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The Mediating Role of Organizational Trust in the Effect of Perceived Overqualification on Work Engagement: A Study in the Service Sector

Year 2023, , 303 - 315, 30.11.2023
https://doi.org/10.29249/selcuksbmyd.1309771

Abstract

Perceived overqualification is related to the belief that individuals in organizations have more than the qualifications required by the job. This perception of excess quality can sometimes lead to disagreements. Employees with this perception see themselves as more talented, experienced, technically intelligent, and underestimate the work in a way. This can negatively affect employees in focusing on the job, owning the job or doing their job with pleasure. Hiring is related to the dedication of the employees of the organization to the work they do. Employees with high retention levels are individuals who are extremely focused on their work and immersed in their work. As it can be understood, being hired is one of the parameters that can be considered positive for the success of organizations. On the other hand, organizational trust is based on the principle that the institution will always develop behaviors in favor of the employee. Employees of the organization who feel this way will feel safe. This situation will open the door for her to be more willing and well-intentioned. In this context, the mediating role of organizational trust in the effect of perceived overqualification on retention was examined in the study, and the independent groups t-test was used for the two-category independent variable, and one-way analysis of variance method was used for the independent variable with more than two categories. The significant difference for ANOVA was compared with the LSD multiple comparison method. According to the research findings, it has been determined that organizational trust undertakes a partial mediation in the relationship of the related variables. When the literature is examined, the absence of a study on the relationship of the relevant variables makes the subject worth studying. In addition, it is thought that the results of the study will contribute to the organizations. For the research, the permission of Karamanoğlu Mehmetbey University Social and Human Sciences Scientific Research and Ethics Committee dated 24.03.2023 and 06 meetings, decision numbered 72-75, and the relevant questionnaires were sent to them after communicating with the companies, and in this way, the data were collected through face-to-face surveys.

