Group Dynamics: Theory, Research, and Practice, Vol 29(2), Jun 2025, 81-97; doi:10.1037/gdn0000226
Objective: This study examines the possibility of a nonlinear relationship between perceived overqualification (POQ) and counterproductive work behaviors (CWBs) in the workgroup context of justice and task interdependence. Method: Multilevel analyses of multisource data from 209 employees and 39 managers nested in 39 workgroups were conducted to test the hypothesized relationships. Results: Results of multilevel analyses showed an inverted U-shaped relationship between POQ and CWB with the highest level of CWB occurring at the intermediate levels of POQ. Moreover, moderation analyses revealed that workgroup justice climate and task interdependence independently influence the curvilinear relationship between POQ and CWB. Conclusion: Drawing upon justice theory, we integrated two contrasting perspectives on employee POQ to offer a more accurate nonlinear nature of the relationship between POQ and CWB moderated by workgroup attributes of justice climate and task interdependence. Specifically, we show that the “deprivation-based” motivation dominates the POQ–CWB relationship at low to moderate levels of POQ and that the “uniqueness-based” motivation dominates this relationship at moderate to high levels of POQ. (PsycInfo Database Record (c) 2025 APA, all rights reserved)