Perceived Overqualification is a common experience in the workplace, However, it has received less attention from domestic researchers. Identifying the variables associated with this structure is essential to our understanding of how it affects job outcomes. Based on the theory of person-job fit, the purpose of this research was to investigate the effect of Perceived Overqualification on Counterproductive Work Behaviors by considering the mediating role of Job Boredom, Job Alienation and Emotional Exhaustion. This research is an applied one in terms of purpose and the method of data is descriptive-survey. The statistical population of this study was the employees of the Gas Company of West Azerbaijan Province. Based on simple random sampling method, 225 people were selected for the sample. The main tool for data collection was a questionnaire. Data analysis and testing of research hypotheses were performed using structural equation modeling. The results showed that employees’ perception of their Perceived Overqualification leads to their counterproductive work behaviors, In addition, the mediating role of Job Boredom, Job Alienation and Emotional Exhaustion in this relationship was confirmed. Introduction Unsuitability between the job and the employee can lead to many costs for the organization (Gholipour et al., 2010: 104-105). One of these problems is the soldiering phenomenon. Research conducted in the field of soldiering shows that when a person's education or knowledge, skills, and experience, which are the elements that make up competence (Ployhart et al., 2014: 371), are more than the job's requirements, a phenomenon called Overqualification occurs. This situation brings the feeling of "being a big fish in a small pond" (Chu et al., 2021: 1) for employees, which is the basis for negative consequences at the organizational level. The results of some research show that the perception of Overqualification is positively related to job burnout, turnover, counterproductive work behaviors, and job reseeking (Chu et al., 2021: 1). In general, the phenomenon of Perceived Overqualification among employees is one of the key issues that has negatively affected the quality of work life of human resources and their performance in the organization, and the main reason for this is the unsuitability between the job and the employee. Accordingly, the present study aims to investigate the combined model of the effect of Perceived Overqualification on counterproductive work behaviors with the mediation of job boredom, job alienation, and emotional exhaustion. Literature Review Perceived Overqualification Perceived Overqualification refers to having more knowledge, skills, abilities, and work experience than is required for a job (Chu et al., 2021: 1,Ye et al., 2017: 925). When studying the consequences of Perceived Overqualification for individuals and organizations, the most common theoretical framework is relative deprivation theory. This theory states that the feeling of relative deprivation arises when a person's perception of the desirability of reality is less than his/her expectation,therefore, Perceived Overqualification causes deprivation of a job that a person deserves, and as a result, it is associated with negative consequences for individuals and organizations (Erdogan, & Bauer, 2021: 4,Luksyte et al., 2022: 323). Job alienation When work does not have enough potential to satisfy people's needs, the resulting conditions are the basis for psychological separation between the employee and his/her job position, interpreted as job alienation (Banai et al., 2004: 377). Emotional exhaustion Historically, most emotional exhaustion research is based on Maslach's (1982) and Maslach and Jackson's (1986) three-part conceptualization of burnout. In this model, burnout consists of three interrelated parts: emotional exhaustion, depersonalization, and reduction of personal achievement. Emotional exhaustion is one of the three components of job burnout (Wright & Cropanzano, 1998: 486-487). Job boredom Boredom is a socially devalued emotion. This unpleasant feeling can be the basis of a situation where a person blames himself/herself for the created conditions (Mael & Jex, 2015: 132). Counterproductive work behaviors A broad conceptualization of employees' job performance includes behaviors beyond what is required in the official job description. Such behaviors are called extra-role behaviors and include both positive and negative behaviors. Counterproductive work behaviors are negative organizational extra-role behaviors that violate organizational norms (Pletzer, 2021: 1,Bennett & Robinson, 2000: 349,Schreurs et al., 2020,2). Methodology This research is applied in terms of purpose and descriptive survey regarding the data collection method. The present study's statistical population is the West Azerbaijan Gas Company employees. A questionnaire was used to collect research data. With a simple random sampling method, 221 correct questionnaires were received. Structural equation modeling was used for Data analysis and research hypothesis testing. Results The results show that the significance level of all research variables is more than 0. 05,therefore, the null hypothesis that the variables are standard is confirmed. Investigating the divergent validity of the questionnaire was done with confirmatory factor analysis. The average value of the extracted variance of all research variables is above 0. 5,therefore, the convergent validity of the questionnaire is also confirmed. The significance test was used to check the hypotheses after confirming the proposed research model using Goodness of fit indices. This study found that employees’ perception of their Overqualification significantly affects their counterproductive work behaviors. In addition, a positive association was found between Perceived Overqualification and counterproductive work behaviors via job boredom, job alienation, and emotional exhaustion. Discussion The results of the present study were similar to previous studies. The research results of Kim et al. (2021) showed that Perceived Overqualification was positively related to job boredom. Additionally, job boredom was a mediator between Perceived Overqualification and counterproductive work behaviors. Studies by Yu et al. (2021) showed that Perceived Overqualification has a positive relationship with job boredom and emotional exhaustion. In general, when people compare their current job situation with the position they think they deserve to have and feel that their job is not what they expected, this Perceived gap creates a sense of deprivation. According to the relative deprivation theory, the feeling of being deprived results from an unfavorable comparison of reality with expectations (Yu et al., 2021: 60-69). This feeling can decrease motivation and increase job dissatisfaction and job boredom. In the next step, low emotional stability in work engagement aggravates the effect of emotional exhaustion on counterproductive work behaviors and ultimately leads to dissatisfaction with the organization (Chen et al., 2020: 37,Reijseger et al., 2013: 508). Conclusion One of the key issues to solving the problem of Perceived Overqualification and its consequences in the workplace is the wellbeing of employees. Employees should be allowed to face challenging working conditions in order to maintain their well-being. Creating constructive conditions for using the experiences of employees' Perceived Overqualification in the workplace is another point that needs the practitioners' attention. In addition, collectivist orientations are an effective moderator to reduce the impact of Perceived Overqualification. It is suggested that the practitioners focus on the institutionalization of collectivist culture to reduce the problems of the Overqualification phenomenon. Another important point is educational inflation, which requires the fundamental attention of educational system officials.

