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EFFECT OF LABORERS’ OVERQUALIFICATION PERCEPTION ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: AN EMPIRICAL STUDY ON HEALTH SECTOR IN TURKEY

Year 2015, Volume: 1 Issue: 1, 70 - 73, 03.04.2016

Abstract

Over-qualification perception can be defined briefly as laborers’ perception of being overqualified according to requirements of current job.  While reasons like globalization, technological developments, increasing population and increasing competition in all markets are causing  high unemployment rates especially in developed and developing countries, members of new generations who want to avoid of being unemployed incline on self-development and higher education more and more. While this trend is positively affecting the quality of labor markets unfortunately quality and quantity of suitable jobs are not affected as much. Consequently, many laborer candidate who think that his/her qualifications are more superior for the current jobs are choosing to stay unemployed or unwillingly accepting a job which is unsuitable for his/her educational background or interests. Laborers perception of over-qualification is accepted as one of the antecedents of job satisfaction and organizational commitment, which are directly related with employee turnover, alienation to job and organization, higher job stress, efficiency and behaviors of counter production. The aim of this study is empirically investigating effect of overqualified laborer perception on job satisfaction and organizational commitment of administrative workers on health sector in Turkish context. Data are collected from 142 administrative laborers working at private hospitals in Ankara.  According to results, having a difference, duration of employment and income appeared as significant variables affecting over-qualification perception addition to education level in health sector. Moreover, over-qualification appeared as an important antecedent of both job satisfaction and organizational commitment.

