Skip to main content
SpringerLink
Log in

The Interactive Effect of Perceived Overqualification and Peer Overqualification on Peer Ostracism and Work Meaningfulness

  • Original Paper
  • Published:
Journal of Business Ethics Aims and scope Submit manuscript

Abstract

Integrating victim precipitation theory with the belongingness perspective of work meaningfulness, this study investigates the interplay among employee perceived overqualification, peer overqualification, and peer ostracism and examines how peer ostracism, in turn, leads to subsequent reduced work meaningfulness. In Study 1, a time-lagged field study of 282 employees, we found that employees who felt overqualified, while working with peers who were less overqualified, experienced more ostracism, which was associated with reduced levels of work meaningfulness. These findings were replicated in Study 2, using time-lagged multi-source data collected from 300 employees working in 51 teams. We discuss the theoretical and practical implications of these findings and identify directions for future research.

This is a preview of subscription content, log in via an institution to check access.

Access this article

Log in via an institution

Price excludes VAT (USA)
Tax calculation will be finalised during checkout.

Instant access to the full article PDF.

Institutional subscriptions

Fig. 1
Fig. 2
Fig. 3

Similar content being viewed by others

Data Availability

Data relevant to the studies in this paper are available upon reasonable request.

References

  • Adams, J. S. (1963). Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67(5), 422–436.

    Article  Google Scholar 

  • Aguinis, H., & Bradley, K. J. (2014). Best practice recommendations for designing and implementing experimental vignette methodology studies. Organizational Research Methods, 17(4), 351–371.

    Article  Google Scholar 

  • Amir, M. (1967). Victim precipitated forcible rape. Journal of Criminal Law, Criminology, and Police Science, 58, 493–502.

    Article  Google Scholar 

  • Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3), 452–471.

    Article  Google Scholar 

  • Aquino, K., & Bommer, W. H. (2003). Preferential mistreatment: How victim status moderates the relationship between organizational citizenship behavior and workplace victimization. Organization Science, 14(4), 374–385.

    Article  Google Scholar 

  • Aquino, K., & Bradfield, M. (2000). Perceived victimization in the workplace: The role of situational factors and victim characteristics. Organization Science, 11(5), 525–537.

    Article  Google Scholar 

  • Aquino, K., & Thau, S. (2009). Workplace victimization: Aggression from the target’s perspective. Annual Review of Psychology, 60, 717–741.

    Article  Google Scholar 

  • Arnoux-Nicolas, C., Sovet, L., Lhotellier, L., Di Fabio, A., & Bernaud, J. L. (2016). Perceived work conditions and turnover intentions: The mediating role of meaning of work. Frontiers in Psychology, 7, 704.

    Article  Google Scholar 

  • Arvan, M. L., Pindek, S., Andel, S. A., & Spector, P. E. (2019). Too good for your job? Disentangling the relationships between objective overqualification, perceived overqualification, and job dissatisfaction. Journal of Vocational Behavior, 115, 103323.

    Article  Google Scholar 

  • Bai, Y., Lu, L., & Lin-Schilstra, L. (2021). Auxiliaries to abusive supervisors: The spillover effects of peer mistreatment on employee performance. Journal of Business Ethics, 169, 1–19.

    Google Scholar 

  • Balliet, D., & Ferris, D. L. (2013). Ostracism and prosocial behavior: A social dilemma perspective. Organizational Behavior and Human Decision Processes, 120(2), 298–308.

    Article  Google Scholar 

  • Barclay, L. J., & Kiefer, T. (2019). In the aftermath of unfair events: Understanding the differential effects of anxiety and anger. Journal of Management, 45(5), 1802–1829.

    Article  Google Scholar 

  • Baumeister, R. F., & Leary, M. R. (1995). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117(3), 497–529.

    Article  Google Scholar 

  • Bentler, P. M., & Chou, C. P. (1987). Practical issues in structural modeling. Sociological Methods & Research, 16(1), 78–117.

    Article  Google Scholar 

  • Björkqvist, K., Österman, K., & Lagerspetz, K. M. (1994). Sex differences in covert aggression among adults. Aggressive Behavior, 20(1), 27–33.

