Abstract: Research has extensively investigated the impacts of perceived overqualification (POQ), while few studies have explored the conditions under which these effects may be either beneficial or detrimental. Drawing upon cognitive appraisal theory, this study investigates when and how future work self-salience (FWSS) shapes employees’ distinct responses to POQ. Using data from 239 employees across the Sichuan and Jiangxi provinces in China, we constructed a latent moderated structural model and demonstrated that, for employees with higher FWSS, POQ fosters proactive career behavior through problem-solving pondering. In contrast, for those with lower FWSS, POQ leads to work procrastination through affective rumination. Both theoretical and practical implications are provided.
Sun et al. (Thu,) studied this question.