References

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  • TÜİK (Türkiye statistics institution). September household labor surveys datas, employment datas. 2014. Avaliable at: www.tuik.gov.tr [accessed 12.2014].
  • Khan LJ, Morrow PC. Objective and subjective underemployment relationships to job satisfaction. Journal of business research. 1991; 22: 211-218.
  • Erdoğan B, Bauer TN. Overqualified employees: too good to hire or too good to be true?. Academy of management annual meeting proceedings. 2007; 1-7.
  • Koçak O, Usta D. Measurement of expectation from environment and workplace of qualified labors during employment. Public-work journal. 2011; 11(4): 80.
  • Sadava SW, O’Connor R, McCreary DR. Employment status and health in young adults: Economic and behavioral mediators. Journal of health psychology. 2000; 5: 549-560
  • Görg H, Strobl E. The incidence of visible underemployment: evidence for Trinidad and Tobago. Journal of development studies. 2003; 39: 81-100. Büchel F, Mertens A. Overeducation, undereducation and the theory of career mobility. Applied economics. 2004; 36: 803-816. Johnson GJ, Johnson WR. Perceived overqualification and psychological well-being. Journal of social psychology. 1996; 136: 435-445.
  • Green F, Mcintosh S. Is there a genuine under- utilization of skills amongst the over-qualified?. Applied economics. 2007; 39: 427–39.
  • Maynard DC, Joseph TA, Maynard AM. Underemployment, job attitudes, and turnover intentions. Journal of organizational behavior. 2006; : 509-536.
  • Crosby F. Relative deprivation in organizational settings. In: Staw BM, Cummings ll, editors. Research in organizational behavior. Greenwich: JAI Press; , p. 51-93. Fine S, Nevo B. Too smart for their own good? a study of perceived cognitive overqualification in the workplace. The international journal of human resources management. 2008; 19: 346-355.
  • Erdoğan B, Bauer TN. Perceived overqualification and its outcomes: the moderating role of empowerment. Journal of applied psychology. 2009; (2): 557-565.
  • Hackman JR, Oldham GR. Motivation through the design of work: test of a theory. Organizational behaviour and human performance. 1976; 16: 250-279.
  • Edwards JR. Person-Job fit: a conceptual integration, literature review and methodological critique. International review of industrial and organizational psychology. 1991; 6: 283-357. Lobene E, Meade AW. Perceived overqualification: an exploration of outcomes.
  • Proceeding at 25th international society for industrial and organizational psychology. Atlanta, Canada; 2010.
  • Johnson GJ, Johnson WR. Perceived over- qualification and dimensions of job satisfaction: a longitudinal analysis. Journal of psychology. 2000; (5): 537–555.
  • Bills DB. The mutability of educational credentials as hiring criteria: how employers evaluate a typically highly credentialed job candidates. Work and occupations. 1992; 19: 179-195.
  • Maynard DC, Hakel MD. Managerial perceptions of overqualification in the selection process. Proceeding at 14th international society for industrial and organizational psychology. Atlanta, Canada; 1999.
  • Erdogan B, Bauer TN, Peiro JM, Truxillo DM. Overqualified employees: making the best of a potentially bad situation for individuals and organizations. Industrial and organizational psychology: perspectives on science and practice. ; 4: 215–232. Green A. Why employers don't want to hire overqualified candidates. Avaliable at: http://www.USNewsDigitalWeekly/Careersblog.com accessed 07.12.2014].
  • Okuyucu AA. Perceived underemployment among the foreign-born: Its outcomes and the moderating role of psychological empowerment and perceived organizational support. Unpublished master’s thesis, San Jose state university. California: 2014.
  • Salancik GR. Commitment and the control of organizational behavior and belief. In: Staw BM, editor. Psychological dimensions of organizational behavior. New Jersey: Upper saddle river press, Prentice Hall; 2003, p. 287-293.
  • Mutlu P. The effect of perceived external prestige on the relationship between perceived overqualification and both organizational commitment and turnover intention. Unpublished master’s thesis, Marmara University social sciences institute. İstanbul: 2013.
  • Allen NJ, Meyer JP. The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational psychology. 1990; 63: 1-18.
  • Meyer JP, Allen NJ. A three-component conceptualization of organizational commitment. Human resource management review. 1991; 1(1): 61–
  • Johnson WR, Morrow PC, Johnson GJ. An evaluation of perceived overqualification scale across settings. Journal of applied psychology. 2002; 136: 441.
  • Weiss DJ, Dawis RV, England GW, Lofquist LH. Manual for the minnesota satisfaction questionnaire. Minnesota studies in vocational rehabilitation. 1967; XXII. Health platform. Avaliable at: http://www.saglikplatformu.com/ haberler/Ayrinti.asp?HaberNo=3747 accessed 12.2014].
  • Baycan A. An analysis of several aspects of job satisfaction between different occupational groups. Unpublished master thesis, Boğaziçi University. İstanbul: 1985.
  • Wasti A. Universal and cultural factors of organizational commitment: A look at Turkish culture, management in Turkey, leadership, and human resources practices. In: Aycan Z, editor. Turkish Psycologists association publication. 2000; 21: 201–
  • McKee-Ryan FM, Virick M, Prussia GE, Harvey J, Lilly JD. Life after the layoff: getting a job worth keeping. Journal of organizational behavior. 2009; 30: –580. Nabi, GR. Graduate employment and underemployment: Opportunity for skill use and career experiences amongst recent business graduates.
  • Education + training. 2003; 45: 371–382.
  • Lee CH. A study of underemployment among self-initiated expatriates. Journal of world business. ; 40: 172–187. Şengül MC. Research of relations of personality, job satisfaction, and organizational commitment of organization labors. Unpublished phd thesis, Celal Bayar university social sciences institute. Manisa:
Year 2015, Volume: 1 Issue: 1, 70 - 73, 03.04.2016