    Article  Google Scholar 

  • Blatt, R., & Camden, C. T. (2007). Positive relationships and cultivating community. In J. E. Dutton & B. R. Ragins (Eds.), LEA’s organization and management series. Exploring positive relationships at work: Building a theoretical and research foundation (pp. 243–264). Lawrence Erlbaum Associates.

    Google Scholar 

  • Bliese, P. D. (2000). Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. In K. J. Klein & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 349–381). Jossey-Bass.

    Google Scholar 

  • Bliese, P. D. (2002). Multilevel random coefficient modeling in organizational research: Examples using SAS and S-Plus. In F. Drasgow & N. Schmitt (Eds.), Measuring and analyzing behavior in organizations: Advances in measurement and data analysis (pp. 401–445). Jossey-Bass.

    Google Scholar 

  • Bolino, M. C., & Feldman, D. C. (2000). The antecedents and consequences of underemployment among expatriates. Journal of Organizational Behavior, 21(8), 889–911.

    Article  Google Scholar 

  • Brislin, R. W., Lonner, W., & Thorndike, R. (1973). Cross-cultural methods. Wiley.

    Google Scholar 

  • Campion, M. A., Medsker, G. J., & Higgs, A. C. (1993). Relations between work group characteristics and effectiveness: Implications for designing effective work groups. Personnel Psychology, 46(4), 823–847.

    Article  Google Scholar 

  • Cheng, B., Zhou, X., Guo, G., & Yang, K. (2020). Perceived overqualification and cyberloafing: A moderated-mediation model based on equity theory. Journal of Business Ethics, 164(3), 565–577.

    Article  Google Scholar 

  • Christensen-Salem, A., Walumbwa, F. O., Babalola, M. T., Guo, L., & Misati, E. (2020). A multilevel analysis of the relationship between ethical leadership and ostracism: The roles of relational climate, employee mindfulness, and work unit structure. Journal of Business Ethics. https://doi.org/10.1007/s10551-020-04424-5

    Article  Google Scholar 

  • Cortina, L. M., Rabelo, V. C., & Holland, K. J. (2018). Beyond blaming the victim: Toward a more progressive understanding of workplace mistreatment. Industrial and Organizational Psychology, 11(1), 81–100.

    Article  Google Scholar 

  • Crosby, F. (1976). A model of egoistical relative deprivation. Psychological Review, 83(2), 85–113.

    Article  Google Scholar 

  • Curtis, L. A. (1974). Victim precipitation and violent crime. Social Problems, 83(4), 594–605.

    Article  Google Scholar 

  • Curtis, M. B., Robertson, J. C., Cockrell, R. C., & Fayard, L. D. (2020). Peer ostracism as a sanction against wrongdoers and whistleblowers. Journal of Business Ethics, 174(2), 333–354.

    Article  Google Scholar 

  • Dalal, D. K., & Zickar, M. J. (2012). Some common myths about centering predictor variables in moderated multiple regression and polynomial regression. Organizational Research Methods, 15(3), 339–362.

    Article  Google Scholar 

  • De Cremer, D., Van Dijke, M., Schminke, M., De Schutter, L., & Stouten, J. (2018). The trickle-down effects of perceived trustworthiness on subordinate performance. Journal of Applied Psychology, 103(12), 1335–1357.

    Article  Google Scholar 

  • Deloitte (2017). Deloitte global human capital trends: Rewriting the rules for the digital age. Available online at https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/hc-2017-global-human-capital-trends-gx.pdf

  • Demirtas, O., Hannah, S. T., Gok, K., Arslan, A., & Capar, N. (2017). The moderated influence of ethical leadership, via meaningful work, on followers’ engagement, organizational identification, and envy. Journal of Business Ethics, 145(1), 183–199.

    Article  Google Scholar 

  • Deng, H., Guan, Y., Wu, C. H., Erdogan, B., Bauer, T., & Yao, X. (2018). A relational model of perceived overqualification: The moderating role of interpersonal influence on social acceptance. Journal of Management, 44(8), 3288–3310.

    Article  Google Scholar 

  • Dhanani, L. Y., Main, A. M., & Pueschel, A. (2020). Do you only have yourself to blame? A meta-analytic test of the victim precipitation model. Journal of Organizational Behavior, 41(8), 706–721.

