SlideShare a Scribd company logo
1 of 25
Download to read offline
Incorporating Knowledge and Learning for a Better Performance
Overqualification and it’s
outcomes: the moderating role of
organizational learning
by ZHENG, Boyang
www.sinauonline.com
Incorporating Knowledge and Learning for a Better Performance
Outline
1 Literature review
2 Hypothesis and Method
3 Result
4 Discussion
5 Conclusion
Incorporating Knowledge and Learning for a Better Performance
Incorporating Knowledge and Learning for a Better Performance
• Overqualification (or underemployment) is the state
of being skilled or educated beyond what is
necessary for a job
• A special issue of Demands-Abilities Fit
• A common phenomenon in industrialized countries
• Operational definition
– Through Job analysis and assessment(Green &
McIntosh, 2007)
– Overeducation(Hung, 2008)
– Perceived Overqualification(Johnson & Johnson, 1996,
2002)
Overqualification
Incorporating Knowledge and Learning for a Better Performance
• General concerns of the company
– More cost on staff salaries
– a stepping stone for overqualified candidates (turnover)
– Can not maximize the potential of employees
– ……
• Literatures showed
– Negative effect on Job Satisfaction(Johnson & Johnson,
2 000, 2002; Erdogan & Bauer, 2009; Fine & Nevo, 2008)
– Positively related to turnover intention( Erdogan &
Bauer, 2009)
– Low affective commitment(Johnson & Johnson, 2002)
Outcomes of overqualification
Incorporating Knowledge and Learning for a Better Performance
• With different measures of performance, a variety
results were found:
– Negative related(Bolino & Feldman, 2000)
– No significant relationship(Fine & Nevo, 2008)
– Positive related (Fine & Nevo, 2008; Erdogan & Bauer, 2009)
• Task performance (Objective performance) is positive
related to OQ
Outcomes of overqualification
Incorporating Knowledge and Learning for a Better Performance
THE QUESTION IS:
How to avoid negative consequence of OQ
while maintain or strengthen performance-
facilitate effect?
* Note: a managerial practice
Incorporating Knowledge and Learning for a Better Performance
• A way of organizational development
• Sense changes in signals from its
environment and adapt accordingly
• Building learning organization:
competency upgrading
Experimenta
tion
Information
Collection
Analysis
Education &
Training
Information
Transfer
Components and Process of OL(Garvin et al, 2008)
Organizational Learning
Incorporating Knowledge and Learning for a Better Performance
• OL can promote Organizational Performance
– Reduce resistance in organizational change(Alas et
al, 2009)
– Employee’s mastery to performance(Garcia-
Morales et al, 2007)
– Positively related to Job Satisfaction, Organizational
Commitment, Task performance(Rose et al, 2009)
Why use OL as moderator?
Incorporating Knowledge and Learning for a Better Performance
Organizational
Learning
Job
Satisfaction
Affective
Commitment
Performance
(-)
(-)
(+)
Perceived
Overqualification
(-)H1
(-)H2
(+)H3
Hypothesis
Incorporating Knowledge and Learning for a Better Performance
• 3 firms (N=199)
– 1)a subsidy of a communication corepation (N=26)
– 2)a foreign trade company (N=100)
– 3)a branch of ICBC (N=73)
• Description
– Valid: 176;
– Male: 29.5%; age from 21 to 50 (ave. 29.7±5.8);
– mainly junior college students and undergraduates;
– Work experience: 0 to 30 (ave. 7.1±6.1)
Sampling
Incorporating Knowledge and Learning for a Better Performance
• Perceived Overqualification : 10 items, 2 factors
(Johnson & Johnson, 1996)
• Concrete Learning Process and Practice: 29 items, 5
factors (Garvin et al., 2008)
• Job satisfaction: 3 items (Cammann et al., 1979)
• Affective Commitment: 8 items (Allen & Meyer, 1990)
• Performance (Self-rated): 15 items, 5 factors
