A Multilevel Approach to Understanding Employee Overqualification

Industrial and Organizational Psychology

Volumn 4, Issue 2, 2011, Pages 243-246

  Sierra, Mary Jane ^a  

^a UNIVERSITY OF CENTRAL FLORIDA   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 84867664288     PISSN: 17549426     EISSN: 17549434     Source Type: Journal    
DOI: 10.1111/j.1754-9434.2011.01334.x     Document Type: Article

References (12)

1. Adams, J. (1963). Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67, 422-436. doi:10.1037/h0040968
2. Beersma, B., Hollenbeck, J., Humphrey, S., Moon, H., Conlon, D., & Ilgen, D. (2003). Cooperation, competition, and team performance: Toward a contingency approach. Academy of Management Journal, 46, 572-590. Retrieved October 5, 2010, from www.journals.aomonline.org/amj/home
3. Erdogan, B., Bauer, T. N., Peiró, J. M., & Truxillo, D. M. (2011). Overqualified employees: Making the best of a potentially bad situation for individuals and organizations. Industrial and Organizational Psychology, 4, 215-232.
4. Festinger, L. (1954). A theory of social comparison processes. Human Relations, 7, 117-140. doi:10.1177/001872675400700202
5. Harrison, D., Price, K., Gavin, J., & Florey, A. (2002). Time, teams, and task performance: Changing effects of surface- and deep-level diversity on group functioning. Academy of Management Journal, 45, 1029-1045. doi:10.2307/3069328
6. Humphrey, S., Hollenbeck, J., Meyer, C., & Ilgen, D. (2007). Trait configurations in self-managed teams: A conceptual examination of the use of seeding for maximizing and minimizing trait variance in teams. Journal of Applied Psychology, 92, 885-892. doi:10.1037/0021-9010.92.3.885
7. Kozlowski, S., & Klein, K. (2000). A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes. In K. J. Klein, & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 3-90). San Francisco: Jossey-Bass.
8. Marks, M., Mathieu, J., & Zaccaro, S. (2001). A temporally based framework and taxonomy of team processes. Academy of Management Review, 26, 356-376. Retrieved February 11, 2009, from www.aom.pace.edu/amr/index.html
9. Mesmer-Magnus, J., & DeChurch, L. (2009). Information sharing and team performance: A meta-analysis. Journal of Applied Psychology, 94, 535-546. doi:10.1037/a0013773
10. Molleman, E. (2005). Diversity in demographic characteristics, abilities and personality traits: Do faultlines affect team functioning? Group Decision and Negotiation, 14, 173-193. doi:10.1007/s10726-005-6490-7
11. Stajkovic, A., Lee, D., & Nyberg, A. (2009). Collective efficacy, group potency, and group performance: Meta-analyses of their relationships, and test of a mediation model. Journal of Applied Psychology, 94, 814-828. doi:10.1037/a0015659
12. Wu, J., Tsui, A., & Kinicki, A. (2010). Consequences of differentiated leadership in groups. Academy of Management Journal, 53, 90-106. Retrieved August 24, 2010, from www.journals.aomonline.org/amj/home