    Article  Google Scholar 

  • Edwards, J. R., Caplan, R. D., & Harrison, R. V. (1998). Person-environment fit theory: Conceptual foundations, empirical evidence, and directions for future research. In C. L. Cooper (Ed.), Theories of organizational stress (pp. 28–67). Oxford University Press.

    Google Scholar 

  • Edwards, J. R., & Lambert, L. S. (2007). Methods for integrating moderation and mediation: A general analytical framework using moderated path analysis. Psychological Methods, 12(1), 1–22.

    Article  Google Scholar 

  • Erdogan, B., & Bauer, T. N. (2009). Perceived overqualification and its outcomes: The moderating role of empowerment. Journal of Applied Psychology, 94(2), 557–565.

    Article  Google Scholar 

  • Erdogan, B., & Bauer, T. N. (2021). Overqualification at work: A review and synthesis of the literature. Annual Review of Organizational Psychology and Organizational Behavior, 8, 259–283.

    Article  Google Scholar 

  • Erdogan, B., Bauer, T. N., Peiró, J., & Truxillo, D. M. (2011a). Overqualified employees: Making the best of a potentially bad situation for individuals and organizations. Industrial and Organizational Psychology, 4(2), 215–232.

    Article  Google Scholar 

  • Erdogan, B., Bauer, T. N., Peiró, J., & Truxillo, D. M. (2011b). Overqualification theory, research, and practice: Things that matter. Industrial and Organizational Psychology, 4(2), 260–267.

    Article  Google Scholar 

  • Erdogan, B., Karaeminogullari, A., Bauer, T. N., & Ellis, A. M. (2020a). Perceived overqualification at work: Implications for extra-role behaviors and advice network centrality. Journal of Management, 46(4), 583–606.

    Article  Google Scholar 

  • Erdogan, B., Karakitapoğlu-Aygün, Z., Caughlin, D. E., Bauer, T. N., & Gumusluoglu, L. (2020b). Employee overqualification and manager job insecurity: Implications for employee career outcomes. Human Resource Management, 59(6), 555–567.

    Article  Google Scholar 

  • Erdogan, B., Tomás, I., Valls, V., & Gracia, F. J. (2018). Perceived overqualification, relative deprivation, and person-centric outcomes: The moderating role of career centrality. Journal of Vocational Behavior, 107, 233–245.

    Article  Google Scholar 

  • Feldman, D. C. (1996). The nature, antecedents and consequences of underemployment. Journal of Management, 22(3), 385–407.

    Article  Google Scholar 

  • Feldman, D. C., Leana, C. R., & Bolino, M. C. (2002). Underemployment and relative deprivation among re-employed executives. Journal of Occupational and Organizational Psychology, 75(4), 453–471.

    Article  Google Scholar 

  • Felps, W., Mitchell, T. R., & Byington, E. (2006). How, when, and why bad apples spoil the barrel: Negative group members and dysfunctional groups. Research in Organizational Behavior, 27, 175–222.

    Article  Google Scholar 

  • Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology, 93(6), 1348–1366.

    Article  Google Scholar 

  • Fisher, C. D., & To, M. L. (2012). Using experience sampling methodology in organizational behavior. Journal of Organizational Behavior, 33(7), 865–877.

    Article  Google Scholar 

  • Gilbert, P. (1989). Human nature and suffering. Routledge.

    Google Scholar 

  • Gkorezis, P., Erdogan, B., Xanthopoulou, D., & Bellou, V. (2019). Implications of perceived overqualification for employee’s close social ties: The moderating role of external organizational prestige. Journal of Vocational Behavior, 115, 103335.

    Article  Google Scholar 

  • Hahn, E., Gottschling, J., & Spinath, F. M. (2012). Short measurements of personality—Validity and reliability of the GSOEP Big Five Inventory (BFI-S). Journal of Research in Personality, 46(3), 355–359.

    Article  Google Scholar 

  • Harari, M. B., Manapragada, A., & Viswesvaran, C. (2017). Who thinks they’re a big fish in a small pond and why does it matter? A meta-analysis of perceived overqualification. Journal of Vocational Behavior, 102, 28–47.

