The Islamia University of Bahawalpur, Pakistan

Analysis the Influence of Job Crafting and Perceived over Qualification on

Job Satisfaction, Innovative Workplace Behavior, and Turnover Intentions

through the lens of Mindfulness and Meaningful Work

SUBMITTED BY IFRA ZAFAR

MS/M.Phil. SCHOLAR

Roll No. FA18M3LA045

RESEARCH SUPERVISOR

DR. SYED MUHAMMAD JAVED IQBAL

SESSION 2018-2020

SCHOOL OF BUSINESS MANAGEMENT AND ADMINISTRATIVE

SCIENCES

The Islamia University of Bahawalpur, Pakistan

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Declaration

I Ifra Zafar D/O Zafar Iqbal MS Scholar Department of Management science The

Islamia University of Bahawalpur, hereby declare that the research work entitles ―Analysis the

Influence of Job Crafting and Perceived over Qualification on Job Satisfaction,Innovative

Workplace Behavior, and Turnover Intentions through the lens of Mindfulness and Meaningful

Work‖ is done by me. I also certify that nothing has been incorporated in this Research work

without acknowledgment and that to the best of my knowledge and belief it does not contain any

material previously published or written by any other person or any material previously

submitted for a degree in any university where due reference is not made in the text.

IFRA ZAFAR

MS (MANAGEMENT)

2018-2020

School of Management Sciences

The Islamia University Bahawalpur, Pakistan

Signed: ___________________

Dated: ____________________

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Supervisor’s Declaration

It is hereby certified that work presented by Ifra Zafar in the thesis titled ―Analysis the

Influence of Job Crafting and Perceived over Qualification on Job Satisfaction, Innovative

Workplace Behavior, and Turnover Intentions through the lens of Mindfulness and Meaningful

Work‖ is based on the results of a research study conducted by the candidate under my

supervision. No portion of this work has been formerly been offered for a higher degree in this

university or any other institute of learning and to the best of the author‘s knowledge, no material

has been used in this thesis which is not his work, except where due acknowledgment has been

made. She has fulfilled all the requirements and is qualified to submit this thesis in partial

fulfillment for the degree of MS in management, department of management sciences The

Islamia University of Bahawalpur.

Supervisor Name: Dr. Syed Muhammad Javed Iqbal

Designation: Associate Professor Chairman

Department of Management and HRM

The Islamia University of Bahawalpur

Signed: ___________________

Dated: ____________________

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Forwarding Certificate

It is certified that IFRA ZAFAR Roll# FA18M3LA045 is the student of the Department of

Management Science, The Islamia University of Bahawalpur, Pakistan. She has completed her

thesis entitled ―Analysis the Influence of Job Crafting and Perceived over Qualification on Job

Satisfaction, Innovative Workplace Behavior, and Turnover Intentions through the lens of

Mindfulness and Meaningful Work‖ under my supervision. I thereby, approve this thesis for the

submission to The Islamia University Bahawalpur, Pakistan as partial fulfillment for the degree

of Masters in Science (MS-Management).

_______________________

Dr. SYED MUHAMMAD JAVED IQBAL

(Supervisor)

Dated: ________________

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Abstract

Research scholars have a sense of the significant role of job crafting for graduate

individuals linked with the theoretical support conservation of resource theory also their effects

on management performance and effectiveness of the firm in the hotel industry. Although,

insufficient research inspect encloses factors of job crafting, particularly the part of one‘s factors.

Job crafting gave individuals the to think and recreate their jobs according to their interests.

Thus, the motive of this study is to concentrate on the research break by exploring how the

mediating role of mindfulness and moderating role of meaningfulness of work on exogenous and

endogenous variables. The goal of this study is to check out the relationship between the

variables and their relationship with mediating and moderating variables and their interlinked

relationship. To analyze relationships a survey was conducted in the hospitality sector of the

Bahawalpur division because the hospitality sector gets most of the points of interest in the

present time. For this purpose, a sample of 200 employees was recruited from the front-line

managers of the renowned hotels. The main focus of this paper is mediating and moderating

variables and their relationships with exogenous and endogenous variables because the research

based on these. Data were analyzed by using SPSS and Smart PLS and the result shows that job

crafting has a positive relationship with job satisfaction and their relationship is also mediated by

mindful. Perceived overqualification has a negative relation with turnover intention and positive

relation with innovative workplace behavior. Meaningful work also supports the moderating

relationship between job crafting and job satisfaction and between perceived overqualification

and turnover intention.

Keywords:Job crafting, Mindfulness, Job satisfaction, Perceived overqualification, Innovative

workplace behavior, Turnover intentions, and Meaningfulness.

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Acknowledgment

In the name of Allah, The Most Gracious and The Most Merciful". First of all, I am grateful to

Allah, the Almighty for empowering me and inculcating skills, knowledge, and endless effort in

me to complete my MS final thesis. I am grateful to my institute The Islamia University of

Bahawalpur (IUB), Pakistan which provides us with such great teachers, who have been very

kind and helpful during the academic year. I would like to give my sincere appreciation to my

supervisor Dr. Syed Muhammad Javed Iqbal for his guidance and continuous encouragement all

through the way to accomplish the degree. This research would not have been possible without

his continued assistance, Dr.Syed Muhammad Javed Iqbal for providing a healthy and learning

environment. I would like to thank fellow graduate students in my program. They also helped

and supported me a lot these years. I am also thankful to my family, friends, and all those who

encouraged and helped me in completing every task that I had to do for my research work.

Ifra Zafar

Registration No: FA18M3LA045

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List of Abbreviations

JS Job Satisfaction

JC Job Crafting

POQ Perceived overqualification

IWB Innovative workplace behavior

MW Meaningful work

MF Mindfulness

TI Turnover intention

SPSS Statistical Package for Social Sciences

PO Person-organization

PJ Person- job

PLS Partial Least Squares

THLTourism, Hospitality, and Leisure

COR Conservation of resources

P-E Person-environment

SD Standard deviation

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Heading

No.

CONTENTS

Page

No.

