Perceived overqualification and organizational citizenship behavior- individual: the roles of cyberloafing, self-efficacy, and harmonious passion

Abstract

This thesis investigates the intricate dynamics of perceived overqualification on individual behaviors within an organizational context, utilizing self-regulation theory. It specifically examines the mediating roles of self-efficacy and cyberloafing, as well as the moderating role of harmonious passion, in the relationship between perceived overqualification and organizational citizenship behavior towards individuals (OCB-I). Data were gathered from 238 employees through convenience sampling in various private companies in Vietnam, primarily in Ho Chi Minh City. The quantitative approach employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypotheses. Addressing a global issue, the study aligns with recent literature highlighting the increasing perceptions of overqualification. The findings provide a nuanced understanding of the conditions under which employees who perceive themselves as overqualified engage in behaviors of voluntarily helping colleagues within their organizations. Notably, the research reveals the positive aspects of perceived overqualification through self-efficacy, which plays a critical mediating role, and harmonious passion, which serves as a significant moderator. These insights offer important implications for managerial practices and organizational policy reforms.