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JOAMS 2021 Vol.9(1): 17-21
doi: 10.18178/joams.9.1.17-21

The Effect of Overqualification on Employees' Turnover Intention:The Role of Organization Identity and Goal Orientation

Yan Biaobin 1, Qiu Lin 2, Li Yi1, Lu Qian 1, Huang Dan 1, and Chen Yiwei 1
1. School of Management, Guangdong University of Foreign Studies, Guangzhou,China
2. School of Management, South China University of Technology, Guangzhou,China

Abstract—Based on the Relative Deprivation Theory and Resource Conservation Theory, this article examines the impact and process model of overqualification perception on turnover intention. In this paper, the new generation of employees (mainly born after 1985) in Guangdong Province of China as respondents and a total of 206 valid questionnaires were collected by completing the Scale of Qualified over Qualification, Turnover Intention Scale, Organizational Identity Scale and The Goal-oriented Scale. The findings show organizational identity plays a part mediating role and, what’s more, the learning goal orientation has a moderating effect between perceived overqualification and turnover intention. More specifically, the results are as follow: (1) The perception of overqualification is positively related to employees' turnover intention(r=.458, p<0.01) ; (2) Organizational identity plays a part mediation role in the relationship between overqualification perception and turnover intention; (3) Learning goal orientation significantly moderated the relationships between overqualification perception and employee's turnover intention. These research results have certain reference value and guiding significance for enterprise staff recruitment, training, cultural construction, employee motivation and so on.

Index Terms—overqualification perception, turnover intention, organization identity, learning goal orientation

Cite: Yan Biaobin, Qiu Lin, Li Yi, Lu Qian, Huang Dan, Chen Yiwei, "The Effect of Overqualification on Employees' Turnover Intention:The Role of Organization Identity and Goal Orientation," Journal of Advanced Management Science, Vol. 9, No. 1, pp. 17-21, March 2021. doi: 10.18178/joams.9.1.17-21

Copyright © 2021 by the authors. This is an open access article distributed under the Creative Commons Attribution License (CC BY-NC-ND 4.0), which permits use, distribution and reproduction in any medium, provided that the article is properly cited, the use is non-commercial and no modifications or adaptations are made.
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