(Suliman,2001)
• Note 1: Cronbach α varies from 0.733 to 0.926
Note 2: Construct Validity was verified (construct
maintained)
Measure
Incorporating Knowledge and Learning for a Better Performance
• Age, gender, work experience
• Dummy variables:
– Education(4 levels, 3 variables)
– Position(2 levels, 1 variables)
– Sample Source(3 levels, 2 variables)
Controlled Variables
Incorporating Knowledge and Learning for a Better Performance
Result: Correlation
Incorporating Knowledge and Learning for a Better Performance
• Follow a 3-step procedure
– 1 add controlled variables
– 2 add Organizational Learning and Overqualification
– 3 add OL*OQ (the interact variable)
• If interaction occurs, the moderate effect occurs
Result: Regression
Incorporating Knowledge and Learning for a Better Performance
• Interaction is
significant,
need further
step to prove
H1
Result: Regression – Job Satisfaction
Incorporating Knowledge and Learning for a Better Performance
• Interaction is
not significant,
H2 is not
supported
Result: Regression – Affective Commitment
Incorporating Knowledge and Learning for a Better Performance
• Interaction is
significant,
need further
step to prove
H3
Result: Regression – Performance
Incorporating Knowledge and Learning for a Better Performance
• Further analysis of interaction: Here use a regression
coefficients comparison procedure instead of simple
slope analysis
• Procedure:
– 1. Dichotomize cases into 2 groups according to the average
of OL score
– 2. Conduct regression analysis for each group
– 3. Compare coefficients
Result: Comparative Regression
Incorporating Knowledge and Learning for a Better Performance
• Job Satisfaction: OL reduce the negative effect
of OQ on JS, H1 is supported
• Performance: OL also reduce the positive effect
of OQ on performance, the opposite of H3, H3 is
not supported.
Result: Comparative Regression
Incorporating Knowledge and Learning for a Better Performance
Result
Organizational
Learning
Job
Satisfaction
Affective
Commitment
Performance
(-)
(-)
(NS)
Perceived
Overqualification
(-)
(NS)
(-)
Incorporating Knowledge and Learning for a Better Performance
• Why only H1 supported?
– OL practices give employees opportunities to learn
more to alleviate the perception of OQ
– OL practices directly effect on employees’ skills,
which is not directly related with psychological
attachments
– OL practices mean changes, changes need adaption
– D-A fit: a dynamic process
• Consequences of Overqualification
Discussion
Incorporating Knowledge and Learning for a Better Performance
• How to apply? - A managerial practice need to
be weighed
– a more satisfied employee may less considers
turnover, thus save costs of recruitment and training
– The extra performance of overqualified employee
disappeared. May not be good to overall
performance.
Discussion
Incorporating Knowledge and Learning for a Better Performance
• Limitations
– Did not distinguish fit and under-qualification individuals
– Sampling: multi-source, not focus on industry
– Measurement of performance
– Common Method Bias
• Further Research
– Other managerial practices to tackle negative
consequences of OQ
– Formation of OQ (esp. psychological mechanism)
Limitations and Further Research
Incorporating Knowledge and Learning for a Better Performance
• Organizational Learning will weaken the negative effect
of overqualification on Job satisfaction, while it shows
no effect on weakening the negative effect on affective
commitment and weaken the positive effect on
performance.
• Organizational Learning can solve part of the problems
caused by Overqualification, but it need to be weighed
when applied.
Conclusion
Incorporating Knowledge and Learning for a Better Performance
Thank you!

