Investigation of the effects of extreme qualification perceived by employee on employee performance and motivation

In the current century, with the advancements in information and communication technologies, geographical borders are disappearing and individual learning opportunities are increasing. While the increase in the number of educated individuals causes unemployment on the one hand, it also brings along problems such as skill-job compatibility and person-job compatibility. Especially in higher education individuals, job expectations such as wages, status and social relations are increasing. However, it is commonly seen that due to the increasing number of graduates, the inadequacy of employability of institutions, and the inability to start their own business, they have to accept jobs that are below the expectations of individuals only to meet their needs. The increase in the number of individuals who are unemployed for a long time reveals the problem of working in positions where individuals perceive themselves as overqualified. From this point of view, the effects of perceived overqualification on employee performance and motivation were examined in the study. For this purpose, a research model was established and hypotheses were developed. In order to test the hypotheses, a questionnaire was created by scanning the literature. The data obtained from the questionnaire were analyzed for reliability, factor, regression and correlation with the IBM SPSS Statistics 26 program. As a result of the analysis; it was seen that the perception of competence sub-dimension of overqualification positively and significantly affects contextual performance, task performance, intrinsic and extrinsic motivation. It was concluded that the sub-dimension of overqualification negatively and significantly affected task performance, intrinsic and extrinsic motivation, but did not significantly affect contextual performance. Finally; it has been seen that the simplicity perception sub-dimension of overqualification has a positive and significant effect on contextual performance, task performance and intrinsic motivation, and insignificantly on extrinsic motivation.