References

  • Abozaid, R..F.A., Mansoor, R. M., Shah, S. S. H., Harjan, S. A., Alalimi, A. ve Mustafa, A. (2019). Perceived Overqualification and its Positive Impact on Organization Employee's Behavior. International Journal of Research in Business and Social Science (2147-4478), 8(6), 58-71.
  • Acaray, A. (2019). Algılanan Aşırı Nitelikliliğin İş Tatmini Ve İşten Ayrılma Niyeti Üzerine Etkisi: Örgüt Temelli Özsaygının Düzenleyici Rolü. Hitit Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 12(2), 447-468.
  • Alfes, K., Shantz, A. ve Alahakone, R. (2016). Testing Additive Versus İnteractive Effects of Person-Organization Fit and Organizational Trust on Engagement and Performance. Personnel Review, 45(6), 1323-1339.
  • Alfes, K., Shantz, A. ve Baalen, S. V. (2016). Reducing Perceptions of Over Qualification and its Impact on Job Satisfaction: The Dual Roles of Interpersonal Relationships at Work, Human Resource Management Journal, 26(1), 84-101.
  • Amor, A. M., Vázquez, J. P. A. ve Faíña, J. A. (2020). Transformational Leadership and Work Engagement: Exploring the Mediating Role of Structural Empowerment. European Management Journal, 38(1), 169-178.
  • Anderson, S. ve Winefield, A. H. (2011). The Impact of Underemployment on Psychological Health, Physical Health, and Work Attitudes. In D. C. Maynard & D. C. Feldman (Eds.), Underemployment: Psychological, economic, and social challenges (pp. 165–185). New York: Springer.
  • Arvan, M. L., Pindek, S., Andel, S. A. ve Spector, P. E. (2019). Too Good For Your Job? Disentangling The Relationships Between Objective Overqualification, Perceived Overqualification, and Job Dissatisfaction. Journal of Vocational Behavior, 115, 103323.
  • Bakker, A. B., Schaufeli, W. B., Leiter, M. P. ve Taris, T. W. (2008). Work Engagement: An Emerging Concept in Occupational Health Psychology. Work & Stress, 22(3), 187-200.
  • Baron, R. M. ve Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51, 1173- 1182.
  • Blau, P. M. (1964). Exchange and Power in Social Life. Wiley, New York.
  • Bolino, M. C. ve Feldman, D. C. (2000). The Antecedents and Consequences of Underemployment Among Expatriates. Journal of Organizational Behavior, 21(8), 889-911.
  • Bozkurt, S., Çoban, Ö. ve Çolakoğlu, M. H. (2020). Örgütsel Güven Düzeyi ve Toksik Liderlik Davranışları İlişkisinde Örgütsel Bağlılığın Aracı Etkisi. Hacettepe Üniversitesi Eğitim Fakültesi Dergisi (H. U. Journal of Education) 35(3), 704-719.
  • Bulińska-Stangrecka, H. ve Iddagoda, Y. A. (2020). The Relationship Between Inter-Organizational Trust and Employee Engagement and Performance. Academy of Management - 4(1), 8-25.
  • Canning, E. A., Murphy, M. C., Emerson, K. T., Chatman, J. A., Dweck, C. S. ve Kray, L. J. (2020). Cultures of Genius At Work: Organizational Mindsets Predict Cultural Norms, Trust, and Commitment. Personality and Social Psychology Bulletin, 46(4), 626-642.
  • Cheng, B., Zhou, X., Guo, G. ve Yang, K. (2020), Perceived Over Qualification and Cyber Loafing: A Moderated- Mediation Model Based on Equity Theory, Journal of Business Ethics, 164 (3), 565-577.
  • Colquitt, J. A., Scott, B. A. ve LePine, J. A. (2007). Trust, Trustworthiness, and Trust Propensity: A Meta-Analytic Test of Their Unique Relationships With Risk Taking and Job Performance. Journal of Applied Psychology, 92, 909- 927.