Abstract

References

  • O’Connell A. The myth of the overqualified worker. Harvard business review. December 2010.
  • TÜİK (Türkiye statistics institution). September household labor surveys datas, employment datas. 2014. Avaliable at: www.tuik.gov.tr [accessed 12.2014].
  • Khan LJ, Morrow PC. Objective and subjective underemployment relationships to job satisfaction. Journal of business research. 1991; 22: 211-218.
  • Erdoğan B, Bauer TN. Overqualified employees: too good to hire or too good to be true?. Academy of management annual meeting proceedings. 2007; 1-7.
  • Koçak O, Usta D. Measurement of expectation from environment and workplace of qualified labors during employment. Public-work journal. 2011; 11(4): 80.
  • Sadava SW, O’Connor R, McCreary DR. Employment status and health in young adults: Economic and behavioral mediators. Journal of health psychology. 2000; 5: 549-560
  • Görg H, Strobl E. The incidence of visible underemployment: evidence for Trinidad and Tobago. Journal of development studies. 2003; 39: 81-100. Büchel F, Mertens A. Overeducation, undereducation and the theory of career mobility. Applied economics. 2004; 36: 803-816. Johnson GJ, Johnson WR. Perceived overqualification and psychological well-being. Journal of social psychology. 1996; 136: 435-445.
  • Green F, Mcintosh S. Is there a genuine under- utilization of skills amongst the over-qualified?. Applied economics. 2007; 39: 427–39.
  • Maynard DC, Joseph TA, Maynard AM. Underemployment, job attitudes, and turnover intentions. Journal of organizational behavior. 2006; : 509-536.
  • Crosby F. Relative deprivation in organizational settings. In: Staw BM, Cummings ll, editors. Research in organizational behavior. Greenwich: JAI Press; , p. 51-93. Fine S, Nevo B. Too smart for their own good? a study of perceived cognitive overqualification in the workplace. The international journal of human resources management. 2008; 19: 346-355.
  • Erdoğan B, Bauer TN. Perceived overqualification and its outcomes: the moderating role of empowerment. Journal of applied psychology. 2009; (2): 557-565.
  • Hackman JR, Oldham GR. Motivation through the design of work: test of a theory. Organizational behaviour and human performance. 1976; 16: 250-279.
  • Edwards JR. Person-Job fit: a conceptual integration, literature review and methodological critique. International review of industrial and organizational psychology. 1991; 6: 283-357. Lobene E, Meade AW. Perceived overqualification: an exploration of outcomes.
  • Proceeding at 25th international society for industrial and organizational psychology. Atlanta, Canada; 2010.
  • Johnson GJ, Johnson WR. Perceived over- qualification and dimensions of job satisfaction: a longitudinal analysis. Journal of psychology. 2000; (5): 537–555.
  • Bills DB. The mutability of educational credentials as hiring criteria: how employers evaluate a typically highly credentialed job candidates. Work and occupations. 1992; 19: 179-195.
  • Maynard DC, Hakel MD. Managerial perceptions of overqualification in the selection process. Proceeding at 14th international society for industrial and organizational psychology. Atlanta, Canada; 1999.
  • Erdogan B, Bauer TN, Peiro JM, Truxillo DM. Overqualified employees: making the best of a potentially bad situation for individuals and organizations. Industrial and organizational psychology: perspectives on science and practice. ; 4: 215–232. Green A. Why employers don't want to hire overqualified candidates. Avaliable at: http://www.USNewsDigitalWeekly/Careersblog.com accessed 07.12.2014].
  • Okuyucu AA. Perceived underemployment among the foreign-born: Its outcomes and the moderating role of psychological empowerment and perceived organizational support. Unpublished master’s thesis, San Jose state university. California: 2014.
  • Salancik GR. Commitment and the control of organizational behavior and belief. In: Staw BM, editor. Psychological dimensions of organizational behavior. New Jersey: Upper saddle river press, Prentice Hall; 2003, p. 287-293.
  • Mutlu P. The effect of perceived external prestige on the relationship between perceived overqualification and both organizational commitment and turnover intention. Unpublished master’s thesis, Marmara University social sciences institute. İstanbul: 2013.
  • Allen NJ, Meyer JP. The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational psychology. 1990; 63: 1-18.
  • Meyer JP, Allen NJ. A three-component conceptualization of organizational commitment. Human resource management review. 1991; 1(1): 61–
  • Johnson WR, Morrow PC, Johnson GJ. An evaluation of perceived overqualification scale across settings. Journal of applied psychology. 2002; 136: 441.
  • Weiss DJ, Dawis RV, England GW, Lofquist LH. Manual for the minnesota satisfaction questionnaire. Minnesota studies in vocational rehabilitation. 1967; XXII. Health platform. Avaliable at: http://www.saglikplatformu.com/ haberler/Ayrinti.asp?HaberNo=3747 accessed 12.2014].
  • Baycan A. An analysis of several aspects of job satisfaction between different occupational groups. Unpublished master thesis, Boğaziçi University. İstanbul: 1985.
  • Wasti A. Universal and cultural factors of organizational commitment: A look at Turkish culture, management in Turkey, leadership, and human resources practices. In: Aycan Z, editor. Turkish Psycologists association publication. 2000; 21: 201–
  • McKee-Ryan FM, Virick M, Prussia GE, Harvey J, Lilly JD. Life after the layoff: getting a job worth keeping. Journal of organizational behavior. 2009; 30: –580. Nabi, GR. Graduate employment and underemployment: Opportunity for skill use and career experiences amongst recent business graduates.
  • Education + training. 2003; 45: 371–382.
  • Lee CH. A study of underemployment among self-initiated expatriates. Journal of world business. ; 40: 172–187. Şengül MC. Research of relations of personality, job satisfaction, and organizational commitment of organization labors. Unpublished phd thesis, Celal Bayar university social sciences institute. Manisa:
There are 30 citations in total.

