Purpose

Building on the social capital theory of career success (SCT), this paper aims to explore how and when newcomers’ overqualifications can grant them positions as informal leaders within the workgroup over time.

Design/methodology/approach

The model was tested using a social relations modeling analysis conducted using a three-wave survey with 242 newcomers in Macau.

Findings

The results support the view that relatively qualified newcomers can enjoy social capital advantages in workgroup networks. Newcomers’ desired qualifications can grant them positions as informal leaders through leader–member exchange and advice network centrality. These relationships are moderated by relational dissimilarity, such that the benefits of being relatively overqualified will be weakened when relational dissimilarity is high (vs. low).

Practical implications

When assisting overqualified newcomers in integrating into their teams, practitioners shall be aware of the time and resources that new hires require for adjustment, especially when significant newcomer–veteran relational dissimilarity exists.

Originality/value

The present paper challenges the overtly detrimental outcomes of overqualification by highlighting the positive relational implications of being relatively overqualified.

中文翻译：

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社会化背景下的过度资格：相对合格如何导致领导力的出现

 目的

本文以职业成功的社会资本理论 （SCT） 为基础，旨在探讨随着时间的推移，新人的过度资格如何以及何时可以授予他们作为工作组内非正式领导者的职位。

设计/方法/方法

该模型使用社会关系模型分析进行了测试，该分析使用对澳门 242 名新移民进行的三波调查。

 发现

结果支持这样的观点，即相对合格的新人可以在工作组网络中享受社会资本优势。新人所需的资格可以通过领导者-成员交流和咨询网络中心授予他们非正式领导者的职位。这些关系受到关系差异的调节，因此，当关系差异较高（相对于较低）时，相对合格的好处会减弱。

 实际意义

在帮助资历过高的新人融入他们的团队时，从业者应了解新员工进行调整所需的时间和资源，尤其是当新人与老员工的关系存在重大差异时。

 原创性/价值

本文通过强调相对资格过高的积极关系影响，挑战了资格过高的明显有害结果。