Abstract
Guided by uncertainty management theory, we investigate the effects of POQ on both pro-organizational voice behavior and self-interested voice behavior through the mediating role of felt uncertainty. In addition, we propose that ethical leadership serves as a key moderator mitigating the negative relationship between POQ and felt uncertainly. We tested our proposed model across two multi-wave and multi-source field studies. Specifically, with 411 subordinate–supervisor matched observations in Study 1, we found that POQ predicted higher levels of felt uncertainty, which in turn, was negatively related to pro-organizational voice behavior and positively related to self-interested voice behavior. In Study 2, with 188 subordinate–supervisor matched observations, we replicated the mediating effects of Study 1 and tested the full moderated mediation model in Study2. Taken together, our results highlight the importance of felt uncertainty as a key underlying mechanism influencing overqualified employees’ voice choices. The theoretical and practical implications are discussed.
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