Perceived Overqualification and Collectivism Orientation:Implications for Work and Nonwork Outcomes

In this research, we simultaneously examined the relative applicability of person-environment fit and relative deprivation theories in explaining the interactive effects of perceived overqualification and collectivism cultural orientations on positive outcomes. We hypothesized that the negative (positive) influence of perceived overqualification on person-environment fit (relative deprivation) will be weaker among employees with high collectivism cultural orientation. We also examined which of these two different mechanisms would explain the hypothesized interactive effects in predicting these workers’ citizenship behavior, personal initiative, work engagement, and life satisfaction. We tested our hypotheses in two studies. In Study 1, we recruited professional staff (n = 852) and their coworkers (n = 301) from 95 universities and tested our hypotheses in a matched sample of 190 employees and their peers. The moderated mediation results supported the idea of person-environment fit (but not relative deprivation) as the mechanism explaining why collectivism orientations assuaged the negative effects of perceived overqualification on these outcomes. We constructively replicated these results in Study 2, which was a time-lagged design with full-time employees (n = 224). Study 2’s results further supported the robustness of our model by testing alternative moderators, mediators, and outcomes.</p

Setting expectations during volunteer recruitment and the first day experience:A preregistered experimental test of the met expectations hypothesis

In a preregistered experimental study that draws from the met expectations hypothesis, we examined how volunteer recruitment messaging can shape expectations of new volunteers prior to their first day, and whether meeting or failing to meet expectations on the first day would affect satisfaction. By experimentally manipulating a recruitment poster, we set either a transactional (i.e., by volunteering, one can learn new skills) or a relational expectation (i.e., one can work in a team). Participants then viewed an experimentally determined vignette that depicted their first day as a volunteer as either being rich in, or bereft of, experiences of teamwork and learning new skills (crossed). We found that recruitment messaging strongly impacted the participants’ expectations of the volunteering experience prior to their first day. Neither meeting expectations regarding teamwork nor learning new skills played a statistically significant causal role in determining satisfaction. By contrast, richer experiences notwithstanding expectations, and especially those pertaining to learning new skills, were more important determinants of satisfaction. Polynomial regression analyses supported the experimental results, namely that experiences far more strongly determined satisfaction than did expectations. We conclude that providing richer experiences to volunteers is more important than expectation management for volunteer satisfaction

How do stressors lead to burnout? The mediating role of motivation

We extend existing stressor-strain theoretical models by including intrinsic motivation as a mediator between well-established job stressors and burnout. Though the link between situational stressors and burnout is well established, little is known about mechanisms behind this relationship. With a sample of 284 self-employed individuals, we examined motivation as a mediator to explain why situational factors impact 3 dimensions of burnout: emotional exhaustion, cynicism, and inefficacy. Motivation is an explanatory mechanism that drives human behavior and thought, and thus may have an impact on important well-being outcomes. As expected, intrinsic motivation was a full mediator for the effect of perceived fit on the inefficacy dimension of burnout. Unexpectedly, neither perceived fit nor motivation was related to the other 2 dimensions of burnout, and role ambiguity had only a direct effect on the inefficacy dimension; it was also unrelated to exhaustion and cynicism. We discuss implications of these findings for researchers as well as for practitioners

How do stressors lead to burnout? The mediating role of motivation

We extend existing stressor-strain theoretical models by including intrinsic motivation as a mediator between well-established job stressors and burnout. Though the link between situational stressors and burnout is well established, little is known about mechanisms behind this relationship. With a sample of 284 self-employed individuals, we examined motivation as a mediator to explain why situational factors impact 3 dimensions of burnout: emotional exhaustion, cynicism, and inefficacy. Motivation is an explanatory mechanism that drives human behavior and thought, and thus may have an impact on important well-being outcomes. As expected, intrinsic motivation was a full mediator for the effect of perceived fit on the inefficacy dimension of burnout. Unexpectedly, neither perceived fit nor motivation was related to the other 2 dimensions of burnout, and role ambiguity had only a direct effect on the inefficacy dimension; it was also unrelated to exhaustion and cynicism. We discuss implications of these findings for researchers as well as for practitioners

