Sustainability of Overqualified Employees for Healthcare Organizations in Aseer Region, Saudi Arabia

Abstract

Background: This study was conducted to understand the dimensions influencing the sustainability of the overqualified employees, the factors affecting their engagement, the strategies that maintain successful sustainability in healthcare organizations in Aseer region.

Method: This study had a qualitative descriptive that conducted to understand the sustainability for overqualified employees in the health care organizations in Aseer region. Data collected using interviews with (29) experts in the field in the health care organizations in Aseer region. A semi structured and self-administered 10-questions interview was prepared to understand the characteristics of the overqualified employees, the dimensions influencing the sustainability of the overqualified employees, the factors affecting their engagement, the strategies that maintain successful sustainability in healthcare organizations in Aseer region.

Results: The data we find help to understand the sustainability for overqualified employees in the health care organizations in Aseer region, eight themes were identified and are presented. All of this demonstrates the importance of keeping these capable workers and implementing methods that will aid in their sustainability and attract those with similar performance. It is also critical to understand these employees' desires so that they do not become overwhelmed or bored, adversely affecting the company as a whole. It's important not to overburden these workers, and they need to be financially and morally motivated, since the psychological element is crucial. Managers and leaders should also be carefully selected so as not to dominate talented workers, and strive to exploit their energies to improve the quality of work, the positive spirit of the company, and, of course, a great reputation.

Conclusion: The main assets and the biggest power for any firm workforce are especially overqualified personnel and the project will not survive without this power. They must therefore be handled appropriately since treatment makes them more involved and workforce members, which is a positive feature of the business and thus lasts for a longer time. They would instead be less effective if they are not functioning properly and eventually leave the business at high costs and losses. Managers need to provide a safe working environment, look after and invest in overqualified people.

Keywords: Aseer Region, Employees, Healthcare Organizations, Overqualified, Saudi Arabia, Sustainability

Introduction

Employee over-qualification has become a global problem due to the existence of the discrimination against overqualified employees. The discrimination has become pervasive. Numerous countries worldwide have a tendency of preferring applicants that are a perfect fit for particular tasks over those individuals who bring additional intelligence, experiences, or even education than required [1]. On the surface, the discrimination against overqualified employees makes sense since studies have over and over again illustrated that overqualified workers exhibit heightened discontent levels. Such kind of perception has chucked countless numbers of knowledgeable and highly skilled individuals into the categories of the long-term jobless people. An overqualified candidates’ surplus has been a worldwide problem, specifically in advancing economies, where rising levels of education are giving employees additional capabilities that are required to supply the advancing service centers. Organizations’ managers should think beyond the conventional intelligence since the increasing pool of the too-good or the overqualified applicants is a bigger opportunity. Overqualified employees can be described as those employees who are educated beyond what an employer requests for a particular position in an organization. When a person is referred to as an Overqualified Employee, it means that the person has a broader and highly impressive resume than what the hiring manager expects [2].

Another definition is that overqualified employees are those individuals who are more educated, well trained, or more experienced than a job requires. An overqualified employee’s qualifications exceed the job requirement. Hiring an overqualified worker for a particular role could impact an organization positively and also negatively. One of the positive effects is that an overqualified employee has a higher possibility of performing at an advanced level since he or she possesses more than the needed capabilities. For instance, in healthcare organizations, overqualified workers can come in handy and apply their higher knowledge level to help helpless patients. Therefore, overqualified worker’s performance is likely to be greater than of those individuals fit for the job [3].

The other positive effect is that hiring an overqualified worker broadens the talent pool since it opens up the likelihood of more excellently qualified candidates inside the talent funnel. Achievement of a more rapid return to total productivity is the other positive effect. New overqualified workers have additional experience; thus, are up to total productivity more rapidly compared to the average new employees. Other positive effects include setting higher role expectations, lessening the required management, heightening the role’s stature, and elevating the entire team. Negative effects include less satisfaction, whereby workers who have particular knowledge and capabilities are likely to feel entitled or at liberty to a specific position or even salary. When an overqualified employee does not get what he or she perceives they deserve, the employee may become annoyed and frustrated. As a result of the frustration, the employee could experience negative emotions, which he or she would direct toward the company. The other effect is that an overqualified employee has a higher possibility of leaving the organization. As the difference between what a particular position offers and what an overqualified employee feels he or she is entitled to heightens, frustrations and bad emotions toward the company increases. That may lead to the overqualified worker leaving the company.