  • Currall, S. C. ve Epstein, M. J. (2003). The Fragility Of Organizational Trust: Lessons From the Rise and Fall Of Enron. Organizational Dynamics, 32(2), 193–206.
  • Demir, M. (2010). Örgütsel Sapma Davranışının Kontrolünde Duygusal Zekânın Rolü: Konaklama İşletmelerinde Bir Araştırma. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 26, 196-207.
  • Demir, M., Dalgıç, A. ve Yaşar, E. (2022). How Perceived Overqualification Affects Task Performance and Proactive Behavior: The Role of Digital Competencies and Job Crafting. International Journal of Hospitality & Tourism Administration, 1-23.
  • Dirks, K. T. ve Ferrin, D. L. (2001). The Role of Trust in Organizational Settings. Organization Science, 12, 450-467.
  • Duan, J., Xia, Y., Xu, Y., & Wu, C. H. (2022). The Curvilinear Effect of Perceived Overqualification On Constructive Voice: The Moderating Role of Leader Consultation and the Mediating Role of Work Engagement. Human Resource Management, 61(4), 489-510.
  • Erdogan, B. ve Bauer, T. N. (2009). Perceived Overqualification and its Outcomes: The Moderating Role of Empowerment. Journal of Applied Psychology, 94(2), 557-565.
  • Erdogan, B., Bauer, T. N., Peiró, J. M. ve Truxillo, D. M. (2011b). Overqualification Theory, Research and Practice: Things that atter. Industrial and Organizational Psychology, 4(2), 260-267.
  • Erdogan, B., Tomas, I., Valls, V. ve Gracia, F.J. (2018), Perceived Over Qualification, Relative Deprivation, and Person-Centric Outcomes: The Moderating Role of Career Centrality, Journal of Vocational Behavior, 107, 233- 245.
  • Eryılmaz, E. ve Doğan, T. (2012). İş Yaşamında Öznel İyi Oluş: Utrecht İşe Bağlılık Ölçeğinin Psikometrik Niteliklerinin İncelenmesi, Klinik Psikiyatri, 15, 49- 55.
  • Fırat, E. ve Kaplan, M. (2022). ‘‘Çalışmaya Tutkunluk ve Algılanan Aşırı Nitelikliliğin Örgütsel Vatandaşlık Davranışı Üzerindeki Etkileri’’, Yüksek Lisans Tezi, Nevşehir Hacı Bektaş Veli Üniversitesi, Sosyal Bilimler Enstitüsü, Nevşehir.
  • Fine, S. ve Nevo, B. (2008). Too Smart for Their Own Good? A Study of Perceived Cognitive Overqualification in the Work Force. The International Journal of Human Resource Management, 19(2): 346-355.
  • George, D. ve Mallery, M. (2010). SPSS for Windows Step by Step: A Simple Guide and Reference, (10a ed.) Boston: Pearson
  • Gilbert, J. A. ve Tang T. L. (1998). An Examination of Organizational Trust Antecedents. Public Personnel Management, 27(3), 321–338.
  • Green, F. ve McIntosh, S. (2007). Is There A Genuine Under-Utilization of Skills Amongst the Overqualified?. Applied Economics, 39(4): 427-439.
  • Greenier, V., Derakhshan, A. ve Fathi, J. (2021). Emotion Regulation and Psychological Well-Being in Teacher Work Engagement: A Case of British and Iranian English Language Teachers. System, 97, 102446.
  • Grugulis, I. (2003). Putting Skills to Work: Learning and Employment at the Start of the Century. Human Resource Management Journal,13(2), 3–12.
  • Gülbahar, B. (2017). The Relationship Between Work Engagement and Organizational Trust: A Study of Elementary School Teachers in Turkey. Journal of Education and Training Studies, 5(2), 149-159.