Table of Contents vi

List of Tables ix

List of Figures x

List of Appendix xi

Chapter # 1

Introduction

1.1 Introduction 1

1.2 Gap analysis 7

1.3 Problem statement 8

1.4 Research questions 10

1.5 The objective of the study 10

1.6 Hypotheses 11

1.7 Significance of study 12

1.8 Delimitation and limitation of the study 15

Chapter # 2

Literature Review

2.1 Supporting Theories 16

2.1.1 Social exchange theory 16

2.1.2 Conservation of resource theory 19

2.1.3 Job demand model 20

2.1.4 Person job fit theory 21

2.2 Dependent Variable 23

2.2.1 Job satisfaction 23

2.2.2 Innovative workplace behavior 24

2.2.3 Turnover intention 25

2.3 Independent Variable 26

2.3.1 Job crafting 26

2.3.2 Perceived overqualification 27

2.4 Mediator 28

2.4.1 Mindful 28

2.5 Moderator 29

2.5.1 Meaningful work 29

2.6 Literature Base Hypothesis Development 30

Chapter # 3

Methodology

3.1 Research methodology 37

3.2 Research design 37

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3.3 Nature of study 37

3.4 Procedure 38

3,5 Population 39

3.6 Sampling technique 40

3.7 Instrumentations 40

3.8 Measures 41

3.8.1 Job crafting 42

3.8.2 Perceived over Qualification 43

3.8.3 Meaningful work 43

3.8.4 Job Satisfaction 43

3.8.5 Turnover intention 44

3.8.6 Innovative workplace Behavior 44

3.8.7 Mindful 44

3.9 Survey method 45

3.10 Statistical tool 45

3.11 Method of Analysis 46

Conceptual Model 46

Chapter # 4

Analysis and Findings

4.1 Demographics 47

4.2 Normality Analysis 51

4.3 Reliability Analysis 55

4.4 Descriptive Analysis 57

4.5 Correlation Analysis 59

4.6 Regression Analysis 60

4.7 Mediation analysis 62

4.8 Moderator analysis 64

4.9 Summary 68

Chapter # 5

Discussion and Conclusion

5.1 Discussion 69

5.2 Theoretical implication 76

5.3 Practicalimplication 77

5.4 Limitations 78

5.5 Future research direction 79

5.6 Conclusion 79

References 80

Appendices 97

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List of Tables

Table No. Title of Table Page No

3.1 List of hotels include in the study 39

3.2 List of variables and their items 42

4.1 Age of respondents 48

4.2 Job tenure 48

4.3 Gender 49

4.4 Qualification 50

4.5 Scale Reliabilities 56

4.6 Reliability Analysis 56

4.7 Descriptive Analysis 58

4.8 Correlation 60

4.9 Regression analysis effect of Perceived over qualification on Job

satisfaction

61

4.10 Regression effect of Perceived over qualification on Innovative

workplace behavior

61

4.11 Regression effect of Perceived overqualification on Turnover

intention

62

4.12 Mediator effect of mindful between job crafting and job satisfaction 63

4.13 Moderation effect of meaningful work between perceived

overqualification and turnover intention

65

4.14 Moderation effect of meaningful work between job crafting and job

satisfaction

66

4.15 Summary of Accepted and Rejected Hypothesis 68

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List of figures

3.1 Conceptual Framework 46

4.1 Figure of Q-Q Plot and Histogram of Job crafting 51

4.2 Figure of Q-Q Plot and Histogram of Perceived overqualification 52

4.3 Figure of Q-Q Plot and Histogram of Meaningful work 52

4.4 Figure of Q-Q Plot and Histogram of Job satisfaction 53

4.5 Figure of Q-Q Plot and Histogram of Turnover intention 53

4.6 Figure of Q-Q Plot and Histogram of Innovative workplace behavior 54

4.7 Figure of Q-Q Plot and Histogram of Mindfulness 54

4.8 Mediator effect of Mindful b/w Job crafting and Job satisfaction 64

4.9 Moderator effect of Meaningful work b/w Job crafting and job

satisfaction

66

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List of Appendices

Appendix Page No

Appendix A Informed Consent 97

Appendix B Demographic Information 98

Appendix C Job Crafting Questionnaire 99

Appendix D Perceived over qualification Questionnaire 100

Appendix E Meaningfulness of work Questionnaire 101

Appendix F Job Satisfaction Questionnaire 102

Appendix G Turnover Intention Questionnaire 106

Appendix H Innovative workplace behavior Questionnaire 107

Appendix I Mindful Questionnaire 108

4.10 Moderator effect of Meaningful work b/w Perceived overqualification

and Turnover intention

67

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Appendix J Plagiarism Report 109

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Chapter# 1

INTRODUCTION

1.1 Background:

The hotel industry in any country is an important sector offering comfort to the customers in the

form of shelter, food, and refreshment but the actions of the hotel affectthe environment in many

ways like CO2 emissions, water pollution, and waste generality. Undoubtedly, hotels are the

prime and general way of habitation among local and international peoples. Researchers have

also disclosed that the tourism industry has great control overthe hotel industry and both

industries are interconnected because of their mutual profits. Any country shows warm welcome

to foreigners and let know by their cultural environment by their hospitality. The visitors

experience a new culture and its norms, values freely and comfortably.Malaysia is well known

for its beautiful honeymoon resorts and enjoying luxury services in a cheaper way as compared

to other countries, and for historical locations, Egypt comes first in mind because of its Pyramids

which is a reflection of ancient miracle(Kazmi, 2019).

The history of the Pakistan hotel industry is as old as at the time of independence (1947), It

contributes a large margin to the Pakistani economy (Ali, 2010). The hotel industry covers a

large portion of Pakistan‘s revenue. In the developing stage, there were few hotels but after the

gap of time, the development of local and international hotels was in progressed (Pizam, 2005).

For example, the foremost local hotel is international in the hotel industry in the country, but

later on, that appear as one of the dominant hotel chains in the largest domain like Karachi,

Lahore, Islamabad, and Dubai.

Studies discovered that before 2008, the hotel industry gainswonderful progress because of fuel

by the Pakistani tourism industry. Pakistan‘s hotel industry is acting as a tonic for the

development of the economy. The industrial sector is in the stage of the fast-moving economy of

Pakistan mainly in industrialized cities like Karachi, Lahore, Faisalabad, and Rawalpindi have

many domestic and international companies are engaged in meetings, conferences, and seminars

in the hotels(Malik, 2012).

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Most foreign preferred two to five-star hotels because of their best quality services. Some of the

local and international hotel chains are operating in Pakistan for example Avari, Marriot,

Carlton, Regent, Mövenpick Hotel Karachi, Pearl Continental, and Ramada Plaza, etc.

Researchers acknowledged that the development in this industry was slow in the period of the

80s, during the early 90s the progress in the hotel industry achieved some enhancement.

Statistics showed that the total number of hotels in Pakistan has grown from 845 during 1991 to

1150 during 1996, explained an enhancement growth of greater than 26% during 1993 which

reduced to 2.4% in 1995 before again raise during 1996(hasanshs12, 2015). During August 2008,

the possession rates of hotels decline, an alarming situation given to Pakistani hotels. During

fourth-quarter 2008, the THL sector (Tourism, Hospitality, and Leisure) of the country was

preliminary to see the main concerns of the economic challenges that impact the negativity in the

hotel industry (Khan, 2012).

Studies also revealed that fast-food restaurants like McDonald‘s, KFC, Subway, and Hardees are

the main competitor of the hotel industry, which have relatively high prices than fast food items

(Schlosser, 2012). Visitors to Pakistan prefer staying with family and friends because of security

tasks. The forthcoming hotels have not reformed much in terms of new developments since their

establishment(Fakhar, 2010).

Though, there is a need to lift the skill set of the workforce hired in the tourism and hospitality

sector. Human resource is important for every industry but it is the only key asset in hospitality

because the success of this sector relies directly on the service delivery element. In the

hospitality industry staff especially in hotels, travel guides, and food & beverage organizations,

employees are in direct interaction with their customers at every point of transfer

serviceoperation are dependent on the service, skill, and attitude component of the staffs(Malik,

2012).

Customer satisfaction is one of the standards of a successful hotel, lodging, or any Food &

Beverage operations. A satisfied customer creates a brand image of desired hotel and visitsoften,

and it is likely to be affected as much as by the standard of a hotel as by the skilled, professional,

and service-oriented employees who are trained in creating memorable experiences.

Therefore,both the skills and the attitudes of the workers are essential to create sustainable repeat

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business growth. The prime importance of training and building the capacity of the hospitality

workforce across Pakistan (Shah, 2019).