More Related Content

What's hot

Implementation assessment of OD - OD process - Organizational Change and De...
Implementation assessment of OD -  OD process -  Organizational Change and De...Implementation assessment of OD -  OD process -  Organizational Change and De...
Implementation assessment of OD - OD process - Organizational Change and De...manumelwin
 
Quality of work life structural od intervention - Organizational Change an...
Quality of work life   structural od intervention -  Organizational Change an...Quality of work life   structural od intervention -  Organizational Change an...
Quality of work life structural od intervention - Organizational Change an...manumelwin
 
Operational components of OD - By Priyanka & Shephali
Operational components of OD - By Priyanka & ShephaliOperational components of OD - By Priyanka & Shephali
Operational components of OD - By Priyanka & ShephaliShephali Srivastava
 
Taxonomy of change models slideshare 201703
Taxonomy of change models  slideshare 201703Taxonomy of change models  slideshare 201703
Taxonomy of change models slideshare 201703Mark Simpson
 
Evaluation and feedback within the change process
Evaluation and feedback within the change processEvaluation and feedback within the change process
Evaluation and feedback within the change processDani
 
Action research - OD process - Organizational Change and Development - Manu...
Action research  - OD process -  Organizational Change and Development - Manu...Action research  - OD process -  Organizational Change and Development - Manu...
Action research - OD process - Organizational Change and Development - Manu...manumelwin
 
Quality of work life
Quality of work lifeQuality of work life
Quality of work lifeICBM-SBE
 
Organizational developmentppp
Organizational developmentpppOrganizational developmentppp
Organizational developmentpppbuklod
 
Structural design structural intervention - Organizational Change and Deve...
Structural design   structural intervention -  Organizational Change and Deve...Structural design   structural intervention -  Organizational Change and Deve...
Structural design structural intervention - Organizational Change and Deve...manumelwin
 
Strategic interventions
Strategic interventionsStrategic interventions
Strategic interventionsUsman Khan
 

What's hot (20)

ARBS 2014 Presentation
ARBS 2014 PresentationARBS 2014 Presentation
ARBS 2014 Presentation
 
Implementation assessment of OD - OD process - Organizational Change and De...
Implementation assessment of OD -  OD process -  Organizational Change and De...Implementation assessment of OD -  OD process -  Organizational Change and De...
Implementation assessment of OD - OD process - Organizational Change and De...
 
Operational components of od
Operational components of odOperational components of od
Operational components of od
 
306 - Performance Management the Death Of the Collegiate system in HE
306 - Performance Management the Death Of the Collegiate system in HE306 - Performance Management the Death Of the Collegiate system in HE
306 - Performance Management the Death Of the Collegiate system in HE
 
Quality of work life structural od intervention - Organizational Change an...
Quality of work life   structural od intervention -  Organizational Change an...Quality of work life   structural od intervention -  Organizational Change an...
Quality of work life structural od intervention - Organizational Change an...
 
Quality of work life
Quality of work lifeQuality of work life
Quality of work life
 
Operational Components of OD
Operational Components of ODOperational Components of OD
Operational Components of OD
 
Operational components of OD - By Priyanka & Shephali
Operational components of OD - By Priyanka & ShephaliOperational components of OD - By Priyanka & Shephali
Operational components of OD - By Priyanka & Shephali
 
Taxonomy of change models slideshare 201703
Taxonomy of change models  slideshare 201703Taxonomy of change models  slideshare 201703
Taxonomy of change models slideshare 201703
 
Quality of work life ppt
Quality of work life pptQuality of work life ppt
Quality of work life ppt
 
Evaluation and feedback within the change process
Evaluation and feedback within the change processEvaluation and feedback within the change process
Evaluation and feedback within the change process
 
Action research - OD process - Organizational Change and Development - Manu...
Action research  - OD process -  Organizational Change and Development - Manu...Action research  - OD process -  Organizational Change and Development - Manu...
Action research - OD process - Organizational Change and Development - Manu...
 
