Employment Qualifications, Fit, Attributions, and Hiring Recommendation: A Three-Study Examination

Katina W. Thompson; David Sikora; Pamela L. Perrewe; Gerald R. Ferris

Employment Qualifications, Fit, Attributions, and Hiring Recommendation: A Three-Study Examination

Katina W. Thompson, David Sikora, Pamela L. Perrewe, Gerald R. Ferris

Management

Research output: Contribution to conference › Presentation

Abstract

Using an experimental design across three studies and four samples, we investigated the effects of employment qualification level (i.e., overqualified, qualified, or underqualified) on hiring recommendations and how the relationship was influenced by person-job (P-J) fit and overqualification attributions. The results demonstrated that overqualified applicants received higher ratings on objective P-J fit, subjective P-J fit, and hiring recommendations than underqualified applicants. Also, overqualified applicants were rated higher on objective and subjective P-J fit than adequately-qualified applicants. Interestingly, there were no significant differences between adequately-qualified and overqualified applicants on hiring recommendations. Contributions to research and directions for future research are discussed.

Original language	American English
State	Published - Aug 4 2014
Event	Academy of Management Meeting - Philadelphia, PA Duration: Aug 5 2014 → …

Conference

Conference	Academy of Management Meeting
Period	08/5/14 → …

Disciplines

Business

Keywords

Attributions
Employment qualifications
Overqualification
Overqualification attributions
Person-job fit
Personnel selection

Cite this

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title = "Employment Qualifications, Fit, Attributions, and Hiring Recommendation: A Three-Study Examination",

abstract = " Using an experimental design across three studies and four samples, we investigated the effects of employment qualification level (i.e., overqualified, qualified, or underqualified) on hiring recommendations and how the relationship was influenced by person-job (P-J) fit and overqualification attributions. The results demonstrated that overqualified applicants received higher ratings on objective P-J fit, subjective P-J fit, and hiring recommendations than underqualified applicants. Also, overqualified applicants were rated higher on objective and subjective P-J fit than adequately-qualified applicants. Interestingly, there were no significant differences between adequately-qualified and overqualified applicants on hiring recommendations. Contributions to research and directions for future research are discussed.",

keywords = "Attributions, Employment qualifications, Overqualification, Overqualification attributions, Person-job fit, Personnel selection",

author = "Thompson, {Katina W.} and David Sikora and Perrewe, {Pamela L.} and Ferris, {Gerald R.}",

note = "1039 | Submission:18668 | Sponsor(s): (HR) Scheduled: Monday, Aug 4 2014 11:30AM - 1:00PM at Philadelphia Marriott Downtown in Room 414; Academy of Management Meeting ; Conference date: 05-08-2014",

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month = aug,

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TY - CONF

T1 - Employment Qualifications, Fit, Attributions, and Hiring Recommendation: A Three-Study Examination

AU - Thompson, Katina W.

AU - Sikora, David

AU - Perrewe, Pamela L.

AU - Ferris, Gerald R.

N1 - 1039 | Submission:18668 | Sponsor(s): (HR) Scheduled: Monday, Aug 4 2014 11:30AM - 1:00PM at Philadelphia Marriott Downtown in Room 414

PY - 2014/8/4

Y1 - 2014/8/4

N2 - Using an experimental design across three studies and four samples, we investigated the effects of employment qualification level (i.e., overqualified, qualified, or underqualified) on hiring recommendations and how the relationship was influenced by person-job (P-J) fit and overqualification attributions. The results demonstrated that overqualified applicants received higher ratings on objective P-J fit, subjective P-J fit, and hiring recommendations than underqualified applicants. Also, overqualified applicants were rated higher on objective and subjective P-J fit than adequately-qualified applicants. Interestingly, there were no significant differences between adequately-qualified and overqualified applicants on hiring recommendations. Contributions to research and directions for future research are discussed.

AB - Using an experimental design across three studies and four samples, we investigated the effects of employment qualification level (i.e., overqualified, qualified, or underqualified) on hiring recommendations and how the relationship was influenced by person-job (P-J) fit and overqualification attributions. The results demonstrated that overqualified applicants received higher ratings on objective P-J fit, subjective P-J fit, and hiring recommendations than underqualified applicants. Also, overqualified applicants were rated higher on objective and subjective P-J fit than adequately-qualified applicants. Interestingly, there were no significant differences between adequately-qualified and overqualified applicants on hiring recommendations. Contributions to research and directions for future research are discussed.

KW - Attributions

KW - Employment qualifications

KW - Overqualification

KW - Overqualification attributions

KW - Person-job fit

KW - Personnel selection

UR - http://pd.aom.org/2014/submission.asp?mode=ShowSession&SessionID=2103&print=true

M3 - Presentation

T2 - Academy of Management Meeting

Y2 - 5 August 2014

ER -

Employment Qualifications, Fit, Attributions, and Hiring Recommendation: A Three-Study Examination

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Keywords

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