Perceived overqualification and work-family conflict: examining work-family centrality as a moderator

Abstract

The relationship between perceived overqualification and work-family conflict (WFC) is unclear. We argue that the extent to which it is either positive or negative depends on work-family centrality. Overqualified employees who prioritize work more than their families will appraise their jobs as failing to fulfill their needs for challenge and career development. This theorized needs-supplies misfit explains why perceived overqualification is positively associated with strain-based WFC through heightened career anxiety. Drawing on the demands-abilities fit perspective, we contend that overqualified employees possess greater capabilities than needed, resulting in a resource surplus that frees up capacity for family life. Accordingly, we propose that for employees who prioritize family over work, perceived overqualification is negatively related to time-based WFC through reduced work-role overload. Our hypotheses were supported across two studies (Study 1: a sample of 252 employees from a large Chinese banking group and their spouses; and Study 2: a time-lagged design with 280 employees from various industries). In Study 2, we also examined alternative mediators (i.e., anger toward employment situation and depressive symptoms), retested our model with behavior-based WFC, and demonstrated the construct validity of career anxiety. The study findings suggest that managers should consider overqualified workers’ work-family values to better manage their WFC.