Addressing employee misfit—A crucial HR concern for organizational success

Zahid Hussain Bhat

doi:10.18282/hrms.v6i1.3381

Zahid Hussain Bhat Higher Education Department, Government of Jammu and Kashmir, Jammu and Kashmir 180001, India; Hassan Khoyihami Memorial Government Degree College Bandipora, Jammu and Kashmir 193502, India

Ariticle ID: 3381

113 Views, 33 PDF Downloads

DOI: https://doi.org/10.18282/hrms.v6i1.3381

Keywords: employee misfit; job boredom; job crafting; HRM

Abstract

In the rapidly evolving landscape of contemporary business, the strategic alignment of employees with their designated roles is a pivotal determinant of organizational success. Employee misfit, characterized by a misalignment between employees’ skills, interests, and assigned roles, poses formidable challenges to individual and collective performance. This comprehensive research report delves into the intricate implications of employee misfit, explores evolving trends in career consciousness among job seekers, outlines the multifaceted challenges HR managers face, and fervently advocates for implementing a comprehensive selection process to address this prevalent issue effectively. The report underscores the proactive role of management in cultivating a supportive work environment, fostering diverse career pathways, and embedding an inclusive selection framework to confront and mitigate the persistent issue of employee misfit.

References

Aguinis, H. (2013). Performance Management, 3rd ed. Pearson.

Arvan, M. L., Pindek, S., Andel, S. A., & Spector, P. E. (2019). Too good for your job? Disentangling the relationships between objective overqualification, perceived overqualification, and job dissatisfaction. Journal of Vocational Behavior, 115, 103323. https://doi.org/10.1016/j.jvb.2019.103323

Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human Relations, 65(10), 1359–1378. https://doi.org/10.1177/0018726712453471

Cable, D. M., & Judge, T. A. (1996). Person–Organization Fit, Job Choice Decisions, and Organizational Entry. Organizational Behavior and Human Decision Processes, 67(3), 294–311. https://doi.org/10.1006/obhd.1996.0081

Chambel, M. J., Carvalho, V. S., Lopes, S., & Cesário, F. (2021). Perceived overqualification and contact center workers’ burnout: Are motivations mediators? International Journal of Organizational Analysis, 29(5), 1337–1349. https://doi.org/10.1108/ijoa-08-2020-2372

De Sousa Sabbagha, M., Ledimo, O., & Martins, N. (2018). Predicting staff retention from employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2), 136–140. https://doi.org/10.1080/14330237.2018.1454578

Erdogan, B., & Bauer, T. N. (2021). Overqualification at Work: A Review and Synthesis of the Literature. Annual Review of Organizational Psychology and Organizational Behavior, 8(1), 259–283. https://doi.org/10.1146/annurev-orgpsych-012420-055831

Gong, Z., Sun, F., & Li, X. (2021). Perceived Overqualification, Emotional Exhaustion, and Creativity: A Moderated-Mediation Model Based on Effort–Reward Imbalance Theory. International Journal of Environmental Research and Public Health, 18(21), 11367. https://doi.org/10.3390/ijerph182111367

Harrison, D. A., Price, K. H., & Bell, M. P. (1998). Beyond relational demography: time and the effects of surface- and deep-level diversity on work group cohesion. Academy of Management Journal, 41(1), 96–107. https://doi.org/10.2307/256901

Judge, T. A., Bono, J. E., & Locke, E. A. (2000). Personality and job satisfaction: The mediating role of job characteristics. Journal of Applied Psychology, 85(2), 237–249. https://doi.org/10.1037/0021-9010.85.2.237

Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281–342. https://doi.org/10.1111/j.1744-6570.2005.00672.x

Liu, S., & Wang, M. (2012). Perceived Overqualification: A Review and Recommendations for Research and Practice. In: Perrewé, P. L., Halbesleben, J. R. B., & Rosen, C. C. (editors). The Role of the Economic Crisis on Occupational Stress and Well Being. pp. 1–42. https://doi.org/10.1108/s1479-3555(2012)0000010005

O’Reilly, C. A., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492–499. https://doi.org/10.1037/0021-9010.71.3.492

Roth, P. L., BeVier, C. A., Switzer, F. S., & Schippmann, J. S. (1996). Meta-analyzing the relationship between grades and job performance. Journal of Applied Psychology, 81(5), 548–556. https://doi.org/10.1037/0021-9010.81.5.548

Schneider, B. (1987). The people make the place. Personnel Psychology, 40(3), 437–453. https://doi.org/10.1111/j.1744-6570.1987.tb00609.x

Sesen, H., & Ertan, S. S. (2019). Perceived overqualification and job crafting: the moderating role of positive psychological capital. Personnel Review, 49(3), 808–824. https://doi.org/10.1108/pr-10-2018-0423

Wassermann, M., Fujishiro, K., & Hoppe, A. (2017). The effect of perceived overqualification on job satisfaction and career satisfaction among immigrants: Does host national identity matter? International Journal of Intercultural Relations, 61, 77–87. https://doi.org/10.1016/j.ijintrel.2017.09.001