Hostname: page-component-586b7cd67f-r5fsc Total loading time: 0 Render date: 2024-11-26T22:09:33.860Z Has data issue: false hasContentIssue false
  • English
  • Français

Overqualified Job Applicants: We Still Need Predictive Models

Published online by Cambridge University Press:  07 January 2015

Saul Fine  and
Baruch Nevo
Saul Fine*
Affiliation:
Midot, Ltd.
Baruch Nevo
Affiliation:
University of Haifa
*
E-mail: [email protected], Address: Midot, Ltd., 11 Ben Gurion St., Vita Towers, Bnei Brak 51260, Israel
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 4 , Issue 2 , June 2011 , pp. 240 - 242
Copyright
Copyright © Society for Industrial and Organizational Psychology 2011 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Bolino, M. C., & Feldman, D. C. (2000). The antecedents and consequences of underemployment among expatriates. Journal of Organizational Behavior, 21, 889–911. Google Scholar
Coward, W. M., & Sackett, P. R. (1990). Linearity of ability–performance relationships: A reconfirmation. Journal of Applied Psychology, 75, 297–300. Google Scholar
Edwards, J. R. (1991). Person–job fit: A conceptual integration, literature review and methodological critique. International Review of Industrial and Organizational Psychology, 6, 283–357. Google Scholar
Erdogan, B., Bauer, T., Peiró, J. M., & Truxillo, D. M. (2011). Overqualified employees: Making the best of a potentially bad situation for individuals and organizations. Industrial and Organizational Psychology: Perspectives on Science and Practice , 4, 215–232.Google Scholar
Fine, S. (2007). Overqualification and selection in leadership training. Journal of Leadership and Organizational Studies, 14, 61–68.Google Scholar
Fine, S., & Nevo, B. (2007). A phenomenon of overqualification in personnel psychology. International Journal of Testing, 7, 327–352.Google Scholar
Hawk, J. (1970). Linearity of criterion-GATB aptitude relationships. Measurement and Evaluation in Guidance, 2, 249–251. Google Scholar
King, W. L., & Hautaluoma, J. E. (1987). Comparison of job satisfaction, life satisfaction, and performance of overeducated and other workers. The Journal of Social Psychology, 127, 421–433. Google Scholar
Lee, R., & Foley, P. P. (1986). Is the validity of a test constant throughout the test score range? Journal of Applied Psychology, 71, 641–644. Google Scholar
Maynard, D. C., Taylor, E. B., & Hakel, M. D. (2009). Applicant overqualification: Perceptions, predictions, and policies of hiring managers. In Chen, O. T. (Ed.), Organizational behavior and dynamics (pp. 13–38). Hauppauge, NY: Nova Science.Google Scholar
Robert, Jordan v. City of New London and Keith Harrigan. (1999). Civil No. 3:97CV1012 (PCD), United States District Court for the District of Connecticut.Google Scholar
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262–274.Google Scholar