Quality of work life
Quality of work lifeQuality of work life
Quality of work life
 
Organizational developmentppp
Organizational developmentpppOrganizational developmentppp
Organizational developmentppp
 
Quality of work life
Quality of work life Quality of work life
Quality of work life
 
Tqm in hrm
Tqm in hrmTqm in hrm
Tqm in hrm
 
Organisation Developement and change managemnt
Organisation Developement and change managemntOrganisation Developement and change managemnt
Organisation Developement and change managemnt
 
Structural design structural intervention - Organizational Change and Deve...
Structural design   structural intervention -  Organizational Change and Deve...Structural design   structural intervention -  Organizational Change and Deve...
Structural design structural intervention - Organizational Change and Deve...
 
Presentation1
Presentation1Presentation1
Presentation1
 
Strategic interventions
Strategic interventionsStrategic interventions
Strategic interventions
 

Viewers also liked

How to insert flash into ppt yl
How to insert flash into ppt ylHow to insert flash into ppt yl
How to insert flash into ppt ylYeapYL
 
Study of the relationship between shyness and employee
Study of the relationship between shyness and employeeStudy of the relationship between shyness and employee
Study of the relationship between shyness and employeeLingbin
 
How to insert flash into ppt
How to insert flash into pptHow to insert flash into ppt
How to insert flash into pptYeapYL
 
How to insert flash into ppt yl
How to insert flash into ppt ylHow to insert flash into ppt yl
How to insert flash into ppt ylYeapYL
 
How to insert flash into ppt yyl
How to insert flash into ppt yylHow to insert flash into ppt yyl
How to insert flash into ppt yylYeapYL
 
字词教学 Ppt
字词教学 Ppt字词教学 Ppt
字词教学 PptYeapYL
 

Viewers also liked (9)

How to insert flash into ppt yl
How to insert flash into ppt ylHow to insert flash into ppt yl
How to insert flash into ppt yl
 
Study of the relationship between shyness and employee
Study of the relationship between shyness and employeeStudy of the relationship between shyness and employee
Study of the relationship between shyness and employee
 
How to insert flash into ppt
How to insert flash into pptHow to insert flash into ppt
How to insert flash into ppt
 
Vr cl
Vr clVr cl
Vr cl
 
Embedded PowerPoint
Embedded PowerPointEmbedded PowerPoint
Embedded PowerPoint
 
How to insert flash into ppt yl
How to insert flash into ppt ylHow to insert flash into ppt yl
How to insert flash into ppt yl
 
How to insert flash into ppt yyl
How to insert flash into ppt yylHow to insert flash into ppt yyl
How to insert flash into ppt yyl
 
Mapa dopomogi
Mapa dopomogiMapa dopomogi
Mapa dopomogi
 
字词教学 Ppt
字词教学 Ppt字词教学 Ppt
字词教学 Ppt
 

Similar to Organizational Learning Moderate Overqualification

Human resources managment
Human resources managmentHuman resources managment
Human resources managmentMohamed Thabet
 
effect of trainin
effect of trainineffect of trainin
effect of traininnavid1921
 
Complete guide to Effective Training - Nick Blanchard and James W Thacker
Complete guide to Effective Training - Nick Blanchard and James W ThackerComplete guide to Effective Training - Nick Blanchard and James W Thacker
Complete guide to Effective Training - Nick Blanchard and James W ThackerManu Melwin Joy
 
Esimieskoulutus 2014
Esimieskoulutus 2014Esimieskoulutus 2014
Esimieskoulutus 2014anssirie
 
Training and Development PPT 2.pptx
Training and Development PPT 2.pptxTraining and Development PPT 2.pptx
Training and Development PPT 2.pptxkamlakargadegaonkar2
 
Organisational behaviour project presentation bpk 20130602 08
Organisational behaviour project presentation bpk 20130602 08Organisational behaviour project presentation bpk 20130602 08
Organisational behaviour project presentation bpk 20130602 08Charlie Chen
 
Carnegie Foundation Summit on Improvement in Education: Driver Diagrams
Carnegie Foundation Summit on Improvement in Education: Driver DiagramsCarnegie Foundation Summit on Improvement in Education: Driver Diagrams
Carnegie Foundation Summit on Improvement in Education: Driver DiagramsNext Generation Learning Challenges
 
