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Purpose The purpose of this paper is to test the direct effect of the perceived overqualification on the burnout syndrome and the indirect effect through the workers’ autonomous and controlled motivation. Design/methodology/approach The hypotheses were tested with a sample of 3,256 contact center operators from one Portuguese company and data were analyzed using the software package Mplus to conduct structural equation models. Findings The results revealed that workers’ perceived overqualification is positively related to burnout and that both autonomous and controlled motivation partially mediates this relationship. Research limitations/implications The cross-sectional design should be regarded as a limitation. Moreover, each variable was only assessed with self-reported measures, the sample comprised call center employees from only one company and one country (Portugal), and the workers were all employed in commercial services of telecommunications, energy, banking or insurance companies, which may constrain the generalization of these results. Practical implications Workers’ perceived overqualification should be avoided to prevent their burnout. Furthermore, an increase in workers’ skills and competencies, enhanced decision latitude, and the task variety and quality should be crucial for employees to develop more autonomous motivation to work in a contact center and the promotion of their well-being at work. More precisely, as overqualification concerns the employees’ perceptions of surplus education, experience and knowledge, from a practical perspective, enhancing the decision latitude, task variety and quality of these individuals’ work may contribute to decreasing individuals’ perception of overqualification and, therefore, contribute to increasing workers’ autonomous motivations and well-being. Originality/value This study provides evidence concerning the mediating role of both workers’ autonomous and controlled motivation to explain the relationship between perceived overqualification and burnout.

Teacher professional development (PD) programs ensure quality education, and quality education is the basis for sustainable development. However, the non-participation of mathematics teachers in PD still represents a tough challenge for several school systems and remains poorly understood. Using data from the 2011, 2015, and 2019 cycles of the Trends in International Mathematics and Science Study (TIMSS), we analyzed more than 200 national datasets to identify countries with relevant proportions of non-participation in PD and model cross-nationally the relationship between the odds of this outcome and a set of variables at the teacher and school level, including the interaction between job satisfaction and the attributes of the schools. Successive logistic regression models applied to each national dataset reveals that, in different countries, the teachers’ job satisfaction, sex, teaching experience, the completion of initial teaching training, and the schools’ attributes (i.e., location and socio-economic status (SES)) were significantly associated with the odds of non-participation in PD amongst mathematics teachers. Three cases (Lebanon and Japan in 2015, and Norway in 2019) describes opposite patterns of results for the interaction between the teachers’ job satisfaction and the type of school location (urban vs. remote rural). In Lebanon in 2019, female teachers, as well as more experienced teachers and those teachers working in deprived areas were significantly more likely to report non-participation in PD. This study underscores the importance of undertaking regular and reliable cross-national monitoring of teachers’ non-participation in PD to guide policy efforts aligned with indicator 4.c.7 of the UN’s Sustainable Development Goals framework.

\"The book uncovers the social, educational, and cultural tools rural Mexican women employ to creatively survive the conditions created by migration. It addresses the material conditions that lead to the migration of adults from the area, but at the core are the educational and personal endeavors of women to get ahead without the men in their families\"--Provided by publisher.

PurposeIt is important to understand why some workers prolong their working life even though they are entitled to statutory pension benefits. This paper aims to investigate whether senior workers are motivated by external factors such as pay and social expectations (extrinsic motivation) or are primarily motivated by internal factors such as job satisfaction (intrinsic motivation). This is a central question for policymakers and social partners when it comes to the design of public pension systems and work organisation.Design/methodology/approachThis study uses a combined longitudinal administrative data and an own-designed postal survey to ask individuals aged 65–76 years to describe their work motivation. Based on the answers, this study constructs an index of autonomous motivation (AM) where a value of zero implies only extrinsic motivation and a value of one implies only intrinsic motivation. The values between zero and one thus imply various grades of AM, where higher values signal motivation that is more autonomous and hence a higher degree of intrinsic work motivation.FindingsThe results of the statistical analysis show that the extent of intrinsic motivation is higher among senior workers who retired aged 65 years or older compared to those who retired at 65 years or younger. In addition, this study found that the degree of intrinsic work motivation among senior workers decreases when they face economic and financial constraints. It also found that intrinsic motivation is more prevalent among high-skilled workers.Research limitations/implicationsThis study shows that individuals who continue to work after 65 are mostly motivated by the satisfaction they derive from their job. Job satisfaction is strongly related to skill level, job quality, job content and job autonomy. Results indicate that job quality and commitment to work are essential elements for motivating seniors to postpone retirement.Originality/valueThis study contributes to this literature by applying a multidisciplinary approach from organisational psychology and labour economics that considers the potential importance of intrinsic motivation to work after standard retirement age. The authors think that this approach enhances the understanding of the mechanisms behind the lengthening of working life. Finally, this study suggests a simple, but efficient way of empirically measuring the extent of intrinsic motivation among workers.

Background: Early childhood development (ECD) is pivotal in addressing educational inequality and reducing income disparities in South Africa. Government initiatives to integrate ECD into the education system underscore a positive trajectory.Aim: This study assesses the impact of relocating ECD to the Department of Basic Education (DBE) in South Africa on practitioner employment. Specifically, it investigates the challenges ECD practitioners face concerning compliance with DBE norms and standards, including qualifications, professional body registration and adherence to educator conditions outlined by the Education Labour Relations Council (ELRC).Setting: The study is conducted in South Africa, focussing on Gauteng, to examine the ramifications of relocating ECD to the DBE.Methods: Conducted as a qualitative study, this research examines the potential implications for practitioner employment by conducting interviews with practitioners from both formal and informal settings.Results: The study indicates that the anticipated policy shift has created uncertainty regarding their employment status among ECD practitioners. This uncertainty may compound sectoral challenges, underscoring the urgent need for government intervention and support.Conclusion: Addressing the concerns highlighted by this study is imperative before the transition of the ECD sector to a new ministry in South Africa. Additionally, government initiatives to formalise informal ECD centres and broaden access to subsidies are crucial for enhancing sectoral performance.Contribution: This research sheds light on the challenges confronting ECD practitioners amid policy changes in South Africa, stressing the necessity of government backing in formalising the sector and bolstering subsidy accessibility for improved performance within the South African ECD landscape.

Building on the social exchange perspective and organizational support theory, this study examined the relationships among employees' justice perceptions, perceived organizational support (POS), organizational commitment and intention to leave. A hypothesized model was developed and tested using hierarchical regression analyses on a sample of 514 practising solicitors in Hong Kong. The results showed that both procedural and distributive justice contributed to the development of POS, and POS mediated their effects on organizational commitment and intention to leave. As expected, organizational commitment was negatively related to intention to leave. Additional analyses revealed that these relationships held for both partners and non‐partners in law firms.