overqualification and job insecurity literatures were discussed.