One importance is that hiring a person with deep medical knowledge can help the healthcare institution to obtain their knowledge and grow the institution’s success. The other importance is that the additional skills of the overqualified medical stuff member can be integrated into their healthcare role. Also, an overqualified worker is likely to have additional passion for the organization, which is a good thing for the organization and its patients. Generally, hiring overqualified employees in a healthcare institute is placing patients in excellent hands. Employers should know that hiring overqualified workers can be highly beneficial since organizations can bring effectiveness, innovation, and organization maturity, which would result in increased revenue, productivity, and also cost savings. Therefore, managers should make good use of overqualified individuals and not push them away. They should manage the capabilities of such employees to assist them in producing at their best level, which eventually helps an organization to be highly successful. Therefore, this study is intended to understand how healthcare organizations can achieve sustainability of their overqualified employees in Aseer region for the positive impact on health care organizations.

Just as other organizations, healthcare institutes also have been seeking for sustainable practice to be implemented in the organization [4] in order to stay competitive in the industry. Past studies have concluded various features (economic, environmental, organizational and social) that influence the sustainability of overqualified employees in the healthcare institutes. With the importance of organizational commitment as the driver towards performance, studies that look into the influence of this dimension towards sustainability is still lacking. With this, it is believed that organizational commitment is able to influence the sustainability of healthcare institutes. The paper believes that if employees’ commitment to an organization can be maintained in a long term, it will have a significant direct or indirect effect on sustainable performance of healthcare institutes. Overqualified employees are a basic core corner in the success of health care organizations. Because the current healthcare climate is heavily focused on meeting strict quality guidelines from the regulators and payers while providing top-notch care, the sustainability of over-qualified-employees in health care organizations is more critical than ever. But it’s also getting more challenging to keep workers from jumping ship. Sustainability of over-qualified-employees is difficult in the healthcare industry for several reasons. Whether it’s the nursing team, your doctors or your front-end staff, many healthcare workers are in danger of becoming disengaged. The high-pressure atmosphere that comes with working in health care can quickly drain even the most dedicated worker’s spirit and morale, causing the best people to leave the organization.

The health care organizations have a difficult role to manage the dimensions influencing sustainability and to handle the factors affecting the engagement of overqualified employees. The health care organizations have to create ways to increase engagement of overqualified employees and implement effective strategies to enhance sustainability. At the same time, many challenges face the process of overqualified employees’ sustainability. This study will be conducted to understand the process of overqualified employees’ sustainability in the health care organizations in Aseer region. The aim of the current study is to understand how healthcare organizations can sustain overqualified employees.

Literature Review

The prevalence and effects of over-education among people in diverse contexts, occupations, and professions have been investigated in various studies. While over-education differs greatly across countries and through selected measuring systems, both developed and developing countries are seen to be consistently prevalent [5].

The study conducted by Berk U, et al. [6] showed that while factors such as globalization, technical advancements, growing population and increasing competition in all markets cause high unemployment rates, especially in developed and developing countries, members of the young generation who want to avoid being unemployed are increasingly inclined towards self-development and higher education. While this trend has a positive impact on the quality of labour markets, it is unfortunately not affected by the quality and quantity of suitable jobs either. As a result, many career seekers who assume that their qualifications for current jobs are higher prefer to stay unemployed or to take a position that is unacceptable to their technical experience or interests unwillingly [7].

The sense of employee over-qualification is recognized as one of the precedents of worker satisfaction and organizational involvement in the workplace, which is closely related to the alienation of employee turnover from jobs and company, higher job stress, competitiveness and counter-production behaviors. According to the findings, the disparity in job period and income tended to be relevant factors influencing the impression of over-qualification in addition to the level of education in the health sector.

 The research conducted by [8] showed that advances in the systems of direct and indirect education have raised the number of people with abilities that are higher than the requirements expected for their current employment. In comparison, over-qualification was a significant precedent for both employee satisfaction and corporate dedication. Today, this principle of overqualification is gaining interest, when in the past, the issue was underqualification. At present, the study of possible overqualification (POQ) has centered on its detrimental influences. Data was obtained from 257 individuals at three Korean telecommunications companies. The results of the hierarchical regression analysis indicate that POQ has a nonlinear reverse U-shaped effect on task crafting, indicating that an appropriate degree of POQ will drive job crafting, leading to improvements in productivity in organizations and individuals. In comparison, job adaptability moderated the relationship between POQ and work crafting. When career adaptability was at an average or high level, the reverse U-shaped nonlinear effect of POQ on job crafting increased. The aim of these studies is to help build both an environment to mitigate the negative impact of POQ and strong sustainability of human capital development.

