Impact Of Perceived Overqualification On Withdrawal From Work: Mediating Role Of Shame

Abstract

Purpose- The purpose of this study is to examine the relationship between perceived overqualification and withdrawal from work and to investigate the mediating role of shame in this relationship. Drawing on person–job fit theory and appraisal perspectives, the study proposes that employees who perceive themselves as overqualified may experience shame, which may subsequently contribute to withdrawal from work.

Design/methodology/approach- A quantitative, cross-sectional research design was adopted. Data were collected through a structured questionnaire from 315 university faculty members, including lecturers, assistant professors, associate professors, and professors. Perceived overqualification was measured using nine items, shame using six items, and withdrawal from work using ten items. The reliability of the measures was assessed using Cronbach's alpha. Descriptive statistics, Pearson correlation, and regression analyses were conducted using SPSS. The mediating effect of shame was examined using a bootstrap-based mediation analysis.

Findings- The results indicated that there was a positive and statistically significant relationship between perceived overqualification and withdrawal from work (β = .31, p < .001), thus supporting the first hypothesis. Perceived overqualification also significantly predicted shame (B = .45, p < .001) and shame significantly predicted withdrawal from work. The indirect effect of OQ on withdrawal via shame was significant (B = .135, 95% BC=.078, .205). As the direct effect remained significant after the inclusion of shame (B = .20, p < .001), the results indicate partial mediation.

Originality/value- This study is a valuable addition to the field of perceived overqualification literature in that it sheds light on the role of shame as an emotional process that could be linked to withdrawal from work in the context of perceived qualification–job mismatch. The study combines the person–job fit and the appraisal view, thus offering a more holistic view of the emotional and behavioral outcomes of perceived overqualification. The results also have implications for organizations that want to optimize the use of skills, career advancement, and psychological involvement at work for their employees.