Perceived overqualification (POQ) has traditionally been seen as an undesirable employment situation associated with negative outcomes. However, recent research suggests that POQ may have positive implications for both employees and organizations. Despite the growing literature on this topic, scholars have offered numerous explanatory mechanisms for linking POQ with its work outcomes, and inconsistent findings have been reported, highlighting the need for a comprehensive understanding of why, where, and for whom POQ is beneficial or detrimental. In the present study, we developed an integrative theoretical framework that depicts the consequences, mechanisms, and moderators of POQ. We then conducted a meta-analytical review of the POQ literature, analyzing 704 effect sizes from 251 independent samples (N = 87,229). By organizing the dominant mechanisms in POQ research within a unified framework of work motivation, we elucidate the distinct pathways by which POQ induces differential work consequences. We further consider the role of key cultural, economic, sociodemographic, and methodological characteristics as boundary conditions. Overall, our findings provide support for our predictions and provide novel insights into the work-related consequences of POQ. Theoretical and practical implications of our findings are thoroughly discussed.

中文翻译：

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鱼有能力还是池塘不足？对感知过高资格的后果、机制和调节因素的荟萃分析

资格过高（POQ）传统上被视为与负面结果相关的不良就业情况。然而，最近的研究表明 POQ 可能对员工和组织都有积极的影响。尽管关于这一主题的文献越来越多，但学者们提出了许多将 POQ 与其工作成果联系起来的解释机制，并且报告了不一致的研究结果，这凸显了全面了解 POQ 为何、在何处以及对谁有益或有害的必要性。在本研究中，我们开发了一个综合理论框架，描述了 POQ 的后果、机制和调节因素。然后，我们对 POQ 文献进行了荟萃分析，分析了 251 个独立样本的 704 个效应量 (N = 87,229)。通过在统一的工作动机框架内组织 POQ 研究的主导机制，我们阐明了 POQ 导致不同工作结果的不同途径。我们进一步考虑关键文化、经济、社会人口和方法论特征作为边界条件的作用。总的来说，我们的研究结果为我们的预测提供了支持，并为 POQ 与工作相关的后果提供了新颖的见解。我们的研究结果的理论和实践意义得到了深入的讨论。