Employee overqualification and manager job insecurity: Implications for employee career outcomes

In this study, we propose that manager job insecurity will moderate the nature of the relationship between perceived overqualification and employee career-related outcomes (career satisfaction, promotability ratings, and voluntary turnover). We tested our hypotheses using a sample of 124 employees and 54 managers working in a large holding company in Ankara, Turkey, collected across five time periods. The results suggested that average perceived overqualification was more strongly, and negatively, related to career satisfaction of employees when managers reported higher job insecurity. Furthermore, employee perceived overqualification was positively related to voluntary turnover when manager job insecurity was high. No direct or moderated effects were found for promotability ratings. Implications for overqualification and job insecurity literatures were discussed.     

DONORS, IDEOLOGUES, AND BUREAUCRATS: GOVERNMENT OBJECTIVES AND THE PERFORMANCE OF THE NONPROFIT SECTOR

Ideologically driven managers of non profits prefer to deal with donors whose ideologies match their own. Bureaucratic managers prefer to control large organizations. In this paper, we model the goverment's interest in nonprofit service provision and how it leads goverment toprefer larger firms then pure ideologues will choose, and smaller firms then pure bureaucrates choose. We explore the effect of population growth on the optimal than pure bureaucrates choose. We explore the effects of population growth on the optimal size of nonprofit organizations from the goverment's point of view, and review policy tools available to goverment to influence the attrictiveness of the nonprofit sector to managers with varying degrees of ideological and beureaucratic motivation.