Business Learning Strategy
Business Learning StrategyBusiness Learning Strategy
Business Learning StrategyNick DeNardo
 
Employee involvement (3)
Employee involvement (3)Employee involvement (3)
Employee involvement (3)083805154
 
Performance Management and Performance Appraisal
Performance Management and Performance AppraisalPerformance Management and Performance Appraisal
Performance Management and Performance AppraisalAshish Chaulagain
 
DOC-20230922-WA0057..ppt
DOC-20230922-WA0057..pptDOC-20230922-WA0057..ppt
DOC-20230922-WA0057..pptshilpacse9092
 

Similar to Organizational Learning Moderate Overqualification (20)

Training
TrainingTraining
Training
 
Training & Development
Training & DevelopmentTraining & Development
Training & Development
 
Human resources managment
Human resources managmentHuman resources managment
Human resources managment
 
Surveys for organizations
Surveys for organizationsSurveys for organizations
Surveys for organizations
 
effect of trainin
effect of trainineffect of trainin
effect of trainin
 
Complete guide to Effective Training - Nick Blanchard and James W Thacker
Complete guide to Effective Training - Nick Blanchard and James W ThackerComplete guide to Effective Training - Nick Blanchard and James W Thacker
Complete guide to Effective Training - Nick Blanchard and James W Thacker
 
Esimieskoulutus 2014
Esimieskoulutus 2014Esimieskoulutus 2014
Esimieskoulutus 2014
 
Training and Development PPT 2.pptx
Training and Development PPT 2.pptxTraining and Development PPT 2.pptx
Training and Development PPT 2.pptx
 
Organisational behaviour project presentation bpk 20130602 08
Organisational behaviour project presentation bpk 20130602 08Organisational behaviour project presentation bpk 20130602 08
Organisational behaviour project presentation bpk 20130602 08
 
Carnegie Foundation Summit on Improvement in Education: Driver Diagrams
Carnegie Foundation Summit on Improvement in Education: Driver DiagramsCarnegie Foundation Summit on Improvement in Education: Driver Diagrams
Carnegie Foundation Summit on Improvement in Education: Driver Diagrams
 
Business Learning Strategy
Business Learning StrategyBusiness Learning Strategy
Business Learning Strategy
 
Employee involvement (3)
Employee involvement (3)Employee involvement (3)
Employee involvement (3)
 
NEEDS ASSESSMENT
NEEDS ASSESSMENT NEEDS ASSESSMENT
NEEDS ASSESSMENT
 
TraresJordanK_M7_A3
TraresJordanK_M7_A3TraresJordanK_M7_A3
TraresJordanK_M7_A3
 
Performance Management and Performance Appraisal
Performance Management and Performance AppraisalPerformance Management and Performance Appraisal
Performance Management and Performance Appraisal
 
Chapter 8 business psychology
Chapter 8   business psychologyChapter 8   business psychology
Chapter 8 business psychology
 
Human Resources 101
Human Resources 101Human Resources 101
Human Resources 101
 
Motivation.ppt
Motivation.pptMotivation.ppt
Motivation.ppt
 
DOC-20230922-WA0057..ppt
DOC-20230922-WA0057..pptDOC-20230922-WA0057..ppt
DOC-20230922-WA0057..ppt
 
Ch07
Ch07Ch07
Ch07
 

Recently uploaded

Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessQ2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessAPCO
 
Project Brief & Information Architecture Report
Project Brief & Information Architecture ReportProject Brief & Information Architecture Report
Project Brief & Information Architecture Reportamberjiles31
 
To Create Your Own Wig Online To Create Your Own Wig Online
To Create Your Own Wig Online  To Create Your Own Wig OnlineTo Create Your Own Wig Online  To Create Your Own Wig Online
To Create Your Own Wig Online To Create Your Own Wig Onlinelng ths
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access
 
Upgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsUpgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsIntellect Design Arena Ltd
 