The research conducted by [9] found that all organizations compete through their people's results. This realization led to the rise and growth of the viewpoint of strategic human resources management (SHRM). Employees in a corporation are liable for the findings of the organizations. Employees develop and execute the plans, policies, goods and services of the organization, and gradually decide the degree of performance. Because workers assess corporate success in the form of human capital, it follows that companies with the deepest and best-developed reserves of human capital are often likely to be the most competitive. Organizations will access a resource capable of developing their depth of human resources, increasing their analytical and social capital, enhancing their corporate efficiency, and eventually developing long-term competitive advantage through thinking beyond the conventional norm of recruiting overqualified applicants. As a consequence of the incentives open to organizations that employ overqualified people, corporations should actively and intentionally rethink over-qualification. While there are some threats to attracting overqualified career seekers, there are still major advantages. The overqualified should not be classified as a category of undesirables who have no position in organizations and who should be prevented. Indeed, for organizations, they constitute a potentially useful, though sometimes underused, resource base.

The research conducted by [10] found that the association of the high-performance job system and corporate culture with the growth of human resources is studied, which is a significant indicator of a company's sustainable competitive advantage. In addition, the moderating influence of corporate culture in the above relation is also intended to be checked. Global markets are pushing businesses to pursue sustainable strategic advantage with their global business life. However, in order to compete efficiently and retain a company's long-term competitive edge, a higher degree of human resources is required in the enterprise Using SmartPLS3, the data was evaluated by evaluating the calculation model to assess the reliability and validity of the measurement and evaluating the structural model for hypothesis testing. se. The study gathered data from 40 HR managers from Pakistani telecommunications firms. The results offer proof of the connection between the production of human capital and corporate culture with a high-performance method of work. The study further found that the corporate culture has an important moderating impact on the relationship between the high-performance job system and the growth of human resources in the sense of Pakistan's telecommunications industry. The findings add to the theory of RBV by demonstrating the value of the production of human resources as a source of a firm's competitive advantage. Evidence for the core theoretical propositions has been established by recent studies. For professionals and organizations, the research is imperative as it includes additional suggestions and guidance for the value of vital predictors in developing human resources to enhance corporate efficiency and to achieve sustainable competitive advantage.

The research conducted by [11] found that greater overqualification was faced by successive age cohorts entering jobs. A significant increase in the rate of overqualification among female graduates, from 23 percent to 32 percent, occurred between 2001 and 2006. The growth of overqualification was primarily in the form of 'formal overqualification' where workers claim that they are in employment at the undergraduate level but still do not say that their skills are underutilized. By contrast, the proportions of those who report that they are both overqualified and underutilizing their skills have seen little to no growth: this latter ground the difference between categories is significant because there were higher, and more sharply growing, pay penalties for workers in the Actual Overqualification category than in the Formal Overqualification group. True Overqualification is often correlated with slightly higher workplace frustration than Structured Overqualification. Taking the above trends together, it can be concluded that the influence of these ways of overqualification would appear to rise over time, either because of the growing incidence or because of each employee's increasing costs. One potential effect of increasing overqualification and increasing dispersion of yields is that school leavers may face an increased risk of investment in higher education for current and future generations. The risk is also drawn from the course's volatile completion rates, but the increased dispersion of earnings is likely to increase the financial risks perceived. If so, any downward pressure on registrations would be needed. It would also be incredibly difficult for states to reach goals for greater enrollment in higher education.

Methods

Approach

This study had applied a qualitative method that aims to understand the overqualified employee’s sustainability process in healthcare organization in Aseer region. This is to help decision makers in the public health care sector to understand the factors affecting sustainable organizational performance. Data collected using interviews with experts in the field in the health care organizations in Aseer region.

Study Design

This study had a qualitative descriptive that conducted to understand the sustainability for overqualified employees in the health care organizations in Aseer region within the period from 17th Jan, 2021 to 15th Apr/2022.

Study Area/Setting

The study conducted in public hospitals in Aseer region. Aseer is located in the southwest of the Kingdom of Saudi Arabia. It has 6 hospitals with capacity between 100 and 500 bed.

Sample Size

The population of this study consists of staff of the health care organizations in Aseer region. The study was interview 29 employees (women – men) who are current healthcare staff selected based on characteristics of the population and the objective of the study.

Sampling Technique

The study adopted purposive sampling technique to recruit managers working in different managerial departments and levels of management within Aseer hospitals. The hospital included in this study are (Aseer center hospital - General Directorate of Health Affairs Aseer Region -Ahad Rafidah Hospital).