  • Güler, M. (2019). Temel Benlik Değerlendirmesi Çalışanların Performansını Nasıl Etkiler? İşe Tutulmanın Aracılık Rolü. Ömer Halisdemir Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 12(1), 61-71.
  • Güzel, Ş. ve Sığırcı, H. (2022). Algılanan Aşırı Nitelikliliğin İş Doyumu ve Örgütsel Özdeşleşme ile İlişkisi: Doktor ve Hemşireler Üzerine Bir Araştırma. Süleyman Demirel Üniversitesi Vizyoner Dergisi, 13(35), 756-775.
  • Hakanen, J. J., Bakker, A. B. ve Schaufeli, W. B. (2006). Burnout and Work Engagement Among Teachers. Journal of School Psychology, 43(6), 495–513.
  • Han, D., Chang, P. C., ve Chang, S. (2019, July). Research on the Influence Mechanism of Perceived Overqualification and Work Engagement. In 4th International Conference on Humanities Science, Management and Education Technology (HSMET 2019) (pp. 294-298). Atlantis Press.
  • Hodgetts, R.M. (1997). Yönetim Teori, Süreç ve Uygulama. İstanbul: Der Yayınları. Çev: Canan Çetin-Esin Can Mutlu. Kaya, Y.K. (1991). Hu, J., Erdogan, B., Bauer, T. N., Jiang, K., Liu, S. ve Li, Y. (2015). There Are Lots of Big Fish in This Pond: The Role of Peer Overqualification on Task Significance, Perceived Fit, and Performance for Overqualified Employees. Journal of Applied Psychology. 100(4), 1228–1238.
  • Johnson, W. R., Morrow, P. C. ve Johnson, G. J. (2002). An Evaluation of Perceived Overqualification Scale Across Settings. Journal of Applied Psychology,136, 425-441.
  • Johnson, W. R., Morrow, P. C. ve Johnson, G. J. (2002). An Evaluation of Perceived Overqualification Scale Across Settings. Journal of Applied Psychology,136, 425-441.
  • Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33, 692-724.
  • Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341-349.
  • Karacaoğlu, K. ve Arslan, M. (2019). Algılanan Aşırı Niteliklilik ve İş Tatmini İlişkisinde İyimserliğin Aracı Rolü: İstifa Eden Veya Erken Emekli Olan Subaylar Üzerine Bir Araştırma. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 33(1), 107-136.
  • Karaman, E. E. ve Çetinkaya, N. (2019). Kişilik Özelliklerinin Algılanan Aşırı Nitelikliliğe Etkisi: Konaklama İşletmeleri Çalışanları Üzerine Bir Araştırma. Türk Turizm Araştırmaları Dergisi, 3(1), 13-33.
  • Khan, L. J. ve Morrow, P. C. (1991). Objective and Subjective Underemployment Relationships to Job Satisfaction. Journal of Business Research, 22, 211–218.
  • Khassawneh, O., Mohammad, T. ve Momany, M. T. (2023). Perceived Overqualification and Job Outcomes: The Moderating Role of Manager Envy. Sustainability, 15(1), 84.
  • Köksal, O. ve Şenel, Ö. (2022). İş Biçimlendirmenin İşe Tutulma Üzerindeki Etkisinde Kişi-İş Uyumunun Aracılık Rolü. İş ve İnsan Dergisi, 9(1), 73-86.
  • Kwon, J. E. ve Woo, H. R. (2021). Perceived Overqualification and Its Relationships with Job Crafting and Organizational Commitment: A Longitudinal Study. Journal of the Korea Academia-Industrial cooperation Society, 22(1), 531- 542.
  • Lai, F. Y., Tang, H. C., Lu, S. C., Lee, Y. C. ve Lin, C. C. (2020). Transformational Leadership and Job Performance: The Mediating Role Of Work Engagement. Sage Open, 10(1), 2158244019899085.
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Algılanan Aşırı Nitelikliliğin İşe Tutulma Üzerindeki Etkisinde Örgütsel Güvenin Aracı Rolü: Hizmet Sektöründe Bir Araştırma

