Perceived overqualification and innovative work behavior among Vietnamese employees: the serial effects of perceived employment confidence and task crafting

Purpose Do employees’ perceptions of being overqualified for their roles inhibit their ability to be innovative in the workplace? This study aims to explore this question by investigating the motivational and behavioral mechanisms through which perceived overqualification (POQ) fosters innovative work behavior (IWB). Specifically, this study draws on person–job fit (PJF) theory as the primary theoretical lens and on Proactive Motivation theory to clarify how confidence-based “can-do” motivation translates into proactive task changes and, ultimately, into innovative behavior. Design/methodology/approach Findings are based on data from 488 Vietnamese employees and analyzed by using partial least squares-structural equation modeling. Findings POQ had a positive effect on IWB, and the serial mediation effects of perceived employability (PE) and task crafting in the relationship between POQ and IWB were confirmed. Originality/value This study supports the view that overqualified employees can serve as a driving force for organizational innovation. It highlights the bright side of POQ and the underlying psychological and motivational mechanisms behind it. Finally, this study extends PJF theory within the Vietnamese organizational context, where labor market dynamics and skill mismatches are becoming increasingly salient.