    Article  Google Scholar 

  • Hartgerink, C. H., Van Beest, I., Wicherts, J. M., & Williams, K. D. (2015). The ordinal effects of ostracism: A meta-analysis of 120 Cyberball studies. PLoS One, 10(5), e1027002.

    Article  Google Scholar 

  • Hayes, A. F. (2012). PROCESS: A versatile computational tool for observed variable mediation, moderation, and conditional process modeling. [White paper]. Retrieved from http://www.afhayes.com/public/process2012.pdf

  • Henle, C. A., & Gross, M. A. (2014). What have I done to deserve this? Effects of employee personality and emotion on abusive supervision. Journal of Business Ethics, 122(3), 461–474.

    Article  Google Scholar 

  • Hu, J., Erdogan, B., Bauer, T. N., Jiang, K., Liu, S., & Li, Y. (2015). There are lots of big fish in this pond: The role of peer overqualification on task significance, perceived fit, and performance for overqualified employees. Journal of Applied Psychology, 100(4), 1228–1238.

    Article  Google Scholar 

  • Hussain, I., Shu, R., Tangirala, S., & Ekkirala, S. (2019). The voice bystander effect: How information redundancy inhibits employee voice. Academy of Management Journal, 62(3), 828–849.

    Article  Google Scholar 

  • Johnson, G. J., & Johnson, W. R. (1996). Perceived overqualification and psychological well-being. The Journal of Social Psychology, 136(4), 435–445.

    Article  Google Scholar 

  • Kluemper, D. H., Mossholder, K. W., Ispas, D., Bing, M. N., Iliescu, D., & Ilie, A. (2019). When core self-evaluations influence employees’ deviant reactions to abusive supervision: The moderating role of cognitive ability. Journal of Business Ethics, 159(2), 435–453.

    Article  Google Scholar 

  • Kozlowski, S. W., & Klein, K. J. (2000). A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes. In S. W. Kozlowski & K. J. Klein (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 3–90). Jossey-Bass.

    Google Scholar 

  • Kraimer, M. L., Shaffer, M. A., & Bolino, M. C. (2009). The influence of expatriate and repatriate experiences on career advancement and repatriate retention. Human Resource Management, 48(1), 27–47.

    Article  Google Scholar 

  • Lam, C. K., Van der Vegt, G. S., Walter, F., & Huang, X. (2011). Harming high performers: A social comparison perspective on interpersonal harming in work teams. Journal of Applied Psychology, 96(3), 588–601.

    Article  Google Scholar 

  • Landis, R. S., Beal, D. J., & Tesluk, P. E. (2000). A comparison of approaches to forming composite measures in structural equation models. Organizational Research Methods, 3(2), 186–207.

    Article  Google Scholar 

  • Lee, A., Erdogan, B., Tian, A., Willis, S., & Cao, J. (2021). Perceived overqualification and task performance: Reconciling two opposing pathways. Journal of Occupational and Organizational Psychology, 94(1), 80–106.

    Article  Google Scholar 

  • Li, C. S., Liao, H., & Han, Y. (2021). I despise but also envy you: A dyadic investigation of perceived overqualification, perceived relative qualification, and knowledge hiding. Personnel Psychology. https://doi.org/10.1111/peps.12444

    Article  Google Scholar 

  • Lin, B., Law, K. S., & Zhou, J. (2017). Why is underemployment related to creativity and OCB? A task-crafting explanation of the curvilinear moderated relations. Academy of Management Journal, 60(1), 156–177.

    Article  Google Scholar 

  • Lips-Wiersma, M., & Morris, L. (2009). Discriminating between ‘meaningful work’and the ‘management of meaning.’ Journal of Business Ethics, 88(3), 491–511.

    Article  Google Scholar 

  • Little, T. D., Rhemtulla, M., Gibson, K., & Schoemann, A. M. (2013). Why the items versus parcels controversy needn’t be one. Psychological Methods, 18(3), 285–300.

