Knowledge sharing behaviour of overqualified repatriates

Perceived overqualification and knowledge sharing: The role of organizational identity and psychological entitlement

BACKGROUND

Employees' perception of being overqualified is a critical factor in influencing their knowledge sharing behavior. However previous studies have not examined the internal mechanism by which perceived overqualification affects knowledge sharing.

OBJECTIVE

Drawing on social exchange theory, the present study aimed to explore the relationship between perceived overqualification and knowledge sharing and to examine the mediating effect of organizational identity and the moderating role of psychological entitlement.

METHODS

Participants were 284 full-time employees from different companies in China. They answered self-report questionnaires that assessed perceived overqualification, knowledge sharing, organizational identity, and psychological entitlement. Path analyses were conducted, and the latent moderated structural equations were used to judge the significance of the mediation and moderation.

RESULTS

The results revealed that overqualified employees were less willing to share knowledge, and the mediating role of organizational identity was significant. Further, the presence of high psychological entitlement would diminish the beneficial effect of organizational identity on employee knowledge sharing.

CONCLUSIONS

The findings of the study enrich and expand our knowledge on the relationship between overqualification and knowledge sharing and have theoretical and practical implications for promoting constructive behavior among overqualified employees.

Unexplored themes in expatriate management: inspirations from the new mobilities paradigm

Purpose

The purpose of this paper is to present a different perspective on the concept of global mobility and apply the multifaceted concept in proposing new themes to explore in expatriate management research.

Design/methodology/approach

This study draws upon the theoretical underpinnings relating to the New Mobilities paradigm from sociology to outline a new perspective on global mobility and thereby describe novel themes to include in future expatriate management studies.

Findings

This study identifies four themes in need of further development within the expatriate management research field: materiality, infrastructure and access, inequality and immobility and emotional dynamics. Within each of these themes, this study presents several examples of research questions that can provide new thrust to the theory development of expatriate management research.

Originality/value

To the best of the authors’ knowledge, this paper is the first attempt to draw on central ideas in the New Mobilities paradigm to propose a future research agenda for expatriate management studies. This study aims to enhance the study of “mobility” in new and unorthodox ways.

The positive side of overqualification: examining perceived overqualification linkage with knowledge sharing and career planning

Purpose

This study aims to address and observe the positive side of perceived overqualification (POQ) on employee knowledge sharing (KS) and career planning. Role identity theory highlights that an employee’s POQ is related to employee career identity in a positive way.

Design/methodology/approach

The hypotheses were supported by a time-lagged examination of 277 supervisor–subordinate dyads working in the corporate sector.

Findings

The findings state that a person’s career identity is associated with increased KS and career planning. Furthermore, the effect of overqualification on KS and career planning was predicted to be mediated by career identity. Using an interactionism mechanism, this study indicated that this mediation is moderated by leader humility. The career identities of overqualified employees are elevated when a humble leader supports them. The results suggest that, when handled appropriately, POQ may benefit both employees and organizations.

Research limitations/implications

The implications of these results are examined theoretically and practically. Moreover, the findings of this study will open new avenues for scholars and practitioners in the field of organizational behavior and human resource management.

Originality/value

The study examined the positive side of POQ and its effect on employees’ career outcomes and KS attitudes. This study is among the first empirical studies to examine career outcomes and KS behavior due to POQ.