On the association between perceived overqualification and adaptive behavior

Purpose The purpose of this paper is to offer an autonomous motivation perspective to explore the relationship between perceived overqualification and adaptive work behavior and examine job autonomy as a factor that may moderate the association. Design/methodology/approach The hypotheses were tested in two culturally, demographically, and functionally diverse samples: sample 1 was based on North American community college employees (n=215); sample 2 was based on full-time workers, employed in a Chinese state-owned enterprise specializing in shipping (n=148). Findings In study 1, perceived overqualification was negatively related to self-rated adaptive behavior. A follow-up study 2 extended these findings by demonstrating that perceived overqualification was negatively related to supervisor-rated adaptive work behavior when job autonomy was low, rather than high. Research limitations/implications The results of this research offer an autonomous motivation perspective to explain why perceived overqualification relates to adaptive behavior and suggests a job design approach to encourage adaptive behaviors of people who feel overqualified – a sizable segment of the current workforce. Originality/value This is one of the first studies to explore adaptive behavior of workers who feel overqualified – an outcome that has not been examined in this domain. The findings further point out what can be done to encourage adaptive behaviors among overqualified employees

Setting Expectations During Volunteer Recruitment and the First Day Experience: A Preregistered Experimental Test of the Met Expectations Hypothesis

In a preregistered 2×2×2 experimental study that draws from the met expectations hypothesis, we examined how volunteer recruitment messaging can shape expectations of new volunteers prior to their first day, and whether meeting or failing to meet expectations on the first day would affect satisfaction. By experimentally manipulating a recruitment poster, we set either a transactional (i.e., by volunteering, one can learn new skills) or a relational expectation (i.e., one can work in a team). Participants then viewed an experimentally determined vignette that depicted their first day as a volunteer as either being rich in, or bereft of, experiences of teamwork and learning new skills (crossed). We found that recruitment messaging strongly impacted the participants’ expectations of the volunteering experience prior to their first day. Neither meeting expectations regarding teamwork nor learning new skills played a statistically significant causal role in determining satisfaction. By contrast, richer experiences notwithstanding expectations, and especially those pertaining to learning new skills, were more important determinants of satisfaction. Polynomial regression analyses supported the experimental results, namely that experiences far more strongly determined satisfaction than did expectations. We conclude that providing richer experiences to volunteers is more important than expectation management for volunteer satisfaction

Emergency Volunteer Retention: Can a Culture of Inclusiveness Help?

Given increasingly diversified communities and the importance of attracting and retaining all volunteers irrespective of their demographic background, it is important to increase the representativeness of volunteers by promoting diversity. We surveyed emergency services volunteers from Western Australia to examine (a) whether and why culture of inclusiveness plays an important role for volunteer retention and (b) whether and why female volunteers have different perceptions of inclusivity culture in their units. Our findings demonstrated that climate for inclusion played a vital role for volunteer retention because in such climates they felt connected and related to others, and felt freedom to express themselves professionally. Despite the importance of climate for inclusion, male and female volunteers viewed this climate differently and experienced different outcomes. Female volunteers perceived marginally lower levels of climate of inclusion than men. As hypothesised, female volunteers felt more connected to their teammates in inclusive climates integrative of differences. Unexpectedly, female volunteers’ relatedness needs were less likely to be fulfilled in inclusive climates where they were included into decision-making

Setting expectations during volunteer recruitment and the first day experience: A preregistered experimental test of the met expectations hypothesis

In a preregistered experimental study that draws from the met expectations hypothesis, we examined how volunteer recruitment messaging can shape expectations of new volunteers prior to their first day, and whether meeting or failing to meet expectations on the first day would affect satisfaction. By experimentally manipulating a recruitment poster, we set either a transactional (i.e., by volunteering, one can learn new skills) or a relational expectation (i.e., one can work in a team). Participants then viewed an experimentally determined vignette that depicted their first day as a volunteer as either being rich in, or bereft of, experiences of teamwork and learning new skills (crossed). We found that recruitment messaging strongly impacted the participants’ expectations of the volunteering experience prior to their first day. Neither meeting expectations regarding teamwork nor learning new skills played a statistically significant causal role in determining satisfaction. By contrast, richer experiences notwithstanding expectations, and especially those pertaining to learning new skills, were more important determinants of satisfaction. Polynomial regression analyses supported the experimental results, namely that experiences far more strongly determined satisfaction than did expectations. We conclude that providing richer experiences to volunteers is more important than expectation management for volunteer satisfaction