Table 1 Measures of variables
From: Job attributes affect the relationship between perceived overqualification and retention
Antecedent variable X (measured on 2-point scale: 1 = disagree; 2 = strongly disagree) | Item |
|---|---|
POQSE (Perceived overqualification because of unused skills and experience) | How much you disagree with the statement: Current job suits you because of the use of your skills and experience |
POQKE (Perceived overqualification because of unused knowledge and education) | How much you disagree with the statement: Current job suits you because of the use of your knowledge and education |
Consequent variable Y | |
| Â | How much you disagree or agree with the statement: |
 Turnover intention | If the current job does not meet your expectations, then you are trying to find a job more suited to your expectations (1 = strongly disagree, …, 5 = strongly agree) |
 Browsing job offers in the press and the Internet | How often during the last 6 months did you browse job advertisements in the press or the Internet? 1 = never 2 = once 3 = several times 4 = many times |
Applying for a new job | How often have you applied for a job in the last 6 months? 1 = never 2 = once 3 = several times 4 = many times |
Mediators (measured on 5-point scale: 1 = strongly disagree, ……, 5 = strongly agree) | |
Organizational commitment Adapted from [4] (!) Organizational commitment is a mediator in the relationships POQSE/POQKE → Organizational commitment → Turnover intention/Browsing job offers/ Applying for a new job; see Table 3 and 4, while it is a consequent variable in the relationships POQSE/POQKE → Mediator → Organizational commitment, see Table 6 | How much you disagree or agree with the statement: I would like to spend the rest of my professional life in the company I am currently working in |
 Nonwage benefits | How much you disagree or agree with the statement: The organization you work for now provides you with additional benefits at an appropriate level, such as: healthcare package, sports tickets, etc |
 Elasticity of work hours | How much you disagree or agree with the statement: You have the opportunity to work at home if your personal situation does not allow you to come to work in the organization's seat |
 Procedural justice   Based on Colquitt and Zipay (2015) | How much you disagree or agree with the statement: In the company where I am currently working, employees with the appropriate qualifications will be promoted |
Pay satisfaction (!) Pay satisfaction is a mediator in the relationship POQSE/POQKE → Pay satisfaction → Organizational commitment (see Table 6), while it is a moderator in the effects of POQSE/POQKE on Turnover intention/Applying for a new job, see Tables 3 and 5 | How much you disagree or agree with the statement: Current job suits you because of your income |
Moderators (measured on 5-point scale: 1 = strongly disagree, ……, 5 = strongly agree) |  |
 Interpersonal justice (respect from supervisors)   Based on Colquitt and Zipay (2015) | How much you disagree or agree with the statement: Supervisors treat you with the same respect as others |
Pessimism | How much you disagree or agree with the statement: I think I'm pessimistic |
Control variable | Â |
 Gender | 1 = Female 2 = Male |
 Age | 25–45 |