Impact of Perceived Overqualification on Adaptive Performance through Psychological flexibility with the moderating role of Emotional Intelligence

Abstract

This research explores the impact of perceived overqualification on adaptive performance involving the individuals working in software companies based in Lahore, Pakistan, having a major focus on the psychological flexibility as a mediator and emotional intelligence as a moderator. Using conservation of resource theory COR, this quantitative investigation applied cross-sectional survey approach and gathered the responses from 197 respondents using standardized and validated scales. The findings indicated a significant positive impact of POQ on AP, revealing that employees with surplus qualifications might efficiently apply their surplus skills to fulfill changing job demands. Though, Psychological flexibility did not act as a mediator between POQ and AP. And EI acts as a great moderator between PF and AP, demonstrating that employees with higher EI are better capable in channeling PF into workplace adaptability. The study used COR theory in which employees struggle to attain, protect, and invest resources, like skills or emotional capacities, to cope with stress and adapt to demands. This study demonstrates how excess qualifications (a form of resource gain) and emotional intelligence (a personal resource) can jointly facilitate adaptive performance in dynamic work settings.

These findings contribute to the evolving perspective that POQ can be a professional asset under the right psychological and contextual conditions. The study offers practical implications for organizational leaders aiming to utilize the capability of highly qualified employees through EI development and support for adaptive behaviors.