It Is Not Always All Bad: A Meta-Analytic Review of Perceived Overqualification

We reviewed empirical studies of perceived overqualification (OQ) and meta-analytically examined their relationships with job attitudes, withdrawal, well-being, in-role and contextual performance, as well as metrics of career success. Relationships were based on effect sizes reported in 41 primary studies conducted between 1993 and 2015, using 45 independent samples (N=19,494). In line with common assumptions, moderate sized negative relationships exist between perceived OQ and attitudes and well-being, and positive relationships with withdrawal measures. Counter to common assumptions, however, a positive relationship exists between perceived OQ and in-role performance. No significant relationships were found with contextual behavior or career success. Moderators of gender and age were supported, in addition to the artefactual moderator of the perceived OQ scale. These findings suggest that although employees who perceive that they are overqualified for their current positions are likely dissatisfied and attempting to leave, they can also be good performers. These findings reflect a recent interest in examining potential benefits of OQ.