Data Collection

The data of the study collected using interview with different managers working in healthcare organizations in Aseer region. A semi structured and self-administered 10-questions interview was prepared to understand the characteristics of the overqualified employees, the dimensions influencing the sustainability of the overqualified employees, the factors affecting their engagement, the strategies that maintain successful sustainability in healthcare organizations in Aseer region.

Ethical Considerations

This study has been approved by the Research Ethics Committee (REC) at University of Hail dated: 8/3/ 2021 and approved by university president letter number 42/5/37491 dated 25 /7/1442 H. This study has been approved by Research Ethical Committee in General Directorate of Health Affairs- Aseer region :7/4/2021 and approved by Chairman of REC-GDHA-Aseer letter number 6-4-2021 dated 7/4/2021H.

Participation in the research is voluntary; an informed consent for participation in the study was secured from the entire study sample; the interview was conducted at the office of participant, where the researcher can meet him face to face, others may be contacted by phone; and the researcher was ensuring that the correct procedures will be undertaken, considering informed signed consent, autonomy, anonymity and maintenance of the subjects of confidentiality, and inform the objectives of the study to the participants, and that the data collected is for the scientific research purposes.

Data Analysis

This research is thematically analyzed. The thematic analysis is the ideal way of analyzing such types of data, which implies an opinion divergence and a large variance in the nature of answers. Inductive interviews with 29 people have been performed using the inductive method. The thematic analysis Data were transcribed, generated initial codes after starting a theme quest, and then studied the topics in order to make sure it is correct, cleared the theme and finally could be used to define and naming the theme.

Results

This section displays the results of our study which investigated 29, 30-45years participants working in the health care organization in Aseer region. The results include the demographic characteristics of the participants and the sustainability of overqualified employees in the health care organizations in Aseer region.

The Demographic Characteristics According to the Gender of the Participants:

Fig. 1 shows that (24)83% of the participants were male, while only (5)17% of them were female. This may reflect that there is more willingness by men to participate in the study than females.

The Demographic Characteristics According to the job Title of the Participants:

Fig. 2 shows that (11)38% were administrators, and (7)24% of them were nurses, while (6)21% of them were Physicians, and only (5)17% of them were technicians. This may relate to the most administrators work in leadership positions.

The Demographic Characteristics According to the Work Place of the Participants:

Fig. 3 shows that (17)59% were working in Aseer Central Hospital, and (10)34% of them were working in General Directorate of Health Affairs Aseer Region, while only (2)7% of them were working in Ahad Rafidah Hospital.

The Demographic Characteristics According to the Position of the Participants:

Fig. 4 shows that (7)24% of the participants were nursing leaders, and (6)21% of them were medical leaders, and (5)18% of them were technician leaders (pharmacist- laboratory-X-Ray-respiratory therapy), while (3)10% were hospital leaders, and (3)10% Human Resources leaders (2)7% of them were transformation vision 2030 leaders, and (2)7% of them were financial and administrative leaders, and only (1)3% of them were KPIS leaders.

Figure 1: Gender of the participants.

Figure 2: Job title of the participants.

Figure 3: Work place of the participants.

Figure 4: Position of the participants.

Overqualified Employees’ Sustainability in the Health Care Organizations:

The study investigated twenty-nine 30-45years participants about the sustainability of overqualified employees in the health care organizations in Aseer region. The participants were interviewed with (9)items which included the participants perception toward over-qualified employees, their positive and negative impact on the health organizations, how health care organizations maintain over-qualified staff, the dimensions that affect the sustainability process, the organizational factors and the personal factors that affect the sustainability process qualified personnel in a healthcare organization, the organization strategies to enhance the sustainability of the overqualified employees in the health care organizations, and if the participants have any suggestions.

The Participants Perception of the Overqualified Employee:

There is no specific shared perception among the participants. The participants had four opinions regarding the overqualified employee. The first opinion think that an overqualified employee is someone who has a higher degree qualified than what is required in his job position, and the second opinion believes that overqualification is determined by the number of years of experience, skills in the field, outstanding performance, high productivity, as well as the scientific certificates they hold. Those of the second opinion think that this category of employees is characterized by knowledge, effective communication skills, leadership, crisis handling skills, planning and development skills, possessing soft skills. The third opinion among the participants said that overqualification can be summarized by KSA categories, which means the level of knowledge, skill, and attitude of the overqualified employee. Moreover, his /her ideas are extraordinary and higher than where they are, usually having highly rated periodic reports. The fourth opinion think that that the scientific degrees and certifications are not sufficient to determine an over-qualified person. it should be combined with skills, critical thinking, and productivity.