Pakistani people are well known because of their hospitable nature.Hospitality is in-built deep in

our hearts but with the movingsubtleties of the service industry with specialties, only smiles,

friendliness and courtesy will not serve the purpose to stay competitive as we make market our

destinations. In prior years, the industry lacked vision and poor administration that affected the

growth of the segment. The incapability to unlock the potentials of this industry is seen by low-

quality employees, poor infrastructures, and inadequate funding to support education and

training for both the public and private divisions. There are hotel chains likes Hashoo, Serena,

and Avari hotels that have made some influence through their in-house training for their

employees but there is a significant gap in creating a skilled workforce throughout the country

and particularly for those who want to adopt hospitality as anoccupation(Pirzada, 2016).

Unluckily, in past times, there has been slow growth in hotel development in our country

predominantly in the established five stars rank hotels(Narayan, 2003). Few five-star hotels

operating in Pakistan can be counted in fingertips and that restricted motivation and progress of

employees to work in the hotel organization. This could be the reason that in comparison of

international markets the level of our employee's services even in our well-known hotels across

the country is not up to the mark and we can't count them on the level of five-star hotels on the

competitiveedge.

According to ranking, Bahawalpur is said to be the 12th

largest city in Pakistan and is situated in

Punjab province. It was known as the capital of a princely state after the Durrani Empire

deteriorated. In the early 19th

century, the princely state was established by Nawab Muhammad

Bahawal Khan-II. Bahawalpur city used has been historically the hometown and hub of various

Nawabs and rulers of their times. During the sub-continent state, Bahawalpur was called the

Rajputana State which is now known as Rajasthan inIndia(Bahawalpur archives, 2019).

The city is famous for its many prominent palaces which include the like Noor Mahal, Darbar

Mahal Sadiq Ghar Palace, as well as some more ancient fort of Derawar located in the Cholistan

Desert. Historical importance is given to the city‘s location as it is located near the ancient city of

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Uch as well as close to Harappa, both of which reflect Delhi Sultanate and Indus Valley

Civilization respectively. The Bahawalpur city also claims of one of the very few natural safari

parks that exist in Pakistan, the Lal Suhanra National Park (Bahawalpur archives, 2019).

Due to historical importance and the largest educational web of private and public schools,

colleges, and universities, many local and international visitors, as well as tourists, visited the

city. There are many hotels, restaurants and fast-food points are opened in the city which

delivered the quality of food and services to the customers. There are different hotels like Pak

continental Hotel, 5th

Avenue Hotel, The Grand Regency, Hotel one Bahawalpur, Hotel

Executive Lodge, Motel Paradise Inn, Alinas Hotel, Star View Guest House Bahawalpur,

Lataska Motel, Royal Mark Hotel, and Premier Hotel, Due to COVID19, these are few hotels

where services are given to customers along with following SOPs given by Government.

Pakistan is considered not safe for tourists, but it‘s not true, Pakistan only needs to give attention

to the Hospitality and tourism department and also skilled, innovative and graduates with the

same discipline to give more worth to the hospitality department.

The hospitality sector, allowed youngsters to work in a dynamic environment satisfactorily and

has become a point of interest for every research scholar (Chia, 2017; Lin, 2017). By pointing

out distant consumer necessities, the hospitality workforce should not only execute product and

services rely on the company‘s basic mission values but also excel client expectancies and offer

to elicit, luxury services (Barnes, 2016). Even though the majority of jobs are originally

structured by managers, sub-ordinates also take part in an important task, which they carry out

during their job schedule and by improving their job features depended on their specific

information, experience, competency, and motivation (Wrzesniewski& Dutton, 2001). As it is

not easy for a supervisor to assemble job work that is designed for everyone (Grant, 2009), job

crafting adds a remarkable innovative outlook on post restore (Wrzesniewski& Dutton, 2001).

During job crafting, workers/employees crystallize job work in a way to enhance their

unusual features without modifying the center of their work nature (Bruning, 2018). Job crafting

is termed to modulate the work structure a worker linked with the duty or affiliate brink of job.

The modulates can be physical or cognitive; physical modulate relay to reform responsibilities

and work interaction, and cognitive modulate point out the analysis altering the way one assumes

the job nature. For instance, a job crafter may capture the opportunity of challenging non-

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exceptional tasks as she/he finds it motivating, and less engage with those peers who become the

cause of avert attention from work and lower morale and damage the potential outlook of the

person or are emotionally demanding. Job crafting has grabbedthe concentration of hospitality

sector researchers towards mindfulness (Cheng, 2018; Kim, 2018a).

Job crafting is termed as staff making physical and cognitive reform in the work

challenging duty as explained by (Wrzesniewski and Dutton, 2001). In the product and services

delivery process in the hospitality sector frontline workers always keep in touch with consumers

and meet up with diverse and unusual consumer desires, thus employees should restructure their

job nature, and adjust themselves in that work cloud. Thus, in hospitality suites,the job reframing

technique is under observation due to the diverse customer and their unexpected desires and

comfort zone level (Cheng, 2018; Kim, 2018). Regardless of job crafting conduct, waitressing

personnel can identify the perception with purpose of their career, permit them to be confident

about their job position also enhance execution, capabilities, abilities, and satisfaction(Cheng,

2016), and their domino effect have a notable outcome on employee job performance (Cheng,

2017).

Cognitive crafting considers varying the means one observationsabout the job, which

changes how employees move toward their work life. For instance, workforce labor restructures

the work to situate with fervor (Batova, 2018), or those who highlight the positive aspect of the

assigned duty (Vuori, 2012). This academic perception shows consequences that how job

crafting would facilitate persons to reframe the intend of the employment plus to get a

redesigned task that is more significant or enjoyable for the workers (Wrzesniewski& Dutton,

2001). Examine the result considered follow this conceptuality of job crafting that is to reform

one's work nature, mindset, and the meaningfulness of work at the job place (Berg,

Wrzesniewski, 2010; Mattarelli, 2015; Wrzesniewski, 2013).

The perception of job crafting is found by (Wrzesniewski &Dutton, 2001;Tims, 2010)

linked with the Job Demands-Resources model for the inquiry of job crafting aspects that pattern

includes requirements of exploring job revise from the angle of a renowned academic job design

structure for easiness of hired man. More particularly, in the JD–R approach, two extensive job

traits are illustrated, namely job demands and job resources (Bakker, 2014), which are

functionally divergent. Job demands reframe the characteristic of the work that involves the

worker's attempt, and job resources submit the angle of the work that assists individuals to

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concentrate on job demands and provide space for growth and development. Job crafting

perception is situated on the well-known theory (conservation of resource theory), which possess

that the labor force always tries to sheltered, conserve, and gather important resources as well as

prevail over complexity to achieve comfort, satisfaction, and job security (Hobfoll, 1989). Job

crafting facilitates people to find the assets they want for exertion, in that way they improve their

sense of comfort, well-being, happiness, and enjoyment (Slempet, 2015).

Along with job crafting, perceived overqualification also has an important place in the

work-life of an individual. Perceived overqualification could be described as ―a state of

disorder between the one and the work arrangement‖ that is explored in the study of (Liu, 2015).

