The moderating role of personality traits and the mediating role of organizational health on the effect of overqualification on turnover intention

Today, with the development of technology, the emergence of different learning methods and the increase in the number of higher education institutions have facilitated the access of individuals to information and caused an increase in the qualifications of individuals. However, the labour field where qualified individuals will be employed has not increased at the same rate. This situation makes it compulsory for qualified individuals to work in unskilled jobs due to insufficient employment opportunities. This necessity may cause turnover intention of employees with over-qualification perception in case they find a suitable job. It is extremely important for organisations to take the necessary measures to prevent qualified employees from leaving their jobs and to determine the factors that will prevent or reduce the perception of overqualification from causing turnover intention. The study was conducted to provide information to organisations in this direction. The 396 data obtained from the questionnaire were analysed using SPSS (Statistical Package for Social Sciences) for Windows 27.0 and SAS version 9.4 software. As a result of SEM and regression analyses conducted to test the research model, it was determined that overqualification has a positive effect on turnover intention, agreeableness, one of the sub-dimensions of personality traits, has a negative effect on turnover intention and organisational health has a negative effect on turnover intention. It was concluded that agreeableness, one of the sub-dimensions of personality traits, has a negative moderating role in the effect of overqualification on turnover intention and organisational health and its sub-dimensions have a negative mediating role in the effect of overqualification on turnover intention.