Perceived Overqualification and Health: A Longitudinal Analysis

Abstract

The authors examined the effects of perceived overqualification on health and health decline by means of a 2-wave panel study of members of a midwestern American Postal Workers Union local. The 1st hypothesis was that overqualification was negatively related to health at Time 2 (T2); the second hypothesis was that overqualification was positively related to perceived health decline at T2. Neither was supported by the data. However, the relationships were in the expected direction for perceived mismatch but not for the perceived no grow dimension of overqualification. The results imply that perceived no grow may have immediate threats to health, whereas perceived mismatch may have longer term implications for health. The stability of perceived health between Time 1 (T1) and T2 could overshadow a longitudinal effect of overqualification on health and health decline at T2.     

Perceived Overqualification, Emotional Support, and Health

In the present study, we examined the effects of perceived overqualification on health and the moderating effect of emotional support. Exploratory and confirmatory factor analyses found 2 indicators of perceived overqualification: "mismatch" and "no-grow." Perceived mismatch had a significant negative effect on health but perceived no-grow did not. The main effect revealed that the greater the perceived emotional support, the greater the health. The significant interaction of perceived emotional support and mismatch, and perceived emotional support and no-grow on health indicates that the negative effects of overqualification on health was greater for those perceiving low emotional support than for those perceiving high emotional support. The significance of social support in illuminating the relationship between perceived overqualification and health are discussed.     

资质过剩感与亲组织不道德行为：心理特权与谦卑型领导的作用

运用自我评价理论视角,并采用两阶段追踪调查问卷方法收集数据,探讨了资质过剩感与亲组织不道德行为的关系以及心理特权和谦卑型领导在两者关系中的作用机制。实证分析结果表明：资质过剩感显著正向影响心理特权,心理特权在资质过剩感与亲组织不道德行为之间起到中介作用,谦卑型领导显著负向调节资质过剩感与心理特权的关系。研究对管理实践有一定的启示,丰富了资质过剩感和亲组织不道德行为理论。     

创新期望差距与团队突破性创新：自我调节理论视角

本研究以自我调节理论为基础, 探讨团队领导的创新期望差距推进团队突破性创新的过程。根据实验结果以及一项多时点、多来源的问卷调查发现: 创新期望差距对领导创新投入产生U型影响; 领导创新投入中介创新期望差距与团队突破性创新之间的U型关系; 知觉资质过剩和组织晋升标准共同调节创新期望差距通过领导创新投入对团队突破性创新的影响, 具体地, 当领导知觉资质过剩高且组织实行相对晋升标准时, 创新期望差距通过领导创新投入对团队突破性创新施加更强影响。     

Career adaptability and perceived overqualification: Testing a dual-path model among Chinese human resource management professionals

Based on career construction theory, the current research examined the relationship between career adaptability and perceived overqualification among a sample of Chinese human resource management professionals (N = 220). The results of a survey study showed that career adaptability predicted perceived overqualification through a dual-path model: On the one hand, career adaptability positively predicted employees' perceived delegation, which had a subsequent negative effect on perceived overqualification. At the same time, career adaptability also positively predicted career anchor in challenge, which in turn positively predicted overqualification. This dual-path mediation model provides a novel perspective to understand the mechanisms through which career adaptability affects perceived overqualification, and demonstrates the coexistence of opposite effects in this process. In addition, the results also showed that the effects of perceived delegation and career anchor in challenge on perceived overqualification were stronger among employees with a higher (vs. lower) level of organizational tenure. These findings carry implications for both career development theories and organizational management practices.     

The Occupational Attitudes of College Men

Abstract

The relationship between perceived overqualification and psychological well-being was explored within the framework of stress-illness models, using multiple regression analysis. Data were collected from 179 male and 109 female members of a local midwestern chapter of the American Postal Workers Union. As expected, there was a significant, positive relationship between perceived overqualification and psychological well-being: The greater the perceived overqualification, the greater the psychological distress. The interaction between perceived overqualification and gender was not significant.     

Dual relational model of perceived overqualification: Employee's self‐concept and task performance

Drawing upon self‐representation theory and using a relationship perspective, we constructed a dual‐path‐moderated mediation model to examine the relationship between employees’ perceived overqualification and task performance. We tested this model with data from a sample of 242 subordinate‐supervisor dyads in Shanghai, China. The results suggested that perceived overqualification had a negative indirect effect on task performance through perceived insider status (PIS), and popularity moderated the negative association between perceived overqualification and PIS. In addition, the relationship between perceived overqualification and task performance via organization‐based self‐esteem was positive when supervisor‐subordinate guanxi was high but negative when it was low. The implications, limitations, and future research directions of these findings are discussed.     