Year 2023, , 303 - 315, 30.11.2023
https://doi.org/10.29249/selcuksbmyd.1309771

Abstract

Algılanan aşırı niteliklilik örgütlerde bireylerin, işin gerektirdiği niteliklerden daha fazlasına sahip olduğu inancı ile ilgilidir. Bu fazla nitelik algısı ise bazen anlaşmazlıklara yol açabilmektedir. Bu algıya sahip çalışanlar, kendilerini daha yetenekli, deneyimli, teknik zekâsı yüksek görmekte, işi bir nevi küçümsemektedirler. Bu ise işe odaklanma, işi sahiplenme ya da işini severek yapma hususunda çalışanları olumsuz etkileyebilmektedir. İşe tutulma ise örgüt çalışanlarının kendilerini yaptıkları işe adamaları ile ilgilidir. İşe tutulma düzeyi yüksek çalışanlar aşırı biçimde işine odaklı, kendilerini yaptıkları işe kaptırmış bireylerdir. Anlaşılacağı üzere işe tutulma örgütlerin başarıya ulaşmalarında olumlu sayılabilecek parametrelerdendir. Öte yandan örgütsel güven ise çalışılan kurumun, daima çalışanın lehine davranışlar geliştireceği prensibine dayanır. Böyle hisseden örgüt çalışanı ise kendisini güvende hissedecektir. Bu durum ise onun daha istekli, daha iyi niyetli olmasına kapı aralayacaktır. Bu bağlamda çalışmada algılanan aşırı nitelikliliğin işe tutulma üzerindeki etkisinde örgütsel güvenin aracılık rolü incelenmiş, gruplara göre karşılaştırmada iki kategorili bağımsız değişken için bağımsız gruplar t testi, ikiden fazla kategorisi olan bağımsız değişken için tek yönlü varyans analizi yöntemi kullanılmıştır. ANOVA için anlamlı fark ise LSD çoklu karşılaştırma yöntemi ile karşılaştırılmıştır. Araştırma bulgularınca ilgili değişkenlerin ilişkisinde örgütsel güvenin kısmi aracılık üstlendiği tespit edilmiştir. Literatür incelendiğinde ilgili değişkenlerin ilişkisini konu alan çalışmanın bulunmaması konuyu çalışmaya değer kılmaktadır. Ayrıca çalışma sonuçlarının örgütlere katkı sunacağı düşünülmektedir. Araştırma için Karamanoğlu Mehmetbey Üniversitesi Sosyal ve Beşeri Bilimler Bilimsel Araştırma ve Etik Kurulu 24.03.2023 tarih ve 06 toplantı, 72-75 karar sayılı izni alınarak ilgili anketler firmalar ile iletişim kurulduktan sonra kendilerine iletilmiş, bu biçimde veriler yüz yüze anket yoluyla toplanmıştır.

