Cuando el empleo te queda pequeño: Análisis de las propiedades psicométricas de la Escala de Sobre-cualificación Laboral Percibida (ESLP)
PDF

Palabras clave

Sobre-cualificación laboral percibida
Análisis psicométrico
Análisis confirmatorio
Ajuste persona-puesto

Cómo citar

Rodríguez Montalbán, R., Andino Collado, K., Cartagena Pérez, P., Collazo Aymat, O., Medina Ayala, I. J., Mercado Ojeda, N., … Vélez Ruiz, S. (2022). Cuando el empleo te queda pequeño: Análisis de las propiedades psicométricas de la Escala de Sobre-cualificación Laboral Percibida (ESLP). Psicologías, 5, 89–121. Recuperado a partir de https://revistas.upr.edu/index.php/psicologias/article/view/19511

Resumen

La sobre-cualificación laboral percibida es un fenómeno psicosocial que puede afectar a las personas en su empleo y que tiene lugar cuando los empleados perciben que tienen capacidades y destrezas que exceden los requisitos de su trabajo. Para comprender mejor cómo se presenta este fenómeno en Puerto Rico y países de habla hispana, es necesario contar con instrumentos adecuados para su medición. El propósito de este estudio fue analizar las propiedades psicométricas de la Escala de Sobre-cualificación Laboral Percibida (ESLP): validez de constructo, validez convergente y discriminante, análisis de los ítems y fiabilidad. La muestra estuvo compuesta por 400 participantes de diversos sectores laborales en Puerto Rico. Los resultados evidencian que la ESLP posee una estructura bi-factorial (necesidades del puesto y exceso de recursos) con niveles de validez y confiabilidad apropiados. A la luz de los hallazgos, concluimos que la ESLP es un excelente instrumento para medir la sobre-cualificación laboral percibida en distintos contextos laborales en Puerto Rico y demás países hispanohablantes, así como una herramienta útil para investigaciones e intervenciones organizacionales.

PDF

Citas

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, 1-14. https://doi.org/10.1016/j.jvb.2019.103323

Deng, H., Guan, Y., Wu, C. H., Erdogan, B., Bauer, T. N., & Yao, X. (2018). A relational model of perceived overqualification: The moderating role of interpersonal influence on social acceptance. Journal of Management, 44(8), 3288-3310. https://doi.org/10.1177/0149206316668237

Doornik, J. A., & Hansen, H. (2008). An omnibus test for univariate and multivariate normality. Oxford Bulletin of Economics and Statistics, 70(1), 927 -939. https://doi.org/10.1111/j.1468-0084.2008.00537.x

Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. In C. L. Cooper & I. T. Robertson (Eds.), International Review of Industrial and Organizational Psychology (pp. 283-357). John Wiley & Sons.

Edwards, J. R. (1996). An examination of competing versions of the person-environment fit approach to stress. Academy of Management Journal, 39(2), 292-339. https://doi.org/10.2307/256782

Erdogan, B., & Bauer, T. N. (2009). Perceived overqualification and its outcomes: The moderating role of empowerment. Journal of Applied Psychology, 94(2), 557–565. https://doi.org/10.1037/a0013528

Erdogan, B., Bauer, T. N., Peiró, J. M., & Truxillo, D. M. (2011a). Overqualification theory, research, and practice: Things that matter. Industrial and Organizational Psychology, 4(2), 260-267. https://doi.org/10.1111/j.1754-9434.2011.01339.x

Erdogan, B., Bauer, T. N., Peiró, J. M., & Truxillo, D. M. (2011b). Overqualified employees: Making the best of a potentially bad situation for individuals and organizations. Industrial and Organizational Psychology, 4(2), 215-232. https://doi.org/10.1111/j.1754-9434.2011.01330.x

Erdogan, B., KarakitapoÄŸlu‐Aygün, Z., Caughlin, D. E., Bauer, T. N., & Gumusluoglu, L. (2020). Employee overqualification and manager job insecurity: Implications for employee career outcomes. Human Resource Management, 59(6), 555–567. https://doi.org/10.1002/hrm.22012

Feldman, D. C. (1996). The nature, antecedents and consequences of underemployment. Journal of Management, 22(3), 385-407. https://doi.org/10.1177/014920639602200302

Feldman, D. C., & Turnley, W. H. (2004). Contingent employment in academic careers: Relative deprivation among adjunct faculty. Journal of Vocational Behavior, 64(2), 284 307. https://doi.org/10.1016/j.jvb.2002.11.003

Fine, S., & Nevo, B. (2008). Too smart for their own good? A study of perceived cognitive overqualification in the workforce. The International Journal of Human Resource Management, 19(2), 346–355. https://doi.org/10.1080/09585190701799937

Fornell, C., & Larcker, D. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.2307/3151312

Harari, M. B., Manapragada, A., & Viswesvaran, C. (2017). Who thinks they're a big fish in a small pond and why does it matter? A meta-analysis of perceived overqualification. Journal of Vocational Behavior, 102, 28-47. https://doi.org/10.1016/j.jvb.2017.06.002

Hu, J., Erdogan, B., Bauer, T. N., Jiang, K., Liu, S., & Li, Y. (2015). There are lots of big fish in this pond: The role of peer overqualification on task significance, perceived fit, and performance for overqualified employees. Journal of Applied Psychology, 100(4), 1228-1238. https://doi.org/10.1037/apl0000008

Johnson, G. J., & Johnson, W. R. (1996). Perceived overqualification and psychological well-being. The Journal of Social Psychology, 136(4), 435–445. https://doi.org/10.1080/00224545.1996.9714025

Johnson, G. J., & Johnson, W. R. (2000). Perceived overqualification and dimensions of job satisfaction: A longitudinal analysis. The Journal of Psychology, 134(5), 537-555. https://doi.org/10.1080/00223980009598235

Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individual's 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

Kline, T. J. B. (2005). Psychological testing: A practical approach to design and evaluation. Editorial SAGE Publications.