Role dissatisfaction and the decline in marital quality across the transition to parenthood

In the examination of role dissatisfaction and decline in marital quality across the transition to parenthood, it is postulated that 1) there would be a decline in the mean level of marital quality particularly among females, and 2) that the level of perceived inequity in postpartum allocation of marital roles would moderate the effects of the transition. A background review of pertinent literature pertaining to role dissatisfaction is presented, and found to be complex. Role inequity was measured as the level of dissatisfaction with a partner's contribution to a range of different role activities postpartum. The Australian sample was comprised of 59 primiparous couples who reported levels of marital satisfaction during the last trimester of pregnancy (Time 1) and then 3 months after the birth of the baby (Time 2). Couples were recruited from a variety of sources: private physicians, childbirth classes, and public hospitals. Average marriage duration was 3.5 years. Mean female age was 23.85 years and mean male age was 26.71 years. Most had completed at least 12 years of formal education. Marital quality was measured by a 32 item Dyadic Adjustment Scale (DAS) comprised of units on dyadic satisfaction, consensus, cohesion, and affectional expression. Time 1 mean correlation of subscales was .43, and Time 2, .36. Dissatisfaction with partner's role performance was measured with an instrument of 18 items developed by Noller and Callan. Alpha coefficients were .69 and .71 for males and females respectively. Multivariate analysis of variance was used to assess marital quality scores by sex and time period and changes in marital quality due to level of postnatal role dissatisfaction by sex and time period. The Bonferronni procedure was used to control the Type 1 error rate for all analyses after the initial analysis of variance. The results revealed that the decline in marital quality reported in the literature may be a reflection of a decline in affectional expression. There was no support for the expectation that females experienced greater declines in marital quality than males, although it is possible that those experiencing greater dissatisfaction may not have provided followup data. There was support for the notion that females' levels of role dissatisfaction account for declines in marital quality; i.e., there was a decline in scores of affectional expression of women only who were also dissatisfied with a partner's role performance. When females perceived partner's performing a fair share in household tasks, marital quality increased. Future research on causation should explore the inequity model and use an objective measure of 1 or both variables. The link between role relations to the extent of change in new mothers' levels of marital quality suggests prenatal counseling on marital roles. Role inequity had no effect on male levels of decline in marital quality. Independent processes may account for these results, but there is a promising direction.     

The role of job resources in the relation between perceived employability and turnover intention: A prospective two-sample study

We hypothesize that the relationship between perceived employability (PE) and turnover intention is stronger when job resources (job control, social support from the supervisor and colleagues) are low. Results from a prospective study one year apart were similar in samples of Finnish university (N = 1314) and hospital workers (N = 308). The interaction between PE and job control related significantly to turnover intention at Time 2 in both samples, and in the hospital sample also when controlling for turnover intention at Time 1: PE related positively to turnover intention when job control was low. Furthermore, PE at Time 1 was not significantly related and job resources at Time 1 were negatively related to turnover intention at Time 2. For social support from colleagues in particular, this relationship held when controlling for Time 1 turnover intention. Thus, PE does not present a risk of turnover intention, unless job control is low.     

Exploring the long-term experience of vasomotor instability: A 5 year follow-up study of distress,perceived control and catastrophizing

Some women experience vasomotor instability for many years post-menopause, but little is known about their appraisals of this health problem, their levels of distress or their coping strategies, and whether these change over time. This study followed up a group of women over 5 years, to examine changes and consistencies in frequency of flushing, flush-related distress/ discomfort, control beliefs and catastrophic thoughts. A further aim was to examine the validity of previously developed measures of perceived control and catastrophizing against conceptually relevant standardized scales. A questionnaire of 20 women (average age 53 years) was carried out, with follow-up 5 years later. Measures of flush distress, flush frequency, perceived control over hot flushes, and catastrophic thoughts about flushing was compared at Time 1 and Time 2. Additionally, multidimensional health locus of control (MHLC) and depression (CES-D) scores were taken at follow-up. All measure showed improvements in well-being. Nevertheless, there were many individual consistencies in scores on most variables at Time 1 and 2. Flush distress at Time 2 was most related to catastrophic thinking, and was slightly elevated in more depressed women. Flush distress was completely unrelated to health locus of control. Psychological responses to hot flushes seem to improve over a 5-year period, yet women show some consistency in their appraisals of this mid-life health problem. Counsellors may find that cognitive re-framing strategies are helpful for alleviating flush distress in women who are continue to be distressed by chronic vasomotor instability, as distress is so closely related to catastrophic thinking.     

