Perceived Overqualification and Innovative Work Behavior: The Effects of Work Engagement and Organizational Support

Strategic Human Resource Management (HRM) focuses on selecting employees who fit the organization’s culture while enhancing its competitive advantage. However, effective HRM extends beyond role alignment; it emphasizes continuous learning, career development, and nurturing employee motivation and commitment. This study explores how work engagement mediates and organizational support moderates the relationship between the overqualification of workers and innovative work behavior. Data were collected through online surveys. A total of 416 white collar-employees participated. The findings indicate that organizational support strengthens the relations between innovation and overqualification while work engagement mediates the relationship. These findings highlight the importance of organizational context in promoting innovation, showing that even overqualified employees can contribute to innovative behaviors when they are properly supported and motivated.