• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.1
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• pp.531-542
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• 2021

This study was undertaken for identifying ways to positively resolve problems associated with perceived overqualification from the perspective of job crafting, which is highlighted as a social issue in the labor market. We hypothesized the mediating role of job crafting in order to uncover the questions regarding when and how perceived overqualification associates with an employee's organizational commitment. Autoregressive cross-lagged models were applied to the longitudinal data gathered from 263 full-time employees across 3 waves over 9 months. Our results demonstrate positive and significant cross-lagged effect of perceived overqualification on job crafting and organizational commitment. However, the cross-lagged effect of job crafting on perceived overqualification was found to be insignificant, but was significant for organizational commitment. There were no other indications of reverse causation effects. Our data indicates that job crafting longitudinally mediates the relation between perceived overqualification and organizational commitment. These findings offer a meaningful implication that employees who perceive themselves to be overqualified should be given an opportunity to craft their own jobs.

• The Journal of the Convergence on Culture Technology
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• v.9 no.2
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• pp.339-348
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• 2023

Uncertainty in the employment market from the COVID-19 created incomplete employment. As a result, job seekers were required to have overqualifications than job requirements. In previous studies, overqualified workers by incomplete employment were not satisfied with their jobs. A representative result is the intention to change jobs. However, within COVID-19, the perceived overqualification of workers will appear differently. This is because in a rapidly increased employment competition environment due to COVID-19, it will appear as loyalty to maintain a stable job. As a result of this study, work experience was the greatest benefit and high risk for office workers. In addition, both the benefits and risks of overqualification affected loyalty. Unlike the negative impact as in previous studies, workers tried to remain stable at work in an unstable employment environment caused by COVID-19.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.6
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• pp.169-177
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• 2019

From the past to the present, justice has attracted many people's attention. Most of the previous studies carried out in relation to justice are studies of the resulting variables, and there is a great advantage that they let us know about the importance of justice. However, the findings are focused only on the behavior of the members of the organization according to the status of justice already perceived. Therefore, studies on the antecedent of justice are also necessary to understand justice accurately. This study identifies the factors that can directly affect justice and the contextual factors that could moderate their relationship. In particular, using the '2017 Public Employee Perception Survey' released by the Korea Institute of Public Administration, we examined how innovative behavior of public employees affects the perception of distributive justice and how the relative professionalism, which is the situation variable, moderates the relationship between variables. A regression analysis of 321 public employees showed that innovative behavior affects the perception of distributive justice, and that the positive relationship of innovation behavior to the perception of distributive justice is weakened when the level of individual perceived relative professionalism is high.

• Korean Journal of Culture and Social Issue
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• v.16 no.3
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• pp.355-383
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• 2010

In this study, the effects of skill-utilization based underemployment on self-esteem and mental health were examined. Also the moderating effects of employment commitment and social support were verified. Data obtained by a longitudinally designed survey with the reemployed (N=153) after job loss were used. The skill-utilization based underemployment was measured in two ways. One is measured in the way that use objective data, the ratio of education - 'educational requirement for the current job' divided by 'individual educational attainment.' The other is measured in the way that use psychological and self-reported measure, two factors of overqualification - the absence of opportunity for growth (no-growth) and the occupational mismatch in educational attainment, skills and experiences (mismatch). The main effect revealed that the no-growth made self-esteem lower and mental health (GHQ-social maladjustment) worse. The significant interaction of the ratio of education and employment commitment indicates that the negative effects of underemployment measured by the ratio of education on mental health (GHQ-social maladjustment, GHQ-depression/anxiety) were greater for those perceiving low employment commitment than for those perceiving high employment commitment. The significant interaction of the ratio of education and social support indicates that the negative effects of underemployment measured by the ratio of education on mental health (GHQ-depression/anxiety) were greater for those perceiving low social support than for those perceiving high social support. The two moderators also interacted with the two factors of perceived overqualification. Employment commitment had significant interaction effects with the no-growth and the mismatch on self-esteem and mental health (GHQ-depression/anxiety), whereas social support had a significant interaction only with the no-growth on mental health (GHQ-depression/anxiety). The significant interactions show that employment commitment and social support function as buffers in reducing the negative effects of skill-utilization based underemployment on self-esteem and mental health.