    Article  Google Scholar 

  • Liu, S., Luksyte, A., Zhou, L., Shi, J., & Wang, M. (2015a). Overqualification and counterproductive work behaviors: Examining a moderated mediation model. Journal of Organizational Behavior, 36(2), 250–271.

    Article  Google Scholar 

  • Liu, S., & Wang, M. (2012). Perceived overqualification: A review and recommendations for research and practice. Research in Occupational Stress and Well-Being, 10, 1–42.

    Article  Google Scholar 

  • Liu, Y., Wang, M., Chang, C. H., Shi, J., Zhou, L., & Shao, R. (2015b). Work–family conflict, emotional exhaustion, and displaced aggression toward others: The moderating roles of workplace interpersonal conflict and perceived managerial family support. Journal of Applied Psychology, 100(3), 793–808.

    Article  Google Scholar 

  • Luksyte, A., Bauer, T. N., Debus, M. E., Erdogan, B., & Wu, C. H. (2020). Perceived overqualification and collectivism orientation: Implications for work and nonwork outcomes. Journal of Management. https://doi.org/10.1177/0149206320948602

    Article  Google Scholar 

  • Luksyte, A., & Spitzmueller, C. (2016). When are overqualified employees creative? It depends on contextual factors. Journal of Organizational Behavior, 37(5), 635–653.

    Article  Google Scholar 

  • Luksyte, A., Spitzmueller, C., & Maynard, D. C. (2011). Why do overqualified incumbents deviate? Examining multiple mediators. Journal of Occupational Health Psychology, 16(3), 279–296.

    Article  Google Scholar 

  • Lysova, E. I., Allan, B. A., Dik, B. J., Duffy, R. D., & Steger, M. F. (2019). Fostering meaningful work in organizations: A multi-level review and integration. Journal of Vocational Behavior., 110, 374–389.

    Article  Google Scholar 

  • Lyu, Y., & Zhu, H. (2019). The predictive effects of workplace ostracism on employee attitudes: A job embeddedness perspective. Journal of Business Ethics, 158(4), 1083–1095.

    Article  Google Scholar 

  • Ma, C., Ganegoda, D. B., Chen, Z. X., Jiang, X., & Dong, C. (2020a). Effects of perceived overqualification on career distress and career planning: Mediating role of career identity and moderating role of leader humility. Human Resource Management, 59(6), 521–536.

    Article  Google Scholar 

  • Ma, C., Lin, X., & Wei, W. (2020b). Linking perceived overqualification with task performance and proactivity? An examination from self-concept-based perspective. Journal of Business Research, 118, 199–209.

    Article  Google Scholar 

  • Maltarich, M. A., Reilly, G., & Nyberg, A. J. (2011). Objective and subjective overqualification: Distinctions, relationships, and a place for each in the literature. Industrial and Organizational Psychology, 4(2), 236–239.

    Article  Google Scholar 

  • Maynard, D. C., Joseph, T. A., & Maynard, A. M. (2006). Underemployment, job attitudes, and turnover intentions. Journal of Organizational Behavior, 27(4), 509–536.

    Article  Google Scholar 

  • Maynard, D. C., & Parfyonova, N. M. (2013). Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values. Journal of Occupational and Organizational Psychology, 86(3), 435–455.

    Article  Google Scholar 

  • Mckee-Ryan, F. M., & Harvey, J. (2011). “I have a job, but…”: A review of underemployment. Journal of Management, 37(4), 962–996.

    Article  Google Scholar 

  • McNeish, D., Stapleton, L. M., & Silverman, R. D. (2017). On the unnecessary ubiquity of hierarchical linear modeling. Psychological Methods, 22(1), 114–140.

    Article  Google Scholar 

  • Michaelson, C., Pratt, M. G., Grant, A. M., & Dunn, C. P. (2014). Meaningful work: Connecting business ethics and organization studies. Journal of Business Ethics, 121(1), 77–90.

    Article  Google Scholar 

  • Muthén, L. K., & Muthén, B. O. (2017). Mplus Version 7 user’s guide. Muthén & Muthén.

    Google Scholar 

  • Olweus, D. (1978). Aggression in schools: Bullies and whipping boys. Hemisphere.

    Google Scholar 

  • O’Neill, T. A., & Salas, E. (2018). Creating high performance teamwork in organizations. Human Resource Management Review, 28, 325–331.