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...ISONIKELtd
 
Fabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and FestivalsFabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and FestivalsWristbands Ireland
 
Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)Lviv Startup Club
 
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 Building Your Personal Brand on LinkedIn - Expert Planet-  2024 Building Your Personal Brand on LinkedIn - Expert Planet-  2024
Building Your Personal Brand on LinkedIn - Expert Planet- 2024Stephan Koning
 
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...AustraliaChapterIIBA
 
Live-Streaming in the Music Industry Webinar
Live-Streaming in the Music Industry WebinarLive-Streaming in the Music Industry Webinar
Live-Streaming in the Music Industry WebinarNathanielSchmuck
 
Introduction to The overview of GAAP LO 1-5.pptx
Introduction to The overview of GAAP LO 1-5.pptxIntroduction to The overview of GAAP LO 1-5.pptx
Introduction to The overview of GAAP LO 1-5.pptxJemalSeid25
 
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfAnhNguyen97152
 
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfPDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfHajeJanKamps
 
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfTalent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfCharles Cotter, PhD
 
Lecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toLecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toumarfarooquejamali32
 
Trauma Training Service for First Responders
Trauma Training Service for First RespondersTrauma Training Service for First Responders
Trauma Training Service for First RespondersBPOQe
 
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxCracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxWorkforce Group
 
Plano de marketing- inglês em formato ppt
Plano de marketing- inglês  em formato pptPlano de marketing- inglês  em formato ppt
Plano de marketing- inglês em formato pptElizangelaSoaresdaCo
 
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdf
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdfAMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdf
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdfJohnCarloValencia4
 

Recently uploaded (20)

Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for BusinessQ2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
Q2 2024 APCO Geopolitical Radar - The Global Operating Environment for Business
 
Project Brief & Information Architecture Report
Project Brief & Information Architecture ReportProject Brief & Information Architecture Report
Project Brief & Information Architecture Report
 
To Create Your Own Wig Online To Create Your Own Wig Online
To Create Your Own Wig Online  To Create Your Own Wig OnlineTo Create Your Own Wig Online  To Create Your Own Wig Online
To Create Your Own Wig Online To Create Your Own Wig Online
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024
 
Upgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsUpgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking Applications
 
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...
ISONIKE Ltd Accreditation for the Conformity Assessment and Certification of ...
 
Fabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and FestivalsFabric RFID Wristbands in Ireland for Events and Festivals
Fabric RFID Wristbands in Ireland for Events and Festivals
 
Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)Michael Vidyakin: Introduction to PMO (UA)
Michael Vidyakin: Introduction to PMO (UA)
 
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 Building Your Personal Brand on LinkedIn - Expert Planet-  2024 Building Your Personal Brand on LinkedIn - Expert Planet-  2024
Building Your Personal Brand on LinkedIn - Expert Planet- 2024
 
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
IIBA® Melbourne - Navigating Business Analysis - Excellence for Career Growth...
 
Live-Streaming in the Music Industry Webinar
Live-Streaming in the Music Industry WebinarLive-Streaming in the Music Industry Webinar
Live-Streaming in the Music Industry Webinar
 
Introduction to The overview of GAAP LO 1-5.pptx
Introduction to The overview of GAAP LO 1-5.pptxIntroduction to The overview of GAAP LO 1-5.pptx
Introduction to The overview of GAAP LO 1-5.pptx
 
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdfGraham and Doddsville - Issue 1 - Winter 2006 (1).pdf
Graham and Doddsville - Issue 1 - Winter 2006 (1).pdf
 
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdfPDT 89 - $1.4M - Seed - Plantee Innovations.pdf
PDT 89 - $1.4M - Seed - Plantee Innovations.pdf
 
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdfTalent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
Talent Management research intelligence_13 paradigm shifts_20 March 2024.pdf
 
Lecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb toLecture_6.pptx English speaking easyb to
Lecture_6.pptx English speaking easyb to
 