Employees‘ attitudes, knowledge, qualification, and behaviors together describe the employee's

perceived overqualification. Thus, employees‘ perceived overqualification resulted in some

dimensions introduced by (Fine, 2008) disaffection, a lower firm alliance by (Lobane, 2015) with

colleagues,lower prosperity and meaningful work, lower-level achievement, and higher turnover

in organizations (Harari, 2017).

Research highlights that personal over qualification is positively related to employees‘

perceptions and mindset, attributes, skills, and knowledge towards projects (Hu, 2015; Liu,

2012). A work environment that does not meet with employees‘ interests or needs would be

possibly generated dullness and lack of interest in the job projected by (Fisher, 1993). Thus, this

research work suggests that employees‘ perceived overqualification or unusual gap among

individual‘s basic qualification, education, trial, expertise, and requirements in the project

(persons may identify their trial, facts, and capabilities, urge the hast for the job) would

participate in anticipating work dullness practice which results in quit job from that organization

or in lower performance or lack of interest in the assigned work by an organization by (Liu,

2012). Once this type of unbalanced occurred, personnel keenly contour their project challenge

to be improved in accordance to their psychological satisfaction, requisite, talent, desires, and

stimulations. More exactly, individuals might actively involve self-motivated little changes in

their work to get better in the shape of job work and meaning at work, this practice mention as

job crafting. While the role of job crafting is to get better employment commitment, meaning,

and accomplishment has supported with the literature evidence. Indeed, the mixed findings and

comparatively scanty empirical studies on the positivity of perceived overqualification suggest

that investigating the outcomes of perceived overqualification remains an important topic

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(Erdogan, 2020). Especially, theworth that overqualified employees add to organizations should

be further clarified (Erdogan, 2011; Luksyte,2015), given that discovering such relationships is

essential if organizations are to obtain competitive rewardsand holdbrilliantworkers (Griffin,

2007). Previous literature has highlighted the status to examine boundary conditions that aid

organizations to better manage overqualified employees (Erdogan, 2009; Luksyte, 2015; Chen,

2020). Although well-established theoretical frameworks, such as fit theory have been adopted to

understand the effects of perceived overqualification (Harari, 2017).

1.2 Gap Analysis:

Job crafting, perceived overqualification and job satisfaction, innovative workplace behavior,

and turnover intention were widely discussed in the literature with different variables, but they

cannot be discussed together, association between them can‘t be discussed extensively in the

literature. This study identifies the potential mediator and moderator between Job crafting,

perceived overqualification, and job satisfaction, innovative workplace behavior, and turnover

intention. This study suggests mindfulness as a mediator between job crafting and job

satisfaction and meaningfulness as a moderator between job crafting and job satisfaction and

perceived overqualification and turnover intention.

Sánchez-Cardona et,al (2020) and Srivastava, S., & Pathak, D (2020), encourage researchers to

continue the study line by exploring other variables as mediators and moderators to check on the

effect of job crafting on job satisfaction. Mindful as a mediator examine the mediation effect

between JC and JS. In another study (Teng, 2019) suggested that moderated variable effect could

be checked on the variables job crafting and job satisfaction and also on perceived

overqualification and turnover intention,(Pathak, 2020)suggested that this concept can be studied

in different cultural contexts so by following the directions the moderation effect could be

studied with different variables.

Moreover, the Hotel industry was neglected for many years due to economic and social factors,

but now the present government has a great emphasis on the growth of the hospitality and

tourism department.

In the context of Pakistan, there is more room for studying thevariables(job crafting, perceived

overqualification, and job satisfaction, innovative workplace behavior, and turnover intention)

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because study using such variables together would be very valuable formeeting the competitive

innovation of hotels and restaurants in Pakistan especially in Southern Punjab (Bahawalpur). The

studycontributes significantly towards the existing literature as well as towards theresearch study

for the Hotel industry in Southern Punjab.

1.3 Problem Statement:

There is a lot of literature exist on job satisfaction, (Dixit, 2018; Jung, 2018; Lee, 2018;

Judge,Zhang,& Glerum,2020), turnover Intention (Hinkin, 2000; Cho, 2009; Ngo-Henha, 2018;

Xiong& Wen,2020), and innovative workplace behavior (Martin, 2018; Rigtering, 2019;

Cangialosi, Odoardi,& Battistelli,2020). However, it is unclear how and when job crafting and

perceived overqualification affect job satisfaction, turnover intention, and innovative workplace

behavior. Therefore, in this domain mediating role of the mindful and moderating role of

meaningful work has been ignored in the existing literature. To highlight these problems, the

present study developed a new model to elaborate and understand the relation and boundary

conditions of job crafting and perceived overqualification on job satisfaction, turnover intention,

and innovative workplace behavior. Organizational researchers have committed extensive

concentration to study the job attitude and behaviors and environment which create a sense of

job satisfaction and blew the air of innovative workplace behavior along with turnover

intentions(Ahmad,Iqbal,Siddique,Abbas,& Fakhr,2020).

Job satisfaction, innovative workplace behavior, and turnover intention frequently debated by

many authors in the field of business management, education, economics, commerce, and

technology (Ariza-Montes, 2018;Kongetal,2018).Little is known regarding job satisfaction,

innovative workplace behavior, and turnover intention linking the organization's success in the

field of hospitality and tourism departments especially in hotels and restaurant employees. With

the increasing competition of local and international hotels and restaurants, giving new ways of

refreshments and quality of services, human resource is a key factor of the hotel industry.

Job satisfaction is the ideal situation in which an employee is satisfied intrinsic as well as

extrinsic with his/her job environment. Many factors cause job satisfaction like desired work

environment, less workload, assigning task according to his/her abilities, skills, education, and

capabilities, then employee seems to be satisfied with the job (Dalkrani, 2018). But when

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employees feel an unevenness between their proficiency and their job specifications, they may

eagerly take action to amend the labor atmosphere to make it pleasant and inspiring (Harju,

2016). Employees will be required to change the basics of their job when it does not meet their

skills or desires (Rudolph, 2017).

Innovative workplace behavior has become increasingly important (Woods, 2017) and an

essential requirement for organizational growth(Afsar, 2019). Although Innovative workplace

behavior is important in almost all industry nowadays in that competitive environment it‘s a

basic source of customer-service-oriented organizations such as hotels and restaurants, with

continuing changing customers‘ expectations human resource encourage innovation (Aldebert,

2011; Kale, 2019; Lam, 2019;Orfila, 2009; Xiang, 2015). During the flourishing of the hotel

industry by the current government, its organization needs to boost their employees to come up

with new, environmentally friendly, and cost-effective ideas to improve the quality and service

of an organization(Edghiem, 2017; Li, 2016).

Employee turnover has been one of the most complex phases of any organization (Shah,

2014). A turnover intention is an employee‘s aware and planned determination to

leave the organization within a certain time interval, e.g., the next six months. (Roodt,2013)

defines it as ―a mental decision existing between an individual‘s approach with

reference to work to continue or leave the work‖. (Bigliardi, 2005) defines turnover

intention as the behavior adopted by aworker on whether they want to stay or leave

the organization.The annual employee turnover rate is 6.2% percent in the hotel industry,

according to the Bureau of Labor Statistics.

All the variables (job crafting, perceived overqualification and job satisfaction, innovative

workplace behavior, and turnover intention) are the foremost point of interest of this study.

