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Future Business Journal

Table 2 Direct and indirect effects of perceived overqualification on turnover intention with organizational commitment acting as a mediator

From: Job attributes affect the relationship between perceived overqualification and retention

Antecedent variable = X

Consequent variable = Y = Turnover intention

Mediator = M = Organizational commitment X → Organizational commitment → Y

Direct effect

Indirect effect

POQSE (Perceived overqualification because of unused skills and experience)

.3609 (− .2213; .9430)

.2182 (.0234; .4662)

POQKE (Perceived overqualification because of unused knowledge and education)

.0747 (− .4741; .6236)

.3836 (.1526; .6038)

  1. Statistically significant effects are in bold
  2. In parentheses values of LLCI (lower limit confidence interval) and ULCI (upper limit confidence interval) for direct effects while values of BootLLCI (bootstrap lower limit confidence interval) and BootULCI (bootstrap upper limit confidence interval) for indirect effects
  3. The significance of parameters at the level of 0.95
  4. The results in Table 2 come from Hayes PROCESS for SPSS and SAS, model 4 (see Fig. 5); age and gender are statistically insignificant controls
  5. Number of participants: N = 100 for POQSE and N = 90 for POQNE
  6. Source: author’s estimation
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