Trauma Training Service for First Responders
Trauma Training Service for First RespondersTrauma Training Service for First Responders
Trauma Training Service for First Responders
 
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxCracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
 
Plano de marketing- inglês em formato ppt
Plano de marketing- inglês  em formato pptPlano de marketing- inglês  em formato ppt
Plano de marketing- inglês em formato ppt
 
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdf
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdfAMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdf
AMAZON SELLER VIRTUAL ASSISTANT PRODUCT RESEARCH .pdf
 

Organizational Learning Moderate Overqualification

  • 1. Incorporating Knowledge and Learning for a Better Performance Overqualification and it’s outcomes: the moderating role of organizational learning by ZHENG, Boyang www.sinauonline.com
  • 2. Incorporating Knowledge and Learning for a Better Performance Outline 1 Literature review 2 Hypothesis and Method 3 Result 4 Discussion 5 Conclusion Incorporating Knowledge and Learning for a Better Performance
  • 3. Incorporating Knowledge and Learning for a Better Performance • Overqualification (or underemployment) is the state of being skilled or educated beyond what is necessary for a job • A special issue of Demands-Abilities Fit • A common phenomenon in industrialized countries • Operational definition – Through Job analysis and assessment(Green & McIntosh, 2007) – Overeducation(Hung, 2008) – Perceived Overqualification(Johnson & Johnson, 1996, 2002) Overqualification
  • 4. Incorporating Knowledge and Learning for a Better Performance • General concerns of the company – More cost on staff salaries – a stepping stone for overqualified candidates (turnover) – Can not maximize the potential of employees – …… • Literatures showed – Negative effect on Job Satisfaction(Johnson & Johnson, 2 000, 2002; Erdogan & Bauer, 2009; Fine & Nevo, 2008) – Positively related to turnover intention( Erdogan & Bauer, 2009) – Low affective commitment(Johnson & Johnson, 2002) Outcomes of overqualification
  • 5. Incorporating Knowledge and Learning for a Better Performance • With different measures of performance, a variety results were found: – Negative related(Bolino & Feldman, 2000) – No significant relationship(Fine & Nevo, 2008) – Positive related (Fine & Nevo, 2008; Erdogan & Bauer, 2009) • Task performance (Objective performance) is positive related to OQ Outcomes of overqualification
  • 6. Incorporating Knowledge and Learning for a Better Performance THE QUESTION IS: How to avoid negative consequence of OQ while maintain or strengthen performance- facilitate effect? * Note: a managerial practice
  • 7. Incorporating Knowledge and Learning for a Better Performance • A way of organizational development • Sense changes in signals from its environment and adapt accordingly • Building learning organization: competency upgrading Experimenta tion Information Collection Analysis Education & Training Information Transfer Components and Process of OL(Garvin et al, 2008) Organizational Learning
  • 8. Incorporating Knowledge and Learning for a Better Performance • OL can promote Organizational Performance – Reduce resistance in organizational change(Alas et al, 2009) – Employee’s mastery to performance(Garcia- Morales et al, 2007) – Positively related to Job Satisfaction, Organizational Commitment, Task performance(Rose et al, 2009) Why use OL as moderator?
  • 9. Incorporating Knowledge and Learning for a Better Performance Organizational Learning Job Satisfaction Affective Commitment Performance (-) (-) (+) Perceived Overqualification (-)H1 (-)H2 (+)H3 Hypothesis
  • 10. Incorporating Knowledge and Learning for a Better Performance • 3 firms (N=199) – 1)a subsidy of a communication corepation (N=26) – 2)a foreign trade company (N=100) – 3)a branch of ICBC (N=73) • Description – Valid: 176; – Male: 29.5%; age from 21 to 50 (ave. 29.7±5.8); – mainly junior college students and undergraduates; – Work experience: 0 to 30 (ave. 7.1±6.1) Sampling