References

  • Abozaid, R..F.A., Mansoor, R. M., Shah, S. S. H., Harjan, S. A., Alalimi, A. ve Mustafa, A. (2019). Perceived Overqualification and its Positive Impact on Organization Employee's Behavior. International Journal of Research in Business and Social Science (2147-4478), 8(6), 58-71.
  • Acaray, A. (2019). Algılanan Aşırı Nitelikliliğin İş Tatmini Ve İşten Ayrılma Niyeti Üzerine Etkisi: Örgüt Temelli Özsaygının Düzenleyici Rolü. Hitit Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 12(2), 447-468.
  • Alfes, K., Shantz, A. ve Alahakone, R. (2016). Testing Additive Versus İnteractive Effects of Person-Organization Fit and Organizational Trust on Engagement and Performance. Personnel Review, 45(6), 1323-1339.
  • Alfes, K., Shantz, A. ve Baalen, S. V. (2016). Reducing Perceptions of Over Qualification and its Impact on Job Satisfaction: The Dual Roles of Interpersonal Relationships at Work, Human Resource Management Journal, 26(1), 84-101.
  • Amor, A. M., Vázquez, J. P. A. ve Faíña, J. A. (2020). Transformational Leadership and Work Engagement: Exploring the Mediating Role of Structural Empowerment. European Management Journal, 38(1), 169-178.
  • Anderson, S. ve Winefield, A. H. (2011). The Impact of Underemployment on Psychological Health, Physical Health, and Work Attitudes. In D. C. Maynard & D. C. Feldman (Eds.), Underemployment: Psychological, economic, and social challenges (pp. 165–185). New York: Springer.
  • Arvan, M. L., Pindek, S., Andel, S. A. ve Spector, P. E. (2019). Too Good For Your Job? Disentangling The Relationships Between Objective Overqualification, Perceived Overqualification, and Job Dissatisfaction. Journal of Vocational Behavior, 115, 103323.
  • Bakker, A. B., Schaufeli, W. B., Leiter, M. P. ve Taris, T. W. (2008). Work Engagement: An Emerging Concept in Occupational Health Psychology. Work & Stress, 22(3), 187-200.
  • Baron, R. M. ve Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51, 1173- 1182.
  • Blau, P. M. (1964). Exchange and Power in Social Life. Wiley, New York.
  • Bolino, M. C. ve Feldman, D. C. (2000). The Antecedents and Consequences of Underemployment Among Expatriates. Journal of Organizational Behavior, 21(8), 889-911.
  • Bozkurt, S., Çoban, Ö. ve Çolakoğlu, M. H. (2020). Örgütsel Güven Düzeyi ve Toksik Liderlik Davranışları İlişkisinde Örgütsel Bağlılığın Aracı Etkisi. Hacettepe Üniversitesi Eğitim Fakültesi Dergisi (H. U. Journal of Education) 35(3), 704-719.
  • Bulińska-Stangrecka, H. ve Iddagoda, Y. A. (2020). The Relationship Between Inter-Organizational Trust and Employee Engagement and Performance. Academy of Management - 4(1), 8-25.
  • Canning, E. A., Murphy, M. C., Emerson, K. T., Chatman, J. A., Dweck, C. S. ve Kray, L. J. (2020). Cultures of Genius At Work: Organizational Mindsets Predict Cultural Norms, Trust, and Commitment. Personality and Social Psychology Bulletin, 46(4), 626-642.
  • Cheng, B., Zhou, X., Guo, G. ve Yang, K. (2020), Perceived Over Qualification and Cyber Loafing: A Moderated- Mediation Model Based on Equity Theory, Journal of Business Ethics, 164 (3), 565-577.
  • Colquitt, J. A., Scott, B. A. ve LePine, J. A. (2007). Trust, Trustworthiness, and Trust Propensity: A Meta-Analytic Test of Their Unique Relationships With Risk Taking and Job Performance. Journal of Applied Psychology, 92, 909- 927.
  • Currall, S. C. ve Epstein, M. J. (2003). The Fragility Of Organizational Trust: Lessons From the Rise and Fall Of Enron. Organizational Dynamics, 32(2), 193–206.
  • Demir, M. (2010). Örgütsel Sapma Davranışının Kontrolünde Duygusal Zekânın Rolü: Konaklama İşletmelerinde Bir Araştırma. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 26, 196-207.
  • Demir, M., Dalgıç, A. ve Yaşar, E. (2022). How Perceived Overqualification Affects Task Performance and Proactive Behavior: The Role of Digital Competencies and Job Crafting. International Journal of Hospitality & Tourism Administration, 1-23.
  • Dirks, K. T. ve Ferrin, D. L. (2001). The Role of Trust in Organizational Settings. Organization Science, 12, 450-467.
  • Duan, J., Xia, Y., Xu, Y., & Wu, C. H. (2022). The Curvilinear Effect of Perceived Overqualification On Constructive Voice: The Moderating Role of Leader Consultation and the Mediating Role of Work Engagement. Human Resource Management, 61(4), 489-510.
  • Erdogan, B. ve Bauer, T. N. (2009). Perceived Overqualification and its Outcomes: The Moderating Role of Empowerment. Journal of Applied Psychology, 94(2), 557-565.
  • Erdogan, B., Bauer, T. N., Peiró, J. M. ve Truxillo, D. M. (2011b). Overqualification Theory, Research and Practice: Things that atter. Industrial and Organizational Psychology, 4(2), 260-267.
