Reducing Turnover Intentions Among Overqualified Faculty: The Potential of Job Crafting in Saudi Private Higher Education | ||||
| مجلة البحوث المالية والتجارية | ||||
| Volume 26, Issue 3 - Serial Number 1, July 2025, Page 464-497 PDF (1.01 MB) | ||||
| Document Type: المقالة الأصلية | ||||
| DOI: 10.21608/jsst.2025.375673.1996 | ||||
 View on SCiNiTO | ||||
| Author | ||||
Majad Alotaibi 
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| Assistant Professor at Department of Civil Studies, King Khalid Military Academy, Riyadh, Saudi Arabia | ||||
| Abstract | ||||
| This study examines the direct and indirect impacts of perceived overqualification (POQ) on turnover intentions (TI) among faculty members in Saudi private universities, with job crafting (JC) serving as a mediating variable. Utilizing Conservation of Resources (COR) theory, the study asserts that overqualified professors, experiencing a disparity between their qualifications and job responsibilities, may undertake proactive job designing to restore autonomy, purpose, and engagement. A quantitative study design was employed, gathering data from 378 faculty members via a structured survey. Structural equation modeling (SEM) was utilized to evaluate the proposed correlations. The findings indicate that POQ exerts a substantial beneficial influence on job crafting and a small direct impact on turnover intentions. Work crafting adversely predicts turnover intention, signifying its contribution to enhancing work fit and diminishing faculty members. Mediation research indicates partial mediation, implying that job crafting mitigates certain adverse impacts of POQ but does not completely eradicate them. The research enhances Person-Job Fit Theory by illustrating how job design can convert apparent misalignment into significant work experiences. Theoretical and practical consequences are examined, highlighting the necessity for university administrators to advocate for job crafting techniques within comprehensive personnel management and retention efforts. Constraints and avenues for subsequent research are also indicated. | ||||
| Keywords | ||||
| Perceived Overqualification; Job Crafting; Turnover Intention; Person-Job Fit Theory | ||||
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