Date of Award

Summer 8-2020

Document Type


Degree Name

Doctor of Philosophy (PhD)


Psychology and Behavioral Sciences

First Advisor

Steven Toaddy


The number of individuals who believe they are overqualified for their job is rising (Harari, Manapragada, & Viswesvaran, 2017). Previous research has linked perceived overqualification (POQ) with several negative outcomes that impact the employee (e.g., decreased job satisfaction, decreased organizational commitment, Harari et al., 2017) and the organization (e.g., withdrawal behaviors, Maynard, Joseph, & Maynard, 2006; decreased levels of job performance, Erdogan & Bauer, 2009; increased turnover, Erdogan & Bauer, 2009). Since POQ can influence both individuals and the organizations they work for, it is critical to understand better the span of these ramifications and how POQ can be mitigated.

Within the current study, MTurk was used to assess whether perceived overqualification (POQ) predicted counterproductive work behaviors (CWB) – behaviors aimed towards hurting the organization or its employees – as well as if perceived organizational support (POS) moderated this relationship. Results indicated that employees with higher levels of POQ were more likely to engage in CWBs directed towards the organization, compared to employees with lower levels of POQ. The current study failed to find support for POS moderating the relationship between POQ and CWB.