Perceived overqualification and work engagement: the moderating role of organizational size

Abstract Testing two competing hypotheses based on different theories (i.e., the theory of career mobility and social exchange theory), this study examines whether organizational size enhances or buffers negative relationship between perceived overqualification having more education qualifications, skills, and/or experience than one’s job requires) work engagement (a positive, affective-motivational state fulfillment characterized by vigor, dedication, absorption). The sample consisted 107 university graduates. A time-lagged design with data collection points was implemented. Data were analyzed using moderated regression. results showed that enhanced (vigor, This is first to show moderator role in investigated relationship. To mitigate dysfunctional consequences engagement, we suggest large organizations should give overqualified employees opportunity develop long-term, high-quality relationships their environment.