<p>Perceived overqualification has become an increasingly visible feature of modern work life amid intensifying labor market competition. Although the concept has attracted growing scholarly attention, the literature still lacks a comprehensive synthesis of its empirical foundations. This study conducts a meta-analytic review of perceived overqualification, compiling and examining fifty empirical studies that investigated its associations with diverse attitudinal and behavioral outcomes. A total of 155 correlation coefficients, representing 23 distinct relationships, were analyzed using random-effects models, with heterogeneity and publication bias tested prior to estimating overall effect sizes. The findings reveal that 17 relationships display statistically significant effects, highlighting consistent links between perceived overqualification and lower job satisfaction, reduced organizational commitment, and increased turnover intention, among others. Moreover, comparative analyses indicate meaningful differences in these relationships before and after the COVID-19 pandemic, suggesting that contextual changes in labor dynamics have influenced employees’ reactions to perceived overqualification. These results provide valuable insights for managers and policymakers by clarifying how overqualification shapes employee attitudes and behaviors in evolving work environments. Overall, this study offers the first meta-analytic synthesis of perceived overqualification across pre- and post-pandemic contexts, advancing theoretical understanding of employee–organization fit, career adaptability, and labor market inequality while offering an empirical benchmark for future research on career development and employment dynamics.</p>