Liu, S., Luksyte, A., Zhou, L., Shi, J., & Wang, M. (2014). Overqualification and counterproductive work behaviors: Examining a moderated mediation model. Journal of Organizational Behavior, 36(2), 250-271. https://doi.org/10.1002/job.1979

Liu, S., & Wang, M. (2012). Perceived overqualification: A review and recommendations for research and practice. Research in Occupational Stress and Well Being, 10, 1-42. https://doi.org/10.1108/s1479-3555(2012)0000010005

Lobene, E. V., & Meade, A. W. (2010). Perceived overqualification: An exploration of outcomes. 25th Annual Meeting of the Society for Industrial and Organizational Psychology.

Lobene, E. V., Meade, A. W., & Pond, S. B. (2014). Perceived overqualification: A multisource investigation of psychological predisposition and contextual triggers. The Journal of Psychology, 149(7), 684–710. https://doi.org/10.1080/00223980.2014.967654

Luksyte, A., & Spitzmueller, C. (2016). When are overqualified employees creative? It depends on contextual factors. Journal of Organizational Behavior, 37(5), 635-653. https://doi.org/10.1002/job.2054

Maltarich, M. A., Nyberg, A. J., & Reilly, G. (2010). A conceptual and empirical analysis of the cognitive ability–voluntary turnover relationship. Journal of Applied Psychology, 95(6), 1058–1070. https://doi.org/10.1037/a0020331

Maltarich, M. A., Reilly, G., & Nyberg, A. J. (2011). Objective and subjective overqualification: Distinctions, relationships, and a place for each in the literature. Industrial and Organizational Psychology, 4(02), 236-239. https://doi.org/10.1111/j.1754-9434.2011.01332.x

Maynard, D. C., Joseph, T. A., & Maynard, A. M. (2006). Underemployment, job attitudes, and turnover intentions. Journal of Organizational Behavior, 27(4), 509-536. https://doi.org/10.1002/job.389

Maynard, D. C., & Parfyonova, N. M. (2013). Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values. Journal of Occupational and Organizational Psychology, 86(3), 435-455. https://doi.org/10.1111/joop.12006

McKee-Ryan, F. M., & Harvey, J. (2011). "I have a job, but . . .": A review of underemployment. Journal of Management, 37(4), 962–996. https://doi.org/10.1177/0149206311398134

Montero, I., & León, O. G. (2007). A guide for naming research studies in Psychology. International Journal of Clinical and Health Psychology, 7(3), 847-862.

Sánchez-Sellero, M. C., Sánchez-Sellero, P., Cruz-González, M. M., & Sánchez-Sellero, F. J. (2013). Sobrecualificación en tiempos de crisis. Revista Venezolana de Gerencia, 18(64), 584-61. https://doi.org/10.31876/revista.v18i64.11163

Sánchez-Sellero, M. C., Sánchez-Sellero, P., Cruz-González, M. M., & Sánchez-Sellero, F. J. (2018). Relación entre sobrecualificación y satisfacción laboral durante la crisis española de 2008. Contaduría y Administración, 63(2), 1-20. https://doi.org/10.22201/fca.24488410e.2018.1273

Sánchez-Cardona, I., Vera, M., Martínez-Lugo, M., Rodríguez-Montalbán, R., & Marrero Centeno, J. (2019). When the job does not fit: The moderating role of job crafting and meaningful work in the relation between employees‘ perceived overqualification and job boredom. Journal of Career Assessment, 28(2), 257-276. https://doi.org/10.1177/1069072719857174

Satorra, A., & Bentler, P. M. (2001). A scaled difference chi-square test statistic for moment structure analysis. Psychometrika, 66(4), 507-514. https://doi.org/10.1007/BF02296192

Schneider, B. (2001). Fits about fit. Applied Psychology: An International Review, 50(1), 141-152. https://doi.org/10.1111/1464-0597.00051

Schumacker, R. E., & Lomax, R. G. (2010). A beginner's guide to structural equation modeling (3rd ed.). Routledge/Taylor & Francis Group.

Shultz, K. S., Olson, D. A., & Wang, M. (2011). Overqualified employees: Perspectives of older workers. Industrial and Organizational Psychology, 4(2), 247–249. https://doi.org/10.1111/j.1754-9434.2011.01335.x

Watt, J. D., & Hargis, M. B. (2010). Boredom proneness: Its relationship with subjective underemployment, perceived organizational support, and job performance. Journal of Business and Psychology, 25, 163–174

Creative Commons License

Esta obra está bajo una licencia internacional Creative Commons Atribución-NoComercial-SinDerivadas 4.0.

Derechos de autor 2022 Psicologías

Descargas

Los datos de descargas todavía no están disponibles.