The present study was conducted with the aim of examining the effect of job demand, role ambiguity, Perceived Overqualification and organizational support on employee well-being based on the job demand-resources model. This research was applied in terms of purpose and survey in terms of data collection method. The statistical population was all the employees of Razi University of Kermanshah, totaling 490, and 215 of them were selected as a sample from different faculties using Morgan's table and stratified random sampling method, which was chosen according to the sample of each faculty. The data collection tool was a questionnaire. Data analysis was conducted using structural equation modeling approach with partial least squares method through Smart PLs3 software. The findings of the research show that job demand, Perceived role ambiguity and Overqualification decrease the well-being of employees, while organizational support increases the well-being of employees. Improving the well-being and support of employees has led to the success of the organization. If the organization supports the employees, they feel more committed to the organization and strive to increase performance and achieve the goals of the organization. Therefore, it is necessary to find the factors affecting the well-being of employees, which can contribute to the success of the organization.

The omnipresent objective of the present investigation was to examine the organizational behavior of those employees who possess qualifications beyond their job demands. More precisely, in the present research, the association between Perceived Overqualification (POQ) and Job Crafting was examined. In terms of research objective, it was applied and in terms of data collection, the study was descriptive (cross-sectional). The participants were randomly chosen from National Iranian Oil Company (NIOC). To measure POQ, Self-efficacy, and Job Crafting, inquirers used Maynard et al. (2006), Schwarzer and Jerusalem (1995), and Tims et al. (2012) respectively. In order to test the conceptual model, researchers used Structural Equation Modeling via SPSS and AMOS. According to AMOS output, path coefficient of-0. 013 and t =-0. 500 indicated that Perceived Overqualification was not directly related to job crafting, . However, the two constructs were indirectly and positively associated regarding the mediating role of Self-efficacy.

The purpose of this study was to identify the effect of Perceived Over qualification (POQ) on Organizational Citizenship Behaviors (OCB). In this regard, the role of Self-efficacy was also considered. In terms of research objective, it was applied and in terms of data collection, the study was cross-sectional. The participants were chosen from National Iranian Oil Company (NIOC). Based on simple random sampling, data were collected from 331 employees. To measure POQ, OCB and Self-efficacy, we used standard questionnaires from Maynard et al. (2006), Padsakoff et al. (1990), Schwarzer and Jerusalem (1995) respectively. In order to test the conceptual model, Structural Equation Modeling via SPSS and AMOS has been used. Results showed that Perceived Over qualification was negatively and indirectly associated with Organizational Citizenship Behaviors. Likewise, the mediating role of self-efficacy has been confirmed.

Objective: The purpose of the present study was to consider the effect of Perceived Overqualification on creativity at workplace. Likewise, the role of self-efficacy was considered in this association. Methodology: The present study was applied in terms of objective and was cross-sectional in terms of data collection. The participants were chosen from National Iranian Oil Company (NIOC). Based on simple random sampling, data were collected from 331 employees. To measure POQ, Self-efficacy, and Creativity in workplace, investigators used standard questionnaires from Maynard et al. (2006), Schwarzer and Jerusalem (1995), Tierney, Farmer and Graen (1999) respectively. Data Analysis was conducted based on Structural Equation Modeling (SEM) through softwares including SPSS and AMOS. Findings: Results showed that Perceived Overqualification was significantly and positively associated with Creativity at workplace. Likewise, the mediating role of self-efficacy has been confirmed.