    Article  Google Scholar 

  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903.

    Article  Google Scholar 

  • Pratt, M. G., & Ashforth, B. E. (2003). Fostering meaningfulness in working and at work. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (pp. 309–327). Berrett-Koehler Publishers Inc.

    Google Scholar 

  • Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42(1), 185–227.

    Article  Google Scholar 

  • Preacher, K. J., & Selig, J. P. (2012). Advantages of Monte Carlo confidence intervals for indirect effects. Communication Methods and Measures, 6(2), 77–98.

    Article  Google Scholar 

  • Quade, M. J., Greenbaum, R. L., & Mawritz, M. B. (2019). “If only my coworker was more ethical”: When ethical and performance comparisons lead to negative emotions, social undermining, and ostracism. Journal of Business Ethics, 159(2), 567–586.

    Article  Google Scholar 

  • Reknes, I., Notelaers, G., Iliescu, D., & Einarsen, S. V. (2021). The influence of target personality in the development of workplace bullying. Journal of Occupational Health Psychology, 26(4), 291–303.

    Article  Google Scholar 

  • Robinson, S. L., O’Reilly, J., & Wang, W. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management, 39(1), 203–231.

    Article  Google Scholar 

  • Rose, S. J. (2017). Mismatch: How many workers with a bachelor’s degree are overqualified for their jobs?. Urban Institute. Retrieved from: http://www.urban.org/sites/default/files/publication/87951/college_mismatch_final_0.pdf.

  • Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30, 91–127.

    Article  Google Scholar 

  • Scott, K. L., & Duffy, M. K. (2015). Antecedents of workplace ostracism: New directions in research and intervention. Mistreatment in Organizations (pp. 137–165). Emerald Group Publishing Limited.

    Chapter  Google Scholar 

  • Scott, K. L., Restubog, S. L. D., & Zagenczyk, T. J. (2013). A social exchange-based model of the antecedents of workplace exclusion. Journal of Applied Psychology, 98(1), 37–48.

    Article  Google Scholar 

  • Scott, K. L., Zagenczyk, T. J., Schippers, M., Purvis, R. L., & Cruz, K. S. (2014). Co-worker exclusion and employee outcomes: An investigation of the moderating roles of perceived organizational and social support. Journal of Management Studies, 51(8), 1235–1256.

    Article  Google Scholar 

  • Shafer, A. B. (1999). Relation of the Big Five and Factor V subcomponents to social intelligence. European Journal of Personality, 13(3), 225–240.

    Article  Google Scholar 

  • Shen, K., & Kuhn, P. (2013). Do Chinese employers avoid hiring overqualified workers? Evidence from an internet job board. Research in Labour Economics, 37, 1–30.

    Article  Google Scholar 

  • Simon, L. S., Bauer, T. N., Erdogan, B., & Shepherd, W. (2019). Built to last: Interactive effects of perceived overqualification and proactive personality on new employee adjustment. Personnel Psychology, 72(2), 213–240.

    Article  Google Scholar 

  • Sommer, K. L., Williams, K. D., Ciarocco, N. J., & Baumeister, R. F. (2001). When silence speaks louder than words: Explorations into the intrapsychic and interpersonal consequences of social ostracism. Basic and Applied Social Psychology, 23(4), 225–243.

    Article  Google Scholar 

  • Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442–1465.

    Article  Google Scholar 

  • Steger, M. F., Dik, B. J., & Duffy, R. D. (2012). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), 322–337.

    Article  Google Scholar 

  • Tepper, B. J., Duffy, M. K., Henle, C. A., & Lambert, L. S. (2006). Procedural injustice, victim precipitation, and abusive supervision. Personnel Psychology, 59(1), 101–123.

    Article  Google Scholar 

  • Thompson, K. W., Shea, T. H., Sikora, D. M., Perrewé, P. L., & Ferris, G. R. (2013). Rethinking underemployment and overqualification in organizations: The not so ugly truth. Business Horizons, 56, 113–121.

    Article  Google Scholar 

  • Triandis, H. C. (2001). Individualism and collectivism: Past, present, and future. In D. Matsumoto (Ed.), The handbook of culture and psychology (pp. 35–50). Oxford University Press.

