title: Intentional over-qualification: An exploration of motives and outcomes

authors: Newland , Samantha

subjects: over-qualification

abstract: The effects of over-qualification (OQ) are becoming more established, yet little is known about the processes which drive these outcomes, or why outcomes are sometimes positive rather than negative. Less is known about different forms of over-qualification, whether they exist, and, whether they make a difference to such outcomes. Drawing on the theory of needs-supplies fit, the current research examined how two distinct forms of over-qualification (intentional and unintentional) relate to life satisfaction, job satisfaction, organisational commitment, turnover intentions, and job performance. Data were collected by means of an online self-report survey. Two hundred and twenty-seven respondents (61% female, 39% male) provided data at one time point. Two distinct forms of over-qualification emerged. Ninety participants were intentionally over-qualified and predominantly chose jobs below their qualifications due to work-life balance considerations (e.g., wanting more time for educational pursuits, family, hobbies, and leisure activities). Eighty-four participants were unintentionally over-qualified (i.e., not over-qualified by choice), and fifty-three participants were not over-qualified. Women reported choosing jobs below their qualifications significantly more often than men, as did individuals below the age of 30 years. Unintentional over-qualification proved to be a more harmful form of over-qualification and was linked to a range of undesirable outcomes. Over-qualified employees should not be mass categorised as they have been in many previous studies. Although unintentional over-qualification should be avoided, the same cannot be said for intentional over-qualification. Over-qualified individuals who choose their employment situation appear to represent a largely unrecognised, underutilised, and potentially valuable resource for organisations.

text: Intentional over-qualification: An exploration of motives and outcomes The effects of over-qualification (OQ) are becoming more established, yet little is known about the processes which drive these outcomes, or why outcomes are sometimes positive rather than negative. Less is known about different forms of over-qualification, whether they exist, and, whether they make a difference to such outcomes. Drawing on the theory of needs-supplies fit, the current research examined how two distinct forms of over-qualification (intentional and unintentional) relate to life satisfaction, job satisfaction, organisational commitment, turnover intentions, and job performance. Data were collected by means of an online self-report survey. Two hundred and twenty-seven respondents (61% female, 39% male) provided data at one time point. Two distinct forms of over-qualification emerged. Ninety participants were intentionally over-qualified and predominantly chose jobs below their qualifications due to work-life balance considerations (e.g., wanting more time for educational pursuits, family, hobbies, and leisure activities). Eighty-four participants were unintentionally over-qualified (i.e., not over-qualified by choice), and fifty-three participants were not over-qualified. Women reported choosing jobs below their qualifications significantly more often than men, as did individuals below the age of 30 years. Unintentional over-qualification proved to be a more harmful form of over-qualification and was linked to a range of undesirable outcomes. Over-qualified employees should not be mass categorised as they have been in many previous studies. Although unintentional over-qualification should be avoided, the same cannot be said for intentional over-qualification. Over-qualified individuals who choose their employment situation appear to represent a largely unrecognised, underutilised, and potentially valuable resource for organisations.

year: 2017

title: Global beta-diversity of angiosperm trees is shaped by Quaternary climate change

authors: Xu, W-B

subjects: Humans

abstract: As Earth's climate has varied strongly through geological time, studying the impacts of past climate change on biodiversity helps to understand the risks from future climate change. However, it remains unclear how paleoclimate shapes spatial variation in biodiversity. Here, we assessed the influence of Quaternary climate change on spatial dissimilarity in taxonomic, phylogenetic, and functional composition among neighboring 200-kilometer cells (beta-diversity) for angiosperm trees worldwide. We found that larger glacial-interglacial temperature change was strongly associated with lower spatial turnover (species replacements) and higher nestedness (richness changes) components of beta-diversity across all three biodiversity facets. Moreover, phylogenetic and functional turnover was lower and nestedness higher than random expectations based on taxonomic beta-diversity in regions that experienced large temperature change, reflecting phylogenetically and functionally selective processes in species replacement, extinction, and colonization during glacial-interglacial oscillations. Our results suggest that future human-driven climate change could cause local homogenization and reduction in taxonomic, phylogenetic, and functional diversity of angiosperm trees worldwide.

text: Global beta-diversity of angiosperm trees is shaped by Quaternary climate change As Earth's climate has varied strongly through geological time, studying the impacts of past climate change on biodiversity helps to understand the risks from future climate change. However, it remains unclear how paleoclimate shapes spatial variation in biodiversity. Here, we assessed the influence of Quaternary climate change on spatial dissimilarity in taxonomic, phylogenetic, and functional composition among neighboring 200-kilometer cells (beta-diversity) for angiosperm trees worldwide. We found that larger glacial-interglacial temperature change was strongly associated with lower spatial turnover (species replacements) and higher nestedness (richness changes) components of beta-diversity across all three biodiversity facets. Moreover, phylogenetic and functional turnover was lower and nestedness higher than random expectations based on taxonomic beta-diversity in regions that experienced large temperature change, reflecting phylogenetically and functionally selective processes in species replacement, extinction, and colonization during glacial-interglacial oscillations. Our results suggest that future human-driven climate change could cause local homogenization and reduction in taxonomic, phylogenetic, and functional diversity of angiosperm trees worldwide.

year: 2023-04-05

title: Engaging and working with Maori? Effective practice for psychologists in education

authors: Glynn, Ted

subjects: New Zealand

abstract: I believe this whakatauki captures the reflective processes I am now engaged in, as I assess where I have come from and where I am going, as a second-generation pakeha of Irish descent, who completed postgraduate degrees in Psychology and Education in New Zealand and Canada, and who has been engaging and working with Māori in the field of education for many years.

text: Engaging and working with Maori? Effective practice for psychologists in education I believe this whakatauki captures the reflective processes I am now engaged in, as I assess where I have come from and where I am going, as a second-generation pakeha of Irish descent, who completed postgraduate degrees in Psychology and Education in New Zealand and Canada, and who has been engaging and working with Māori in the field of education for many years.

year: 2008