Details

Primary Language English
Journal Section Orginal Research
Authors

Uğur Berk This is me

Mehmet Kahya This is me

Bülent Kuzu This is me

Hakan Bayranlık This is me

Publication Date April 3, 2016
Published in Issue Year 2015 Volume: 1 Issue: 1

Cite

APA Berk, U., Kahya, M., Kuzu, B., Bayranlık, H. (2016). EFFECT OF LABORERS’ OVERQUALIFICATION PERCEPTION ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: AN EMPIRICAL STUDY ON HEALTH SECTOR IN TURKEY. Journal of International Health Sciences and Management, 1(1), 70-73.
AMA Berk U, Kahya M, Kuzu B, Bayranlık H. EFFECT OF LABORERS’ OVERQUALIFICATION PERCEPTION ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: AN EMPIRICAL STUDY ON HEALTH SECTOR IN TURKEY. Journal of International Health Sciences and Management. April 2016;1(1):70-73.
Chicago Berk, Uğur, Mehmet Kahya, Bülent Kuzu, and Hakan Bayranlık. “EFFECT OF LABORERS’ OVERQUALIFICATION PERCEPTION ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: AN EMPIRICAL STUDY ON HEALTH SECTOR IN TURKEY”. Journal of International Health Sciences and Management 1, no. 1 (April 2016): 70-73.
EndNote Berk U, Kahya M, Kuzu B, Bayranlık H (April 1, 2016) EFFECT OF LABORERS’ OVERQUALIFICATION PERCEPTION ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: AN EMPIRICAL STUDY ON HEALTH SECTOR IN TURKEY. Journal of International Health Sciences and Management 1 1 70–73.
IEEE U. Berk, M. Kahya, B. Kuzu, and H. Bayranlık, “EFFECT OF LABORERS’ OVERQUALIFICATION PERCEPTION ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: AN EMPIRICAL STUDY ON HEALTH SECTOR IN TURKEY”, Journal of International Health Sciences and Management, vol. 1, no. 1, pp. 70–73, 2016.
ISNAD Berk, Uğur et al. “EFFECT OF LABORERS’ OVERQUALIFICATION PERCEPTION ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: AN EMPIRICAL STUDY ON HEALTH SECTOR IN TURKEY”. Journal of International Health Sciences and Management 1/1 (April 2016), 70-73.
JAMA Berk U, Kahya M, Kuzu B, Bayranlık H. EFFECT OF LABORERS’ OVERQUALIFICATION PERCEPTION ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: AN EMPIRICAL STUDY ON HEALTH SECTOR IN TURKEY. Journal of International Health Sciences and Management. 2016;1:70–73.
MLA Berk, Uğur et al. “EFFECT OF LABORERS’ OVERQUALIFICATION PERCEPTION ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: AN EMPIRICAL STUDY ON HEALTH SECTOR IN TURKEY”. Journal of International Health Sciences and Management, vol. 1, no. 1, 2016, pp. 70-73.
Vancouver Berk U, Kahya M, Kuzu B, Bayranlık H. EFFECT OF LABORERS’ OVERQUALIFICATION PERCEPTION ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: AN EMPIRICAL STUDY ON HEALTH SECTOR IN TURKEY. Journal of International Health Sciences and Management. 2016;1(1):70-3.