  • Erdogan, B., Tomas, I., Valls, V. ve Gracia, F.J. (2018), Perceived Over Qualification, Relative Deprivation, and Person-Centric Outcomes: The Moderating Role of Career Centrality, Journal of Vocational Behavior, 107, 233- 245.
  • Eryılmaz, E. ve Doğan, T. (2012). İş Yaşamında Öznel İyi Oluş: Utrecht İşe Bağlılık Ölçeğinin Psikometrik Niteliklerinin İncelenmesi, Klinik Psikiyatri, 15, 49- 55.
  • Fırat, E. ve Kaplan, M. (2022). ‘‘Çalışmaya Tutkunluk ve Algılanan Aşırı Nitelikliliğin Örgütsel Vatandaşlık Davranışı Üzerindeki Etkileri’’, Yüksek Lisans Tezi, Nevşehir Hacı Bektaş Veli Üniversitesi, Sosyal Bilimler Enstitüsü, Nevşehir.
  • Fine, S. ve Nevo, B. (2008). Too Smart for Their Own Good? A Study of Perceived Cognitive Overqualification in the Work Force. The International Journal of Human Resource Management, 19(2): 346-355.
  • George, D. ve Mallery, M. (2010). SPSS for Windows Step by Step: A Simple Guide and Reference, (10a ed.) Boston: Pearson
  • Gilbert, J. A. ve Tang T. L. (1998). An Examination of Organizational Trust Antecedents. Public Personnel Management, 27(3), 321–338.
  • Green, F. ve McIntosh, S. (2007). Is There A Genuine Under-Utilization of Skills Amongst the Overqualified?. Applied Economics, 39(4): 427-439.
  • Greenier, V., Derakhshan, A. ve Fathi, J. (2021). Emotion Regulation and Psychological Well-Being in Teacher Work Engagement: A Case of British and Iranian English Language Teachers. System, 97, 102446.
  • Grugulis, I. (2003). Putting Skills to Work: Learning and Employment at the Start of the Century. Human Resource Management Journal,13(2), 3–12.
  • Gülbahar, B. (2017). The Relationship Between Work Engagement and Organizational Trust: A Study of Elementary School Teachers in Turkey. Journal of Education and Training Studies, 5(2), 149-159.
  • Güler, M. (2019). Temel Benlik Değerlendirmesi Çalışanların Performansını Nasıl Etkiler? İşe Tutulmanın Aracılık Rolü. Ömer Halisdemir Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 12(1), 61-71.
  • Güzel, Ş. ve Sığırcı, H. (2022). Algılanan Aşırı Nitelikliliğin İş Doyumu ve Örgütsel Özdeşleşme ile İlişkisi: Doktor ve Hemşireler Üzerine Bir Araştırma. Süleyman Demirel Üniversitesi Vizyoner Dergisi, 13(35), 756-775.
  • Hakanen, J. J., Bakker, A. B. ve Schaufeli, W. B. (2006). Burnout and Work Engagement Among Teachers. Journal of School Psychology, 43(6), 495–513.
  • Han, D., Chang, P. C., ve Chang, S. (2019, July). Research on the Influence Mechanism of Perceived Overqualification and Work Engagement. In 4th International Conference on Humanities Science, Management and Education Technology (HSMET 2019) (pp. 294-298). Atlantis Press.
  • Hodgetts, R.M. (1997). Yönetim Teori, Süreç ve Uygulama. İstanbul: Der Yayınları. Çev: Canan Çetin-Esin Can Mutlu. Kaya, Y.K. (1991). Hu, J., Erdogan, B., Bauer, T. N., Jiang, K., Liu, S. ve Li, Y. (2015). There Are Lots of Big Fish in This Pond: The Role of Peer Overqualification on Task Significance, Perceived Fit, and Performance for Overqualified Employees. Journal of Applied Psychology. 100(4), 1228–1238.
  • Johnson, W. R., Morrow, P. C. ve Johnson, G. J. (2002). An Evaluation of Perceived Overqualification Scale Across Settings. Journal of Applied Psychology,136, 425-441.
  • Johnson, W. R., Morrow, P. C. ve Johnson, G. J. (2002). An Evaluation of Perceived Overqualification Scale Across Settings. Journal of Applied Psychology,136, 425-441.
  • Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33, 692-724.
  • Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341-349.
  • Karacaoğlu, K. ve Arslan, M. (2019). Algılanan Aşırı Niteliklilik ve İş Tatmini İlişkisinde İyimserliğin Aracı Rolü: İstifa Eden Veya Erken Emekli Olan Subaylar Üzerine Bir Araştırma. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 33(1), 107-136.
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There are 50 citations in total.

Details

Primary Language Turkish
Subjects Leadership
Journal Section Original Research Articles
Authors

Hüseyin Karagöz 0000-0003-4981-8156

Early Pub Date November 30, 2023
Publication Date November 30, 2023
Submission Date June 5, 2023
Published in Issue Year 2023

Cite

APA Karagöz, H. (2023). Algılanan Aşırı Nitelikliliğin İşe Tutulma Üzerindeki Etkisinde Örgütsel Güvenin Aracı Rolü: Hizmet Sektöründe Bir Araştırma. Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi, 26(2), 303-315. https://doi.org/10.29249/selcuksbmyd.1309771

Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi Creative Commons Atıf-GayriTicari 4.0 Uluslararası Lisansı (CC BY NC) ile lisanslanmıştır.