The effect of perceived over-qualification on turnover intention from a cognition perspective

Guofu CHEN, Yanzhao TANG, Yawen SU

Research output: Contribution to journalArticlespeer-review

1 Citation (Scopus)

Abstract

Employee turnover caused by over-qualification has become a new problem in organizational management. The mechanism underpinning the boundaries between perceived over-qualification and employee turnover, however, remains unclear. To address this gap, the current study employed multi-factor ANOVA, hierarchical regression analysis and the bootstrap method to analyze the relationship between perceived over-qualification and employee turnover intention based on the survey data of 396 respondents in China. Overall, the results revealed that perceived over-qualification was positively correlated with turnover intention. It was also found that self-efficacy had a mediating effect on the relationship between perceived over-qualification and turnover intention. Further, professional identity had a moderating effect on the relationship between perceived over-qualification and turnover intention. Our findings expand the boundary of influence around perceived over-qualification and provide theoretical support for employee management. Copyright © 2021 Chen, Tang and Su.
Original languageEnglish
Article number699715
JournalFrontiers in Psychology
Volume12
DOIs
Publication statusPublished - Oct 2021

Citation

Chen, G., Tang, Y., & Su, Y. (2021). The effect of perceived over-qualification on turnover intention from a cognition perspective. Frontiers in Psychology, 12. Retrieved from https://doi.org/10.3389/fpsyg.2021.699715

Keywords

  • Perceived over-qualification
  • Turnover intention
  • Self-efficacy
  • Professional identity
  • Elementary school teachers
  • Cognition
  • PG student publication

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