These are not measured regarding the hospitality sector which is a growth factor for the economy

these days declared by the current government. In the outbreak of pandemic disease COVID-19

drastically affect the hospitality sector due to the lockdown situation.

Skilled force labor is another challenge for the hotel industry because there is no proper institute

of hotel management operations in Southern Punjab which produces the skilled force which only

specializes in the hotel management field.

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Another problem faced is improper management and poor service quality. The comparison of

expected and actual service quality attributes in the hotel industry is still vague (Minh, 2015). It‘s

a big question mark on the hospitality sector which is failed in giving good quality service.

These are the practical problems faced by the hospitality sector in Pakistan. This study tries to

identify the ways to overcome these problems. The main purpose of this study is to focus on the

factors that increase employee job satisfaction, innovative workplace behavior so that the

industry grows in a balanced manner.

1.4 Research Questions:

The subsequent are the research query in this reading based on research problems‖

• Is there any significant and positive effect of job crafting on job satisfaction?

• Is there any significant and positive effect of job crafting on innovative workplace

behavior?

• Is there any significant and negative effect of job crafting on turnover intention?

• Does mindfulness mediate the bond between job crafting and job satisfaction?

• Is there any significant effect of perceived overqualification on job satisfaction?

• Is there any significant effect of perceived overqualification on innovative workplace

behavior?

• Is there any significant effect of perceived overqualification on turnover intention?

• Does meaningfulness of work moderate the relationship between job crafting and job

satisfaction?

• Does meaningfulness of work moderate the relationship between perceived

overqualification and turnover intention?

1.5 Objective of the Study:

This study determines the ways for an individual to craft their job along with their qualifications

which match with their skills and abilities and encourage them to take part in innovative work

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and enhance their capabilities which reduce turnover intentions and ultimately increase employee

organizational commitment.

• To investigate the significant positive relationship between job crafting and job

satisfaction.

• To investigate the significant positive relationship between job crafting and innovative

workplace behavior.

• To investigate the significant and negative relationship between job crafting and turnover

intention.

• To investigate the mediating effect of mindfulness among job crafting and job

satisfaction.

• To investigate the significant and negative relationship between perceived

overqualification and job satisfaction.

• To investigate the significant relationship between perceived overqualification and

innovative workplace behavior.

• To investigate the significant relationship between perceived overqualification and

turnover intention

• To investigate the moderator role of meaningfulness of work among job crafting and job

satisfaction.

• To investigate the moderator role of meaningfulness of work among perceived

overqualification and turnover intention.

1.6 Hypotheses

H1a: Job crafting has a positive relationship with job satisfaction.

H1b: Job crafting has a negative relationship with turnover intentions.

H1c: Job crafting has a positive relationship with innovative workplace behavior.

H2: Mindfulness can be mediate the relationship linking job crafting and job satisfaction.

H3a: Meaningfulness of works at the workplace moderate the relation between job crafting and

job satisfaction.

H3b: Meaningful works moderate the relationship between perceived overqualification and

turnover intention.

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H4: overqualification has a negative effect on the job satisfaction

H5: Perceived Over qualification has a positive cause on innovative Workplace behavior

H6: perceived overqualification has a positive relationship with turnover intentions.

1.7 Significance ofstudy:

Previous research assessed ―When the Job Does Not Fit: The Moderating Role of Job

Crafting and Meaningful Work in the Relation Between Employees‘ Perceived

Over qualification and Job Boredom‖ In the current study will include ―mindfulness” in the

research model because ―mindfulness‖ playsa significant part in job crafting, job satisfaction,

and perceived overqualification.

Here current study checks that ―mindfulness‖ has an impact on job crafting, job satisfaction,

perceived overqualification, innovative workplace behavior, and turnover intention to the

organization. This research work has its worth towards its theoretical significance and practical

implication of Job crafting, perceived overqualification, job satisfaction, innovative workplace

behavior, and turnover intention through mediating effect of mindfulness and also moderating

effect of meaningfulness of work in the organization. The mediating effect of mindfulness is

being studied in this research that is not studied earlier. Perceived overqualification has its worth

in this context because it‘s the new challenge faced by every employee who wantsthe desired job

which suits their qualification.

(Tims, 2010) suggest that job crafting is a phenomenon in which every individual creates ways to

do his job more efficiently which is according to their expertise, skills, and most important their

qualification. Strategies made in resultant of job crafting can supportteams to generatea work

atmosphere that is valuable for them. Some data proved that job crafting helps well-being at

work(Bakker, 2012; Tims, 2013). ThoseEmployees who craft their duty can form the work

practice (Wrzesniewski & Dutton, 2001) and recover their work attitudes (Bavik, 2017).

Therefore, prior research has focused on job crafting results (Cheng, 2016).

Research constantly elaborated the subjective over qualification is strongly associated to

workers‘ perception and attitude at the workplace (Hu, 2015; Liu, 2012). For example, (Fisher,

1993) projected that when situations that do not compete with employees‘ securities or needs

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would almost certainly produce more dissatisfaction. Therefore, this study proposes that

employees‘ perceived overqualification or mismatch between individual‘s education, experience,

capabilities, and the demands essential in the work (e.g., individuals may perceive their

experiences, knowledge, and skills exceed the demands of the job) may play a role in predicting

job dissatisfaction (Liu, 2012; Maynard, 2006). When this type of misfit arises, employees may

actively form their jobs to better suitable their needs and skills. More precisely, individuals might

proactively self-initiate small alterations in their work to recover meaning at work, a process

referred to as job crafting (Wrzesnieswski, 2013; Lin, 2017).

In this study, mindfulness is used as a mediator variable so mindfulness refers to ―an interesting

stage of awareness that, informed by an understanding of up-to-date knowledge, simply notices

what is going on‖ (Brown, 2011, p. 1024). This definition cores on an individual‘s present-

moment reflection of actions and experience (Brown, 2003; Dane, 2011). For both organizational

consultants and scholars, it is entrancing to know whether such a mindful mind

assistanceinnovativeness at work, defined as individual employees‘ production of unusual and

useful ideas for their administrations (Oldham, 1996). However, in the literature, the

mindfulness–creativity link is far from being well understood. Present studies on the direct

connotation have shown that, in general, mindfulness has a positive relationship with creativity-

related outcomes such as insight problem-solving (Ostafin, 2012) and innovative

behaviors(Montani, 2018). Nevertheless, a small body of revisions has also informed some

mixed findings ofthe mindfulness–creativity link (Baas, 2020).

Its Human nature that he finds meaning in any kind of work and wants that the struggle he puts

into the work is considered meaningful(Choi, 2020). The experience to check all the actions one

performs is relatable along with the work nature. All positive actions of an individual towards

work are considered as the meaningfulness of work (Ward, 2017; Hackman, 1976; Rosso, 2010).

Meaningfulness of work can be defined as to which extend employees feel their work nature is

worth taking and the work they performed is of some value (Khan, 1990; Woods, 2013). In

simple words, it can be defined as an employee find a solid purpose of doing a job and work

done in a job besides all the outcomes related to job effort (Arnold,2007). Thus, the

meaningfulness of work indicates that the employee value system and their duties are connected

(Liden, 2000).