  • 11. Incorporating Knowledge and Learning for a Better Performance • Perceived Overqualification : 10 items, 2 factors (Johnson & Johnson, 1996) • Concrete Learning Process and Practice: 29 items, 5 factors (Garvin et al., 2008) • Job satisfaction: 3 items (Cammann et al., 1979) • Affective Commitment: 8 items (Allen & Meyer, 1990) • Performance (Self-rated): 15 items, 5 factors (Suliman,2001) • Note 1: Cronbach α varies from 0.733 to 0.926 Note 2: Construct Validity was verified (construct maintained) Measure
  • 12. Incorporating Knowledge and Learning for a Better Performance • Age, gender, work experience • Dummy variables: – Education(4 levels, 3 variables) – Position(2 levels, 1 variables) – Sample Source(3 levels, 2 variables) Controlled Variables
  • 13. Incorporating Knowledge and Learning for a Better Performance Result: Correlation
  • 14. Incorporating Knowledge and Learning for a Better Performance • Follow a 3-step procedure – 1 add controlled variables – 2 add Organizational Learning and Overqualification – 3 add OL*OQ (the interact variable) • If interaction occurs, the moderate effect occurs Result: Regression
  • 15. Incorporating Knowledge and Learning for a Better Performance • Interaction is significant, need further step to prove H1 Result: Regression – Job Satisfaction
  • 16. Incorporating Knowledge and Learning for a Better Performance • Interaction is not significant, H2 is not supported Result: Regression – Affective Commitment
  • 17. Incorporating Knowledge and Learning for a Better Performance • Interaction is significant, need further step to prove H3 Result: Regression – Performance
  • 18. Incorporating Knowledge and Learning for a Better Performance • Further analysis of interaction: Here use a regression coefficients comparison procedure instead of simple slope analysis • Procedure: – 1. Dichotomize cases into 2 groups according to the average of OL score – 2. Conduct regression analysis for each group – 3. Compare coefficients Result: Comparative Regression
  • 19. Incorporating Knowledge and Learning for a Better Performance • Job Satisfaction: OL reduce the negative effect of OQ on JS, H1 is supported • Performance: OL also reduce the positive effect of OQ on performance, the opposite of H3, H3 is not supported. Result: Comparative Regression
  • 20. Incorporating Knowledge and Learning for a Better Performance Result Organizational Learning Job Satisfaction Affective Commitment Performance (-) (-) (NS) Perceived Overqualification (-) (NS) (-)
  • 21. Incorporating Knowledge and Learning for a Better Performance • Why only H1 supported? – OL practices give employees opportunities to learn more to alleviate the perception of OQ – OL practices directly effect on employees’ skills, which is not directly related with psychological attachments – OL practices mean changes, changes need adaption – D-A fit: a dynamic process • Consequences of Overqualification Discussion
  • 22. Incorporating Knowledge and Learning for a Better Performance • How to apply? - A managerial practice need to be weighed – a more satisfied employee may less considers turnover, thus save costs of recruitment and training – The extra performance of overqualified employee disappeared. May not be good to overall performance. Discussion
  • 23. Incorporating Knowledge and Learning for a Better Performance • Limitations – Did not distinguish fit and under-qualification individuals – Sampling: multi-source, not focus on industry – Measurement of performance – Common Method Bias • Further Research – Other managerial practices to tackle negative consequences of OQ – Formation of OQ (esp. psychological mechanism) Limitations and Further Research
  • 24. Incorporating Knowledge and Learning for a Better Performance • Organizational Learning will weaken the negative effect of overqualification on Job satisfaction, while it shows no effect on weakening the negative effect on affective commitment and weaken the positive effect on performance. • Organizational Learning can solve part of the problems caused by Overqualification, but it need to be weighed when applied. Conclusion
  • 25. Incorporating Knowledge and Learning for a Better Performance Thank you!

Editor's Notes

  1. 2 tell the differences between over- or under-qualification 4-3 tell the reason why choose the third definition