ELUCIDATING PERCEIVED OVERQUALIFICATION‒INTENTION TO LEAVE THE ORGANIZATION NEXUS: THE INTERMEDIARY ROLE OF JOB SATISFACTION
DOI:
https://doi.org/10.59864/Oditor62503IJKeywords:
employee perceptions, overqualification, employee satisfaction, turnover intention, PLS-SEMAbstract
In an ever-evolving organizational system, strategic maneuvering of employees is necessary. The wide spectrum of employees’ perceptions necessitates managerial finesse to quell often consequential, yet undesirable employees’ attitudes and behaviors. The research paper’s prime objective was to delve into the complexities of an increasingly common issue of this kind, that is, to investigate the “perceived overqualification‒intention to leave the organization” nexus, and furthermore, to scrutinize whether job satisfaction mediates the abovementioned relationship. The research sample comprised 151 individuals, Serbian residents, all of whom were officially in the national workforce at the close of 2022 (time of questionnaire completion). The data gathered via the well-structured Google Forms online questionnaire underwent subsequent analysis through the utilization of statistical tools IBM SPSS Statistics 26 and SmartPLS 4. The conducted research empirically tested and confirmed the premise that an employee’s perception of being overqualified (exceeding the requirements of the current job position) serves as a fertile ground for the development of his/her discontentment (low levels of job satisfaction), ultimately culminating in job abandonment intentions. The paper contributes to the ongoing debate on employees’ “perceptions‒attitudes‒behavior” consequentiality, and may serve as a valuable reference point for an organization’s long-term plans and strategies.
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