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Over qualification, arising when an employee holds an excess of qualifications comparative to

his/her job necessities(Deng, 2018), is one of the most common forms of unsatisfactory

employment. Relating to the regularity of overqualification, researchers have mainlyabsorbed on

its negativeeffects, such as low job satisfaction and commitment (Johnson, 2000; Khan, 1991),

turnover intentions (Erdogan, 2009; McKee-Ryan,2011), withdrawal behaviors (Maynard,2013),

and increased counterproductive work activities(Liu, 2015; Luksyte, 2011).

In the dynamic and challenging environment, it becomes an essential need that organizations

must constructcircumstances and situation thatencourage employee innovative behavior in the

workplace, that is, the generation, advancement, and understanding of the new and useful

thoughts (Chen, 2016; Janssen, 2000). However, this job motivates employees for innovative

workplace behavior is interesting because the improvedrivalry within business atmospheres

results in employees being bare to more common job stressors, major is not finding a suitable job

(Montani, 2020; Khedhaouria, 2017). Given the tension between the need for innovation and the

occurrence of stressors in modern-day organizations.

Turnover intention is defined as a purposeful and alert determination to

left the organization within an expected future which gave a way to reality to his dreams(Huang,

2019). It is an essentialproblem for business groups because a high turnover rate can extremely

harm workplace determination and discourage employees from putting great efforts into their

profession(Knippenberg, 2000; Lee, 2005). The organization can toleratethe cost of employee

turnover can vary usually (75–200% of salary, (Lee, 2008), and these costs relate to cover

performance when an employee leaves the organization, to fill up the space organization hire

new employee, the process of hiring an employee needs a cost, from interview to training session

all steps required professionals supervision and they also charge a fee, its time-consuming

process and then train them up to the existing employee‘s output level is so difficult because

every employee is different from one another in capabilities, skills and performing tasks. Some

front-line hotel jobs (e.g., room helper) were considered an essential product and thus don‘t pay

healthy(Mooney, 2017). There are still costs which organizations have to bear that related

toperformance breaks, and when an employee is replaced, there is a factor and fear of being a

loss of institutional knowledge. High turnover rates are not only very expensive for the

hospitality sector but also injurious to employee confidence, service quality, efficiency, and

ultimately productivity and profitability of the organization, whole setup is disturbed when a

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skilled worker left theassociation (Davidson, 2011; Hinkin, 2000). Training a new employee in

the hospitality sector in the courses, and the way that work is done is not only detrimental to co-

worker morale but also possiblycritical to service presentation.

1.8 Delimitations and Limitations of the Study:

• The cross-sectional research design will be used to conduct the study while causal and

experimental studies have more generalizability of the results.

• The sample size should recruit less than 300 and will belong to only Bahawalpur city

while surplus and diverse sample increased generalizability of the study.

• The hospitality sector will be focused on data collection while many other industries can

be targeted to analyze the relationship of the selected variables.

• Limited variables such as job crafting and perceived overqualification selected as

independent variables and job satisfaction, innovative workplace behavior, and turnover

intention as a dependent variable for the current study while there are many other

variables underdressed in the hospitality sector that can be analyzed to improve employee

performance.

• The current study focused on mindful work as a mediating variable and meaningful work

as a moderating variable while many other field variables can be targeted to examine

mediator and moderator effects.

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H4 Over qualification has a significant effect on the job satisfaction Accepted

H5 Perceived Over qualification has a significant effect on

innovative Workplace behavior

Accepted

H6 Perceived overqualification has a significant relationship with

turnover intentions

Accepted

Chapter # 5

Discussion and Conclusion

5.1 Discussion:

This chapter examines the results testified in chapter 4 as emphasized earlier based on different

statistical procedures and analysis with the use ofSPSS and Smart PLS. This chapter focuses on

reported results and their successive relationships with each other. It also explains the illustrated

relationshipswith previous studies and has support to the described relationship, to find out the

consistencies and deviations among the various concepts. The earlier portrayed questions guide

the discussion under theproposed hypotheses, for the study to reach the possible implications.

5.1.1

Job crafting has a significant relationship with job satisfaction

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The finding of the study supported the first hypothesis. The assumption was accepted that job

crafting has a significant and positive relationship with job satisfaction. This result can be

justified through past studies. Wrzesniewski and Dutton (2001) explain that one needs to control

one work and work dimensions to work with full attention and satisfy himself in the workplace.

Another study identifies the job crafting motivators, and one of them is mentions goals to

improve job performances, job crafting directly linked the ways to improve job performance by

setting small goals and tasks which help to achieve long-term effort results in the form of

promotion. It also helps one‘s to improve knowledge and skills and also helps to align with the

psychological need to reframe work in easy and interesting ways to enhance productivity

(Parker, 2014).

Job crafting is a behavioral mechanism of an employee to a done job in a better way and

enhances his abilities, skills, and capabilities in doing the different tasks in different ways. It

improves the way of thinking of an employee, so that employee feel a sense of satisfaction at the

workplace and also increase job satisfaction level which positively affects its productivity and

organization productivity. Training help employee in craft a job according to its capabilities.

(Bipp, 2015 ; Rodulph, 2017 ;Wrzesniewski and Dutton 2001). Other studies declare that job

crafting does not mean to reframe work only, motivate to work efficiently but is also mean to

cope with an unpleasant work environment that has limited resources and excess workload

(Wrzesniewski, 2010; Sturges, 2012). (Tims, 2010) suggest that a person- job misfit can also be

motivated by job crafting.

5.1.2

Job crafting has a negative relationship with turnover intentions

This hypothesis is accepted. Past studies reference that describes the relationship between job

crafting and turnover intention as non-significant can clearly define the relationship further. The

effect of job crafting is negative on turnover intention because when one‘s finds ways to deal

with a boring working environment then the sense of left the job is minimum. The results

improved by previous studies (Tett, 1993; Choi, 2016) the origin of the study is health industry,

which suggests that job satisfaction (by crafting job) is the strongest predictor of turnover

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intention, if an employee is satisfied then the rate of turnover intention is minimized. But it

differs in different countries, the quality of work can also affect turnover intention (Celik,2011).

In the hospitality sector, the turnover rate is comparatively high from another sector, align with

social exchange theory, an employee who receives support for their families and also cope with

job attitudes such as workload, supervisor attitude, the working environment lower turnover

intention (Kurtessis, 2017). If a contradictionoccurs between job crafting and employee attitude

then surely turnover intention occurred. But if an employee success to cope with the working

environment through job crafting then the turnover intention is excluded from employee

intention.

5.1.3

Job crafting has a significant relationship with innovative workplace behavior

The hypothesis is also accepted by the current study. Few past studies show the relationship

between job crafting and innovative work behavior. Innovation nowadays is a very important

component in every sector, no sector can compete if it does not consider innovation as Dior

needs. In the hospitality sector, innovation is as essential as in any other sector, because it's the

only sector that reflects a country's culture through hospitality. (Afsar, 2014), minimally explains

the relationship that is examined in the hospitality sector. The finding of a positive relationship

between job crafting and innovative work behavior increases social resources (Wang,2017; Yen,

2017). This study suggests that when an employee crafts his job he find ways of doing the task in

the workplace with different and innovative ways and open resources in innovative work.

