Suchergebnisse

This study investigated the impact of employees' perceptions of overqualification on their turnover intention, as well as the role of boreout and work alienation in mediating this relationship. The study used a relational survey approach and collected data from a convenience sample of 210 university administrative staff, with an equal distribution of male and female participants and an average age of 38 years and an average tenure of 11 years. The researchers used the Perception of Overqualification Scale, Turnover Intention Scale, Boreout Scale, Workplace Alienation Scale, and Personal Information Form to collect the data. Confirmatory factor analysis and Pearson Correlation analysis were used to analyze the data, while mediation analyses were conducted using the Process macro. The study found that employees' perception of being overqualified for their jobs had a significant positive effect on their turnover intention, and that this relationship was mediated by both workplace boreout and work alienation. The study's findings indicate that employees who perceive themselves as overqualified are more likely to experience boreout and alienation in the workplace, which in turn increases their turnover intention. The study's limitations were discussed, and the findings were contextualized within the existing literature on turnover intentions and workplace dynamics.