Does Good Wine Still Need a Better Alley? A Social Influence Perspective on How Employees’ Perceived Overqualification Shapes Their Promotion Potential and Supervisor-Rated Performance

Hypothesis 1: POQ is positively related to self-promotion. Hypothesis 2: POQ has a significant positive indirect effect on their (a) promotability and (b) supervisor-rated job performance through self-promotion. Hypothesis 3: POQ is positively related to ingratiation. Hypothesis 4: POQ has a significant positive indirect effect on their (a) promotability and (b) supervisor-rated job performance through ingratiation. Hypothesis 5: The impact of POQ on self-promotion is positively moderated by ethical leadership, such that this relationship is stronger when ethical leadership is high. Hypothesis 6: The impact of POQ on promotability and supervisor-rated job performance through self-promotion is positively moderated by ethical leadership, such that this relationship is stronger when ethical leadership is high. Hypothesis 7: Ethical leadership negatively moderates the impact of perceived overqualification on ingratiation, such that this relationship is weaker when ethical leadership is high. Hypothesis 8: The indirect impact of POQ on promotability and supervisor-rated job performance through ingratiation is moderated by ethical leadership, such that this relationship is weaker when ethical leadership is high.