Job crafting opens up resources, seeks challenges in the workplace, and gave the employee the

confidence to work in an innovative environment. During job crafting behavior, the employee

makes his mind to do work innovatively and effectively. Innovation is something to bring a new

and improved thing or way of doing a task that is time effective. So, along with job crafting the

element of innovation has a strong effect on employee productivity. Job crafting in many other

ways positively affects innovation, developing different ways and doing improved work that

increases employee creativity and enhances innovation at the workplace,(Mittal, 2015). When an

employee comes up with an idea, he encourages for that and gave different incentives to

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encourage him, and doing this a sense of competition is created. According to (Bartlett,2002)

this study also showsthe positive effect of job crafting on innovative workplace behavior, it

reveals that its management responsibility to polish employee creativity and make an

environment for innovative work.

5.1.4

Mindfulness can be mediate the relationship linking job crafting and job

satisfaction

This hypothesis is also accepted. Mindful is a new and point of interest nowadays for research

scholars. Mindful has its unique characteristics and challenges. Mindful has its beneficial effect

on the organization (Good, 2016; Reb, 2015; Sutcliffe, 2016)suggested the beneficial role on

employee well-being. To fully understand the mindful role, it can be measured differently. It's a

psychological sense of the employee's mind to a satisfactory level. Many of the studies were

based on the adoption of (Kabat-Zinn,1990)which suggests that mindfulness has a positive link

with job satisfaction. Through mindful practice and training employee make up their mind

towards job satisfaction which is created by job crafting.

(Eby, 2019) findings, positive attributes of mindfulness towards workplace variables like

teamwork. Employee mindful training being useful towards employability. If an employee

makesa mind that he can do this work and accept the challenge, it's being useful in enhancing

employee skills, knowledge, and capabilities. It directly affects organization productivity.

According to (Vogus, 2016) reflect the mindful effect on working practice (training and practice)

givesthe employee a space to use for them and enhances their interpersonal skills and

empowersthe employee to do quality work. This study also proved that mindfulness mediates the

relationship between job crafting and job satisfaction, because when employees make mind to

adjust in a working environment with job crafting technique and create a sense of job

satisfaction. This study analysis clearly defines that employees of any organization must make a

mind to do a job effectively and efficiently.The mediating effect of mindful between job crafting

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and job satisfaction is highly positive and along with job crafting it improves employee thinking

and gave the confidence to satisfy in all working environment.

5.1.3

Meaningfulness of works at the workplace will moderate the relation between

job crafting and job satisfaction:

This hypothesis is accepted. It is proved with different past studies that meaningful work

enhancesthe effect on job satisfaction. Meaningful work itself drawn from the core of work

assigned, the work in the form of goals, task, values, beliefs, and tradition of organization

combine to make up work for success, which an employee made it useful for himself and also for

the organization(Ouchi 1979,1980). Meaningful work is both important for employees as well as

the organization. In context to the hospitality sector, meaningful work means doing assigned

work with full atheism that employees enjoyed and feel a sense of pleasure in doing their job.

Meaningful work can be enhanced by managers when they feel employees their valuable assets

and discussed the culture of the organization with the employee.

The study (Avey, 2012; Block 2003), defines that when an employee feelstheir belongingness

with the organization them they work meaningfully. Job crafting creates a sense of job

satisfaction, and their related effect is more enhanced by meaningful work. In another

study(Steger, 2012; Hirschi,2012) suggests that meaningful workaffectsjob satisfaction.

5.1.3

Meaningful work moderates the relationship between perceived

overqualification and turnover intention:

This hypothesis is acceptedbecause perceived overqualification and turnover intention have a

positiveeffect and meaningful work can moderate its relationship. Meaningful work has a

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negative association with perceived overqualification because when employee assumes itself

overqualified for the post then he/she lose his/her interest in work task especially in meaningful

work which may not contribute in employee productivity.But according to this study results,

meaningful work creates a significant impact on perceived overqualified worker, because an

enthusiastic worker finds work as meaningful which enhance its capabilities and also enhance its

qualification. Past studies show that meaning at work is not so important when there is a

contradiction between POQ and job status this may enhance job boredom which resulting in

turnover intention (van Tilburg, 2012).

Meaningful work can enhance the interpersonal skills of an individual withthe element of POQ,

meaningful work overcome the effect of overqualified and the intention to leave the organization

to minimize meaningful work attitude arises. No previous evidence has empirically tested the

moderating role of meaningfulwork on POQ and turnover intention. Therefore, these findings

contribute to the understanding that meaningful workrelates to POQ is positive because when an

employee sees that he is overqualified for the current post but the nature of work assigned to the

employee is interesting and meaningful then he automatically makes the mind to challenge itself

because the employee thought a comparison between his work and his qualification and his

knowledge about the market competition.

5.1.4

Over qualification has a significant and negative effect on job satisfaction:

This hypothesis is accepted. Many of the past studies show that perceived overqualification has a

negative relationship with job satisfaction. An employee with higher qualification cannot

satisfied with job which is not accordance with their capabilities. (Fine, 2008)their study explains

that POQ and job satisfaction havea negative relationship in the customer service sector. It

applicable in all sectors that employee with higher qualification often face dissatisfaction with

the job because he/she is not empowered with doing the job which does not match their

capabilities.

Another study found that POQ along with their two components lack of growth opportunities and

mismatch of individual qualification also linked negative relation with job satisfaction (Johnson,

2002b).

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Another study suggests that POQ has a 34% variance of a negative relationship with job

satisfaction because an individual with higher qualifications cannot mentally satisfy to do work

in a position that is quite unmatched with his/her qualification capabilities.

(Hakanen, 2018;Harju, 2016; Tims, 2012 this study suggested, that ―Qualified worker has more

potential and motivation to do work productively, but when their work is not appreciated or

when their working capabilities mismatched with job description then dissatisfaction occurred.

5.1.5

Perceived Over qualification has a significant effect on innovative Workplace

behavior:

This hypothesis is also accepted. Empirical studies have been drawn to check the relationship

between POQ and IWB. Important and understanding area is the main relationship between POQ

and employee innovative workplace behavior. Perceived overqualified employees have extra

skills, knowledge, capabilities and come up with the new idea and help in idea generation in the

field of manufacturing, marketing, and administrative process. Overqualified or to say highly

qualified employees have a creative mind to solving a problem and find unique and time-

efficient ways to accomplish a task effectively. They have a creative mind in which their

qualification play an important role in the innovation process.

According to the study (Lazarus, 1991) reflects thatoverqualified worker has more potential than

the average worker, they see their work as a challenge and try to complete work uniquely and has

more time to think creatively and to compete in a challenging environment. POQ results in job

dissatisfaction and job boredom overcome by a creative environment. If the management of an

organization createsa sense of creativity then overqualified workers may take interest in work

and engage themselves in productive and innovative work(Erdogan, 2018).

Previous research suggests that either to dissatisfied with the job environment and lose interest in

the assigned task, they try to improve working conditions by coming up with new ideas and

things that practically make a change in the working environment(Liu, 2012). When highly

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qualified workers get support from management they can perform better in an innovative

environment and gave highly creative performance (Hogan, 1982; Hogan, 2018).