This research focuses on the concept of Overqualification as a prevalent phenomenon in organizations. Overqualification is defined as the condition where employees' knowledge, skills, experience, and other competencies exceed the demands of their jobs. The aim of the present study was to understand and reflect on the experiences of employees who Perceived themselves as overqualified. Therefore, in this research, the perception of Overqualification was examined as a subjective-perceptual concept, not necessarily an objective one. By setting several exclusion criteria, 18 employees working in a governmental organization in the banking industry in Tehran were selected for interviews. Data analysis was conducted using reflexive thematic analysis method. Analytical sensitivity, subjectivity and reflexivity of the researcher, theoretical flexibility, and contextualism and positioning were described as the rationales justifying the appropriateness of this method. The data were analyzed in six steps, using tools such as thematic mapping and researcher journaling. Four main themes—"Overqualification has made a change," "I have chosen Overqualification," "I have compensated for Overqualification," and "A group that is not recognized"—constituted the themes forming the experience of Perceived Overqualification in the organization.

In this study, the effect of high-level competence perception on the emergence of withdrawn behaviors and job search behaviors with the variable role of job dissatisfaction mediator and moderator of ambition has been investigated. This research is a correlational description in terms of quantitative research in terms of data collection method. The main tool for data collection is the standard questionnaire. The statistical population of employees working in Ilam Power Distribution Company is 493 people, the sample size was 216 people using Cochran's formula. Structural equation modeling and Smart PLS software were used to analyze the data. The results showed that the perception of high level of competence has a significant and positive effect on the emergence of withdrawn behaviors and job search behaviors. Job dissatisfaction has a significant and positive effect on the emergence of withdrawal behaviors. Perceptions of high-level competence through job dissatisfaction have an indirect and positive effect on the emergence of withdrawal behaviors and job search. Ultimately, ambition moderates, in other words, increases the relationship between perceptions of high-level competence and withdrawn behaviors and job search.

The main concern of organizational managers is to maintain effective human resources and one way to achieve the goal is to create and increase the staff career satisfaction. Two antecedents of career dissatisfaction, however, are feeling overqualified for one’, s organizational position and plateau. The study set out to investigate the effect of Overqualification on Najafaabaad public office employees’,career satisfaction with the mediating role of career plateau and relative deprivation. The research population comprised 370 department staff from whom a proportional sample of 169 was proportionally selected based on Morgan table. The research variables were measured via a number of questionnaires designed by Maynard et al. (2006), Callan et al. (2011), Greenhaus et al. (1990) and Wickramasinghe and Jayaweera (2010) whose reliability measures were confirmed through Cronbach's alpha and combined reliability. The data collected were further analyzed via Structural Equation Modeling and Pls Software. The findings bore on the significant reducing effect of Overqualification on employees career satisfaction in the workplace.

Over-qualification has become a major theme of research after 2008 economic crisis, because it brings about major consequences at social, organizational, and personal levels. There are major differences in the frequency of Overqualification, its dimensions, and consequences between different genders and also in different cultural and social contexts. The issue of Overqualification among female employees is very much understudied, particularly in the eastern societies. The purpose of the present paper is to fill to some extent this gap by choosing overqualified women employed in the Iranian public sector as its study group. We study the organizational elements that mitigate the perception of Overqualification and its negative consequences using Glaser's grounded theory approach. The obtained model revealed the pivotal role of meaningfulness in mitigating the perception of concept and its negative consequences and a major factor in developing person-job in the study group. In this model, meaningfulness is defined at two levels, namely, job meaningfulness and meaningfulness in the work environment and is further specified in terms of the following five variables: job appreciation, freedom, continuous goal setting, developed relationships, and personal integrity. Focusing on job meaningfulness, we have explained and generalized the results of various variables in the Overqualification research literature. The results of the present research address the substantial research gap in the Overqualification research on female Overqualification and enables Iranian organizations to improve the working conditions of overqualified women, despite the economical, market-related, and organizational limitations.

Psychological disorders are universally common problems. Social support contributes much to the health of individuals. Focusing upon social support and upon vicissitudes of life can help prevent the depression-induced disorders. The present paper investigated the relationship between Perceived social support, depression and Perceived stress in university students. The descriptive-analytical study was carried out on 390 students living in Shahid Beheshti University of Medical Sceince campus, whom were selected based on a simple random selection method. The related questionnaires of multidimensional scales of Perceived social support, Beck’s depression, and Perceived stress then were distributed during midterm among students to collect the necessary data. Data was fed into SPSS 16 and analysed using ANOVA, Pearson correlation coefficient, independent t-test, Chi-square, and Fisher exact test.Our results indicated that 49.7 per cent of students suffered from specific degrees of depression. 30.5 per cent of students had given educational progress and employment as sources of stress in living in the campus. The Perceived social support scores were 28.32±9.56, depression, 12.10±9.02, and for Perceived stress was 26.84±8.27. A significant relationship was shown to be between Perceived social support, depression, and Perceived stress (p<0.001) The conclusion made in the paper is that considering depression and stress is crucial to the health of the students. Also, forming workgroups to increase social support for students can help alleviates depression and stress in university students.