This paper presents various models for measuring the effect of being
overtrained, where overtraining refers to a discrepancy between a person's
training and the educational requirements of his job. The various assumptions
regarding the effects of overtraining that are embodied in the different models
are discussed. It is found that a simple additive model describes the effect of
overtraining on job satisfaction, while a model adding interaction terms is
needed to account for the effect of overtraining on job involvement.
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