5.1.6

Perceived overqualification has a significant effect on turnover intentions:

This Hypothesis is accepted. Many types of research in the past show thatperceived

overqualification is positively related tohigher levels of turnover intentions. Turnover intention is

something different from intention to leave. Perceived overqualification is negatively related to

turnover intention. Perceived overqualified employees leave the organization and the turnover

rate for highly qualified workers is approximately 60%. Employees who do not feel empowered

in doing work within the organization can leave the organization very early. Some qualified

workers are empowered and they have the intention to leave the organization but don‘t leave the

organization, they are seeking the best and desired opportunity which aligns with their

qualification capabilities.

Many attributes can hinder the relationship of POQ and turnover intention, one is psychological

empowerment. When an employee is empowered although he is highly qualified or not, he

cannot leave the organization in this scenario POQ and TOI are negatively related.

It‘s hard for the organization to hold the highly qualified workers and provide them desired

working environment and to give an innovative environment in which their skills can be urge

more potentially. Furthermore, a lack of promotionopportunity, rather than overqualification

alone, maybe the real reason for turnover (Harju, 2016; Reijseger, 2013)

Thus, this can resultinthe overqualified worker is highly promoted towards turnover intention

because the current working condition and environment can not satisfy their need of satisfaction

level (Liu, 2012).

5.2 Theoretical implication:

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Wrzesniewski and Dutton (2001) proposed a theory of job crafting that states employees craft

their jobs when they are motivated to change their views of the meaning of their work, their work

identities, or both. The question is how and why job crafting impacts job satisfaction, innovative

workplace behavior, and turnover intention is a big question. Job crafting has shown a predictive

impact on job satisfaction. However, job crafting influence impact on innovative workplace

behavior and turnover intention has gained less scholarly intention. The moderating effect of

meaningful work and the mediating effect of mindfulness has not been broadly studied. Hence

based on conservation of resource theory, this study examined the influential impact of job

crafting on job satisfaction, innovative workplace behavior, and turnover intention. The

mediating effect of mindfulness between the positive effect of job crafting and job satisfaction is

supported through this research. While the moderating effect of meaningful work between job

crafting and job satisfaction having a positive relationship has not moderated the relationship,

same as with perceived overqualification and turnover intention meaningful work has not

moderated the relationship. The findings will not only expand the literature but also

strengthenthe conservation of resource theory. The results clearly understand the mechanism of

job crafting and perceived overqualification influence on job satisfaction, innovative workplace

behavior, and turnover intention with mediating effect of the mindful and moderating effect of

meaningful work.

5.3 Practical implication:

Everyone wishes to get a desirable job is one of the most widely and interesting goals by

which people measure and motivated themselves in searching for a new job. Job crafting is an

important tool for an individual because it keepsthe individual focused on his personal goals as

well as beneficial for the organization also. (Berg, 2008) refer to job crafting as an action by

which people utilize opportunities to customize their jobs. When an individual works for his

personal goals linked with the whole organization's long-term goals. By crafting his\her job one

could easily manage in the working environment and find the easiest way to fulfill his assigned

task. It led to increase job satisfaction which is also an intrinsic motivation of an employee. By

working on job crafting individual can easily manage his job environment and related tasks.The

managerial staff of any organization can encourage employees to enhance their capabilities

through job crafting which ultimately increased job satisfaction and decrease job turnover.

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Job satisfaction is an important element of any organization. Job satisfaction is an ultimate

reaction to work which indicates that an individual has a positive work attitude towards the job.

Different factors affecting the job satisfaction of an individual like working environment, pay

benefits, skills, and abilities match with the job requirements. Organizations put efforts to

sustain their human assets by giving them essential job benefits and minimize their recruitment

cost asa result of hiring a new employee.

In the technology era, for continued survival, it's the responsibility of an organization to

create an environment for innovative work. In the Pakistan context, where the government gave

emphasize to Tourism and Hospitality sector and competition between intra hotel organizations

has increased so for better and long-lasting survival and to remain In the competition hotel

managers should encourage and emphasize employees for innovative work and bring something

new and interesting in the market which grabs customers attention in services. Thus, the

innovative workplace behavior of an employee is important for itself and the company also. One

should be entertained by giving tangible and non-tangible benefits. Although for being creative is

a challenging task. But in the rapid growth of the business environment many tasks including

being innovative enhance employee creativeness and capabilities to work in a dynamic

environment.

Hotel management took certain steps to overcome turnover intention and minimize cost by

hiring the right person forthe right job at right time. It's management's responsibility to

encourage employees for creative and productive work and engage employees within their work

in a better way to entertain customers by giving them the best services. During hiring new staff

management should hire those candidates whom are applicable and have certain capabilities and

qualification according to the field. When employees work deliberately then it could give the

benefit of those employees as well as organization. Hotel management should have to work

differently from the routine work to enhance employee productivity and creativity which add

meaning to their working goals and they enjoy their working hours. Employees feel a sense of

pleasure and satisfaction working with the organization.

5.4 Limitations:

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Along with its importance of the study, this study has some limitations.

First, the present study is a cross-sectional study rather than longitudinal, because longitudinal

study requires more period and effort to conduct. However, this study does not realize the

influence of job crafting and Perceived overqualification on Turnover intention, innovative

workplace behavior in the time continuum.The second limitation is related to sampling and data

collection. The sample size is so small that it cannot represent the whole population, and data

was collected from selected hotels of Bahawalpur City.

Further studies can gather data from a large sample size, and the same model can be tested

on the different sectors to check the job crafting and POQ effect on JS, IWB, and TOI. Further

studies also gather data from different cities of Pakistan to make the study more reliable.

The present study uses SPSS and Smart PLS for analysis, further studies may use different

analysis tools like M plus to handle complex models.

The present study uses meaningful work as a moderator to check the relationship between job

satisfaction and job crafting and perceived overqualification and turnover intention. Further

studies use a different moderator to check the relationship effect, further studies use mindful, as a

moderator.

5.5: Future Research Directions

Future research can find certain mediating variables such as workplace ostracism, job

design, organizational climate because the present study has only examined mindfulness and also

gave strength to model by establishing moderator like personality traits, leadership styles,

perceived organization support, culturaldimensions.

5.6 Conclusion:

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In present-day, scholars gave high importance to job crafting and its attributes, because it‘s

an essential need of employees working in any sector. In the Pakistani context, the hospitality

sector is one of the growing sectors which face many problems. The current study highlights

some of its problems and tries to resolve them. The current research use mediator and moderator

variable to check the relationship between job crafting and job satisfaction and perceived

overqualification and turnover intention. It also checks the relationship of POQ with innovative

workplace behavior because IWB is an essential need of any organization nowadays. This study

choosesthe hospitality sector to check the trend of many graduates towards innovation and job

satisfaction when they do not get their required field of work.

For this data was collected from hotels of Bahawalpur and sample was 200 due to COVID -

19 and lockdown situation, only 45% services were given by hotels during lockdown condition

so, only 128 respondent filled up questionnaire. This research contributes tothe literature by

studying mindfulness as a mediator and meaningful as a moderator. Eight hypotheses can be

examined with the hospitality sector of Bahawalpur city. All hypothesis is accepted according to

this study.

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leadership and employee‘s entrepreneurial behavior in knowledge–intensive industries. The

International Journal of Human Resource Management, 28(2), 307-332.

Afsar, B., Masood, M., & Umrani, W. A. (2019). The role of job crafting and knowledge sharing

on the effect of transformational leadership on innovative work behavior. Personnel

Review.