Perceived Overqualification and Job Outcomes: The Moderating Role of Manager Envy

Round 1

Reviewer 1 Report

Better use management theory to support your argument. Difficult to read. Need to rewrite the introduction.

Better have a model/diagram to show the associations. Please check the format of table by looking at some other papers.

 

I could provide some more specific comments for authors' consideration.

This is an interesting study and authors spot a scenario. In my opinion, the paper is in the field of Human Resources Management. It is a pity that authors do not use motivation theories to explain the scenario such as expectancy theory. I have a concern on the methodology. Control group could be introduced as there are some other factors affecting turnover rate.
There are some interaction effects (table 2). It is better to use diagram to demonstrate the effect. 8 months between T4 and T5 is arbitrary. Conclusion is too brief.

Author Response

Better use management theory to support your argument. Difficult to read. Need to rewrite the introduction.

Response:

Thank you for this great comment. We have added the Expectance Theory to the discussion. See page 4 and 5 (2.2 Perceived overqualification and expectancy theory).

The introduction was completely rewritten now. Please see page 1 and 2.

Better have a model/diagram to show the associations. Please check the format of table by looking at some other papers.

Response:

This is really valuable comment. We. Added the model. Please see page 7.

I could provide some more specific comments for authors' consideration.

This is an interesting study and authors spot a scenario. In my opinion, the paper is in the field of Human Resources Management. It is a pity that authors do not use motivation theories to explain the scenario such as expectancy theory. I have a concern on the methodology. Control group could be introduced as there are some other factors affecting turnover rate.
There are some interaction effects (table 2). It is better to use diagram to demonstrate the effect. 8 months between T4 and T5 is arbitrary. Conclusion is too brief.

Response:

Thanks again for the valuable comments.

• We added the We have added the Expectance Theory to the discussion. See page 4 and 5 (2.2 Perceived overqualification and expectancy theory).
• We fixed the methodology and added more information as well as interactions. Please see page 7, 10 and 11.
• The 8 months between T4 and T5 was a mistake and we revised it to 5 months.
• We expanded the conclusion. Please see page 15 and 16.

 

Note: We have done an extensive English language editing and we submitted the certificate to the editors as a supplementary file.

Reviewer 2 Report

I appreciate the opportunity to review this paper. My comments are as follows:

- The title does not convey the study carried out. In the abstract, the objective is defined as "manager's envy will moderate the relationship between

overqualification and job-related outcomes.” So, according to the title, there is only a moderating role for job-related outcomes.

- The abstract must be thoroughly reviewed: what methodology is used; what is new about this study?

- At the end of the Hypotheses, a structural model must be presented containing the variables to be tested and the relationships, as well as the hypotheses;

- The methodology should be thoroughly revised. For how long and in what periods did you collect responses to the questionnaires? But did they always ask the same participants? how did they link the answers to the questions collected in different time periods? As you can see, the questionnaire had about 5 questions, in which each construct is measured by just one item... it doesn't make any sense...

- The relevance of Table 1 is not understood...

- The discussion of results lacks greater coordination with the literature review.

- In the conclusion, there are sentences similar to those in the abstract.

Author Response

I appreciate the opportunity to review this paper. My comments are as follows:

- The title does not convey the study carried out. In the abstract, the objective is defined as "manager's envy will moderate the relationship between

overqualification and job-related outcomes.” So, according to the title, there is only a moderating role for job-related outcomes.

Response:

Thanks for the great comment and we agree with you. We revised the title to “Perceived Overqualification and Job Outcomes: The Moderating Role of Manager Envy”

 

- The abstract must be thoroughly reviewed: what methodology is used; what is new about this study?

Response:

We have rewritten the abstract. Please see page 1.

- At the end of the Hypotheses, a structural model must be presented containing the variables to be tested and the relationships, as well as the hypotheses;

Response:

This is really valuable comment. We. Added the model. Please see page 7.

- The methodology should be thoroughly revised. For how long and in what periods did you collect responses to the questionnaires? But did they always ask the same participants? how did they link the answers to the questions collected in different time periods? As you can see, the questionnaire had about 5 questions, in which each construct is measured by just one item... it doesn't make any sense...

Response:

Great comments!

• We fixed the methodology and added more information as well as interactions. Please see page 7, 10 and 11.
• In the questionnaire, the questions related to one item and what we provided was just an example of these questions. Now, we provided more clarification. For example, … was one example amongst another nine items.

- The relevance of Table 1 is not understood...

Response:

We have clarified it now.

- The discussion of results lacks greater coordination with the literature review.

Response:

We fixed this section and hopefully you find it satisfactory now. Please see page 13 and 14.

- In the conclusion, there are sentences similar to those in the abstract.

Response:

Thanks for this comment. We have revised the conclusion now.

Note: We have done an extensive English language editing and we submitted the certificate to the editors as a supplementary file.

 

Reviewer 3 Report

The article Manager sense of envy and employee overqualification: The moderating role of job outcomes aims to expose that manager’s envy will moderate the relationship between over qualification and job-related outcomes (employee turnover, job satisfaction and, performance appraisal). 

I believe the article is not in the scope of the journal as I can't see any relationship with sustainability. I have two major objections to the article that lead me to the decision of rejecting the article. 

The article tested moderation through the interaction effect and used regression analysis that limit the methodological rigor of the analysis. I believe the authors have performed a basic level analysis that might not be sufficient for publication in high-impact journals. 

Author Response

The article Manager sense of envy and employee overqualification: The moderating role of job outcomes aims to expose that manager’s envy will moderate the relationship between over qualification and job-related outcomes (employee turnover, job satisfaction and, performance appraisal). 

I believe the article is not in the scope of the journal as I can't see any relationship with sustainability. I have two major objections to the article that lead me to the decision of rejecting the article. 

Response:

Thanks for this catch. At the beginning we thought the same, but then we found a special issue in the journal entitled “Ethical Leadership in Sustainable Organization Management”. We believe envy is related to ethical leadership and avoiding the envy could lead for more sustainable organizations.

The article tested moderation through the interaction effect and used regression analysis that limit the methodological rigor of the analysis. I believe the authors have performed a basic level analysis that might not be sufficient for publication in high-impact journals. 

Response:

We fixed the methodology and added more information as well as interactions. Please see page 7, 10 and 11. And figure 2 and 3.

Note: We have done an extensive English language editing and we submitted the certificate to the editors as a supplementary file.

Round 2

Reviewer 1 Report

Some improvements. Should add limitations of the study, lack of control group.

Redraw the tables, normally no horizontal lines in the centre. Please look at other papers in Sustainability or other journals.

Author Response

We highly appreciate your comments. We have revised the paper accordingly and thanks for your time and efforts.

Reviewer 3 Report

please resolve the grammar issues.

Author Response

We highly appreciate your comment. We have done the proofreading and thanks for your time and efforts.