    Google Scholar 

  • Vidyarthi, P. R., Liden, R. C., Anand, S., Erdogan, B., & Ghosh, S. (2010). Where do I stand? Examining the effects of leader–member exchange social comparison on employee work behaviors. Journal of Applied Psychology, 95(5), 849–861.

    Article  Google Scholar 

  • Williams, K. D. (2001). Ostracism: The power of silence. Guilford Publications.

    Google Scholar 

  • Williams, K. D. (2007). Ostracism. Annual Review of Psychology, 58, 425–452.

    Article  Google Scholar 

  • Wu, C. H., Liu, J., Kwan, H. K., & Lee, C. (2016). Why and when workplace ostracism inhibits organizational citizenship behaviors: An organizational identification perspective. Journal of Applied Psychology, 101(3), 362–378.

    Article  Google Scholar 

  • Wu, L. Z., Ferris, D. L., Kwan, H. K., Chiang, F., Snape, E., & Liang, L. H. (2015). Breaking (or making) the silence: How goal interdependence and social skill predict being ostracized. Organizational Behavior and Human Decision Processes, 131, 51–66.

    Article  Google Scholar 

  • Wu, L., Wei, L., & Hui, C. (2011). Dispositional antecedents and consequences of workplace ostracism: An empirical examination. Frontiers of Business Research in China, 5(1), 23–44.

    Article  Google Scholar 

  • Wu, L. Z., Yim, F. H. K., Kwan, H. K., & Zhang, X. (2012). Coping with workplace ostracism: The roles of ingratiation and political skill in employee psychological distress. Journal of Management Studies, 49(1), 178–199.

    Article  Google Scholar 

  • Yang, J., & Treadway, D. C. (2018). A social influence interpretation of workplace ostracism and counterproductive work behavior. Journal of Business Ethics, 148(4), 879–891.

    Article  Google Scholar 

  • Yeoman, R. (2014). Conceptualizing meaningful work as a fundamental human need. Journal of Business Ethics, 125(2), 235–251.

    Article  Google Scholar 

  • Zhang, M. J., Law, K. S., & Lin, B. (2016). You think you are big fish in a small pond? Perceived overqualification, goal orientations, and proactivity at work. Journal of Organizational Behavior, 37(1), 61–84.

    Article  Google Scholar 

Download references

Funding

Kui Yin’s work on this article was supported in part by a research grant from the National Natural Science Foundation of China (No. 71802019).

Author information

Authors and Affiliations

  1. Department of Management, Robert C. Vackar College of Business & Entrepreneurship, University of Texas Rio Grande Valley, Edinburg, TX, 78539, USA

    Yejun Zhang

  2. Division of Management & International Business, Price College of Business, University of Oklahoma, Norman, OK, 73071, USA

    Mark C. Bolino

  3. Department of Business Administration, School of Economics and Management, University of Science and Technology Beijing, Beijing, 100083, China

    Kui Yin

Authors
  1. Yejun Zhang
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. Mark C. Bolino
    View author publications

    You can also search for this author in PubMed Google Scholar

  3. Kui Yin
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Kui Yin.

Ethics declarations

Conflict of interest

The authors have no conflicts of interest to declare that are relevant to the content of this article.

Ethical Approval

All data were collected following ethical principles for dealing with human subjects.

Consent to Participate

Informed consent was obtained from all individual participants included in the study.

Consent to Publish

No identifying information is included in this article.

Additional information

Publisher's Note

Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.

Rights and permissions

Reprints and permissions

About this article

Check for updates. Verify currency and authenticity via CrossMark

Cite this article

Zhang, Y., Bolino, M.C. & Yin, K. The Interactive Effect of Perceived Overqualification and Peer Overqualification on Peer Ostracism and Work Meaningfulness. J Bus Ethics 182, 699–716 (2023). https://doi.org/10.1007/s10551-021-05018-5

Download citation

  • Received:

  • Accepted:

  • Published:

  • Issue Date:

  • DOI: https://doi.org/10.1007/s10551-021-05018-5

Keywords

Search

Navigation