As trends of employment continue to rapidly shift and evolve during the post-COVID-19 era, it is important for organizations to consider rates of underemployment as much as it is to regard unemployment. Recently, a new scale measurement of employee Perceived Overqualification (POQ) was developed to assess POQ as a multidimensional construct: the Perceived Overqualification at Work Scale (POQWS) (Long, 2022). Using a person-centered approach, Latent Profile Analysis (LPA) unveiled specific employee profile types of POQ and assessed how they differentially predicted various workplace outcomes. The main goal of this study is replicate the results of the initial POQWS to confirm the multidimensional scale is the best measurement for evaluating POQ and work-related outcomes as well as to extend the previous results by evaluating public sector employees and comparing the results to private sector results of the original study. Additionally, this study also utilizes LPA to determine that the same POQ profiles emerge from the POQWS (Long, 2022) dimensions and assesses how these profiles differentially predict workplace outcomes while comparing the public sector employees of this study sample to private sector employee results. Yielding similar results to the first study, the four-profile structure of POQ suggests a person-centric approach may be a better approach to predicting workplace outcomes of employees in both the public and private sectors.