Job boredom is a common experience at work; however, it has been neglected in research and practice compared to other well-being states. Based on the person-job fit theory, this article aims to examine the association between employees’ perceived overqualification and job boredom, analyzing potential moderators. In Study 1, we analyzed job crafting as a moderator using a sample of 832 employees from different organizations in Puerto Rico. Results supported the relation between employees’ perceived overqualification and job boredom but did not support the moderating effect of job crafting since only two dimensions (i.e., increasing structural resources and increasing challenging demands) significantly moderate this association in an opposite direction. In Study 2, we analyzed the moderating role of meaningful work with a sample of 394 employees. Results supported the moderating effect of meaningful work on the relation between employees’ perceived overqualification and job boredom. While job crafting dimensions of increasing structural resources and increasing challenging demands strengthen or have little effect on reducing the association between employees’ perceived overqualification and job boredom, meaningful work buffers this effect. These findings suggest that organizations must provide opportunities for employees to find meaning in their jobs. Additional research is needed to understand the role of job crafting to reduce job boredom.

中文翻译：

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当工作不适合时：工作技巧和有意义的工作在员工感知的过度资格与工作厌倦之间的调节作用

工作无聊是工作中的普遍经历。但是，与其他幸福状态相比，它在研究和实践中被忽略了。基于人际关系契合理论，本文旨在研究员工的过度认知与工作无聊之间的联系，并分析潜在的主持人。在研究1中，我们使用来自波多黎各不同组织的832名员工的样本分析了主持人的工作制定。结果支持了员工认为过度资格与工作无聊之间的关系，但不支持工作制定的适度效果，因为只有两个方面（即，增加结构资源和不断增加的挑战性需求）显着缓解了这种相反方向的关系。在研究2中，我们以394名员工为样本，分析了有意义的工作的调节作用。结果支持有意义的工作对员工感觉过度资格与工作无聊之间关系的调节作用。虽然增加结构性资源和增加挑战性要求的工作制定维度会增强或几乎没有减少员工认为过高的资格与工作无聊之间的联系，但有意义的工作会缓冲这种影响。这些发现表明，组织必须为员工提供在工作中寻找意义的机会。需要更多的研究来了解工作制作对减少工作无聊的作用。虽然增加结构性资源和增加挑战性要求的工作制定维度会增强或几乎没有减少员工认为过高的资格与工作无聊之间的联系，但有意义的工作会缓冲这种影响。这些发现表明，组织必须为员工提供在工作中寻找意义的机会。需要更多的研究来了解工作制定对减少工作无聊的作用。虽然增加结构性资源和增加挑战性要求的工作制定维度会增强或几乎没有减少员工认为过高的资格与工作无聊之间的联系，但有意义的工作会缓冲这种影响。这些发现表明，组织必须为员工提供在工作中寻找意义的机会。需要更多的研究来了解工作制定对减少工作无聊的作用。