The relationship between perceived organizational support and proactive behaviour directed towards the organization

Numerous studies have shown that perceived organizational support has positive consequences on both employees and organizations. However, no study has examined the causal relationship between perceived organizational support and proactive behaviour directed towards the organization and few studies have identified potential mechanisms underlying this relationship. We first investigated the direction of causality between perceived organizational support and proactive behaviour, and hypothesized that perceived organizational support leads to proactive behaviour directed towards the organization. Second, based on social exchange and motivational perspectives, we examined two potential mechanisms underlying this relationship, i.e., felt obligation and work engagement. Employees from a Belgian Federal Public Service were invited to take part in a three-wave longitudinal survey. Using a cross-lagged panel design, our results (N = 1963) revealed that Time 2 perceived organizational support was positively related to Time 3 proactive behaviour towards the organization, whereas the reverse was not true. Additionally, our results (N = 1293) showed that Time 2 felt obligation and Time 2 work engagement mediated the positive relationship between Time 1 perceived organizational support and Time 3 proactive behaviour directed towards the organization.     

Optimism and coping as determinants of psychosocial adjustment to rheumatoid arthritis

Psychosocial adjustment in 66 patients with chronic rheumatoid arthritis, with a mean duration of 12 years with the disease, were evaluated in a prospective design, with 62% of the sample followed up 16 months later. It was predicted that dispositional optimism would predict adjustment over time and that perceived support and perceived control would be related to psychosocial adjustment at the time of concurrent measurement. At Time 1, psychosocial adjustment was associated with greater optimism and perceived support and less disability. Optimism at Time 1 was the only significant predictor of changes in adjustment at Time 2 controlling for Time 1 adjustment and Time 2 disability. It was found that optimism temporally precedes increases in psychosocial adjustment. In terms of coping strategies, wishful thinking was related to poorer social adjustment, whereas problem-focused coping was marginally related to positive adjustment. Neither coping strategy predicted adjustment across time. Optimism at Time 1 did predict problem-focused coping at Time 2. Perceived social support regarding a specific circumstance at a given point in time enables one to persist in solving a task. Interventions to enhance the quality of life of individuals coping with progressive deteriorative disease must look at the influence of their behavior and attitude on those who provide care for them.     

The effects of physical fitness and feeling vigorous on self-rated health

OBJECTIVE: We prospectively studied the hypothesized beneficial effects of feeling vigorous and of objective physical fitness (gauged based on functional capacity) on subsequently assessed self-rated health (SRH), controlling for possible confounders known to be precursors of SRH and of our predictors. We also investigated the reverse-causation hypothesis that SRH predicts subsequent vigor and functional capacity. DESIGN: Participants were apparently healthy employees (N = 779) who underwent a routine health check at two points of time, Time 1 (T1) and Time 2 (T2), about 18 months apart. We used regression analysis, predicting T2 SRH by T1 SRH, the control variables, and T1vigor and functional capacity. MAIN OUTCOME MEASURES: Vigor was assessed using the Shirom-Melamed Vigor Measure; objective physical fitness was indicated by functional capacity following a treadmill exercise, and self-rated health was measured by a single item. RESULTS: As hypothesized, we found that the change in T2 SRH was positively predicted by T1 vigor, functional capacity, and their interactive term. Testing the reverse causation paths, we found that T1 SRH did not predict subsequent functional capacity and was a relatively weak predictor of subsequent vigor. CONCLUSION: The affective state of vigor and objectively assessed functional capacity interact to predict subsequent changes in self-rated health.     

The theory of planned behavior and healthy eating.

Application of the theory of planned behavior (TPB) to healthy eating in 144 health promotion clinic attendees is reported. Respondents completed self-report TPB measures after the clinic (Time 1) and 6 months later (Time 2) with a measure of perceived past behavior. Intention stability was assessed on Time 1-2 differences. Six years later (Time 3), respondents completed measures of healthy eating intentions and behavior. Intentions were predicted by attitudes, perceived behavioral control, and perceived past behavior (cross-sectionally). Healthy eating behavior (Time 3) was predicted from intentions (Time 2). As intention stability increased, intentions and perceived past behavior became stronger and weaker predictors of behavior, respectively. Implications for understanding health cognitions in long-term performance of health behavior are discussed.     

