Employability is related to the chance or probability to acquire or maintain employment. It may be classified into two types: objective (actual) or perceived (subjective). Objective employability is defined as “relating to how easy (or difficult) it may be, in reality, for an individual to get new employment”. Perceived employability may be defined as “the individual’s perception of his or her possibilities of obtaining or maintaining employment”. In other words, objective employability is based on objective reality, while perceived employability is based on individual’s subjective evaluation.
The human capital (i.e., job qualification) is considered one of the variables that increase individual’s employability, and some empirical studies pointed …show more content…
Objective overqualification may be defined as the condition in which “an employee’s actual qualifications, in the form of education level, amount or level of prior experience, and knowledge, skills, and abilities (KSAs) exceed the stated requirements of the job”. Perceived overqualification may be defined as “the extent to which an employee feels that he or she has surplus education, experience, and/or KSAs, relative to the requirements of his or her position”. Then, while objective overqualification is related to objective reality, perceived overqualification is related to individual’s subjective evaluation.
In general, outcomes of overqualification are negative. As an example, researchers found overqualification negatively related to organization-based self-esteem, job satisfaction, and mental health. A study found overqualification positively related to depression and stress, job search, and turnover intention. Another study found overqualification positively related to supervisor-rated counterproductive behaviors, but non-significantly to self-rated …show more content…
By one hand, workers offer their contributions to organization. Among workers’ contributions are their qualifications, such as intelligence, formal education, training, job skills and experience. By the other hand, organization offers its rewards to workers. Organizational rewards are payment, status, promotions, and so on. To be considered as such, contributions and rewards must have their existence and relevance recognized by individual and
The human capital (i.e., job qualification) is considered one of the variables that increase individual’s employability, and some empirical studies pointed …show more content…
Objective overqualification may be defined as the condition in which “an employee’s actual qualifications, in the form of education level, amount or level of prior experience, and knowledge, skills, and abilities (KSAs) exceed the stated requirements of the job”. Perceived overqualification may be defined as “the extent to which an employee feels that he or she has surplus education, experience, and/or KSAs, relative to the requirements of his or her position”. Then, while objective overqualification is related to objective reality, perceived overqualification is related to individual’s subjective evaluation.
In general, outcomes of overqualification are negative. As an example, researchers found overqualification negatively related to organization-based self-esteem, job satisfaction, and mental health. A study found overqualification positively related to depression and stress, job search, and turnover intention. Another study found overqualification positively related to supervisor-rated counterproductive behaviors, but non-significantly to self-rated …show more content…
By one hand, workers offer their contributions to organization. Among workers’ contributions are their qualifications, such as intelligence, formal education, training, job skills and experience. By the other hand, organization offers its rewards to workers. Organizational rewards are payment, status, promotions, and so on. To be considered as such, contributions and rewards must have their existence and relevance recognized by individual and