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The Effect of Perceived Over-Qualification on Turnover Intention From a Cognition Perspective.
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- Author(s): Chen, Guofu; Tang, Yanzhao; Su, Yawen
- Source:
Frontiers in Psychology; 10/15/2021, Vol. 12, p1-15, 15p- Subject Terms:
- Source:
- Additional Information
- Subject Terms:
- 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. [ABSTRACT FROM AUTHOR]
- Abstract: Copyright of Frontiers in Psychology is the property of Frontiers Media S.A. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
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