情绪调节自我效能感与心理健康的交叉滞后研究

摘 要：对531名青少年进行为期五个月的追踪,运用交叉滞后回归分析考察积极、沮丧、生气三种情绪调节自我效能感与心理健康（问题行为、抑郁和生活满意度）间的相互影响。结果：T1积极情绪调节自我效能感不能预测T2问题行为、抑郁和生活满意度;T1沮丧情绪调节自我效能感显著预测T2抑郁水平;T1生活满意度和抑郁显著预测T2生气情绪调节自我效能感。结论：高沮丧情绪调节自我效能感能保护青少年处于“低抑郁状态”,而生气情绪调节自我效能感更容易受到个体生活满意度和抑郁水平的影响,是青少年处于不良心理状态下的易感效能。     

Built to last: Interactive effects of perceived overqualification and proactive personality on new employee adjustment

We integrate relative deprivation and broaden and build theories to develop a process-based model of perceived overqualification and its relationship with new employee adjustment via “broaden and build” mechanisms (i.e., reciprocal relationships between initial status and change trajectories in work-related positive affect and perceived job autonomy). Additionally, we examine how new employee proactive personality may influence this process. Analyses of weekly survey responses from 331 new employees of a large financial institution throughout their first 90 days of employment revealed that those who felt overqualified generally experienced less work-related positive affect and perceived less job autonomy when beginning their jobs (assessed the first week of employment) than their more qualified counterparts. Moreover, initial levels of perceived job autonomy were positively associated with adjustment outcomes (assessed at 90 days of employment) via linear change in positive affect over time (assessed weekly, up to 8 weeks of employment). These findings suggest that perceived overqualification may negatively influence newcomer adjustment by stunting broaden and build processes. However, proactive personality attenuated this effect. Theoretical and practical implications are discussed.     

Does Self-Reported Posttraumatic Growth Reflect Genuine Positive Change?

ABSTRACT— In this study, we evaluated the validity of self-reported posttraumatic growth (PTG) by assessing the relation between perceived growth and actual growth from pre- to posttrauma. Undergraduate students completed measures tapping typical PTG domains at Time 1 and Time 2 (2 months later). We compared change in those measures with scores on the Posttraumatic Growth Inventory (PTGI; Tedeschi & Calhoun, 1996 ) for those participants who reported a traumatic event between Time 1 and Time 2 ( n = 122). PTGI scores generally were unrelated to actual growth in PTG-related domains. Moreover, perceived growth was associated with increased distress from pre- to posttrauma, whereas actual growth was related to decreased distress, a pattern suggesting that perceived and actual growth reflect different processes. Finally, perceived (but not actual) growth was related to positive reinterpretation coping. Thus, the PTGI, and perhaps other retrospective measures, does not appear to measure actual pre- to posttrauma change.     

Using Event Centrality to Predict Depressive Symptoms after a Romantic Conflict: A Prospective Design

Using cross‐sectional analyses, event centrality has been shown to be related to a number of poor psychological outcomes, including depressive symptoms and posttraumatic stress disorder symptoms. In the current study, we examined the ability of event centrality of a recent conflict in or breakup of a romantic relationship to prospectively predict depressive symptoms. Replicating previous findings, ratings of event centrality to a recent romantic conflict or breakup were significantly associated with depressive symptoms and posttraumatic stress disorder symptoms at Time 1. These relationships remained significant after controlling for closure and perceived insight. In addition, Time 1 event centrality prospectively predicted Time 2 depressive symptoms, particularly for participants who were split from their romantic partners at Time 2. This prediction remained significant after controlling for Time 1 depressive symptoms. The results of the study suggest that levels of event centrality for romantic conflicts prospectively predict subsequent mental health outcomes. Copyright © 2014 John Wiley & Sons, Ltd.     

The contexts of adolescents' chronic life stressors

Proposed and tested a model of the determinants of adolescents' chronic life stressors, consisting of sociodemographic, personal, and contextual stress and coping factors, using baseline and 1-year follow-up data from 259 adolescents who varied in their psychological and physical health. Concurrent regression analyses at Time 1 and at Time 2, and longitudinal regressions that controlled for the levels of chronic stressors 1 year earlier, showed that sociodemographic, personal, and contextual factors each made a significant contribution to predicting adolescents' ongoing stressors with their mother, father, siblings friends and classmates and teachers at school. Personal factors of an emotional temperament and low perceived self-worth, and contextual factors of more negative life events and fewer social resources, were related to more chronic stressors. Suggestions for further development of the model are discussed. This research was supported by the William T. Grant Foundation, NIAAA Grants AA02863 and AA06699, and Department of Veterans Affairs Medical and Health Services Research and Development Services research funds. We thank Bernice Moos for setting up the data files.