Positive Impact of Overqualified Employees in Healthcare Organizations:

The participants provided many and varied perceptions regarding the positive impact of the overqualified employees and the influential role they play within the health care organizations in Aseer region. The participants evaluation of the overqualified employees’ positive impact can be summarized in the following points:

The overqualified employees can transfer their experience and information to their colleagues; They help in training and guiding their workmates with a different and innovative mentality, which save costs and time in training and qualifying new or unqualified employees; They can create a motivating and supporting work environment within the health care organizations, which results in high quality health care services; Overqualified employees raise productivity in the facility and increase competition among employees; They help create an effective, harmonious team of diverse cultures, disciplines, and orientations; Their skills and experience increase the quality of work and produces excellent work output and competition, and works to reduce errors; And they attract qualified employees as well as promotion of the facility's reputation for the best.

Negative Impact of Overqualified Employees in Healthcare Organizations:

Despite the many advantages of having overqualified and capable employees within the organization, the participants of this study provided some adverse impacts of the overqualified employees that could negatively affect the performance, productivity and reputation of health care organizations. Some of the participants thought that conflict may arise among overqualified employees and their employees, especially their former colleagues when they come under his leadership. They may believe that those overqualified employees can pose threats to their future career. From their points of view, it is possible that the leaders restrict and put limits on their career path, thus feeling burnout, disputes and conflicts increase, which affects the workflow and turnover ratio is definitely higher. Another opinion of the participants highlighted that the turnover is present and it is positive if it is inside the same facility, but if outside it is blissful it will be very negative because that causes the loss of a person with high competence. All participants agreed that if overqualified employees have unsupportive leaders or a negative environment, they could impact the healthcare organization performance adversely. Also, If the overqualified employee left the health care organization, that may cause a loss of some clients who previously were best served by those overqualified employees, which mean more loses of the financial resources to the health care organizations. Inadequate positions of the overqualified employees within the organizations also means negative exploitation of their skills and experiences that may help in raising the performance of the organizations. Frustration is another negative impact of the inadequate positions of the overqualified employees, which make them feel injustice and waste for their skills, experiences and qualifications.

Sustainability of Overqualified Employees in Healthcare Organizations:

In view of the great benefit provided by the competent and overqualified employees, it is imperative that the organizations do their best to sustain them so that they continue in their work, increase their productivity and achieve the satisfaction of their clients. There are many strategies that can be implemented by the organizations in order to increase the sustainability of overqualified employees in their as well as achieve their satisfaction within the organizations. According to the participants of this study, the sustainability of the overqualified employees can be realized by the following: 1- Encouraging and supporting them financially, especially financial incentives. It is very important to fulfill the financial satisfaction of the overqualified employees to maintain their loyalty to the organization; 2- Develop their skills and abilities through training courses and qualification programs; 3- Providing promotion for employees and enabling them to rise to higher job positions; 4- Setting up an appropriate and motivating environment to perform their tasks and work; 5- Provision of supplies and the needs they request. I noted the nurses and technician focused severely on that; 6- Facilitate their access to places that increase their well-being and happiness, such as gyms, restaurants, and parking for their own cars; 7- The psychological aspect is very important and greatly affects sustainability, support them morally, too, by giving thanks and gratitude certificates. sometimes, simple expressions from the leader to the employees, especially those who are qualified, contribute a great role in making them happy and satisfied with themselves and increase their enthusiasm and production; 8-Flexibility at work is very necessary and alleviates work pressures, trying to arrange the working hours and shifts for these qualified employees so that they don't become burned out and benefit from their enthusiasm and activity for the greatest possible time; 9- Effective communication and good human relations bring motivation and create encouraging environment to preserve overqualified employees; and 10- Adequate exploitation of their practical and personal skills, experiences and qualifications in suitable positions lead to the job satisfaction of the overqualified employees.

The Dimensions that Affect the Sustainability of Overqualified Employees in Healthcare Organizations

The participants of the study think there are some dimensions that affect the sustainability of overqualified employees in healthcare organizations. From their points of view, creating an effective team within the organizations has an essential effect on the competition among all departments of the organization and increases the desire of the workers to develop and promote to the level of overqualified employees. Another important dimension that affects the sustainability of overqualified employees is the job satisfaction, which increases the productivity and improve the reputation of the organization. The presence of an employee with a high reputation and known to the public is a real gain and one of the important strengths of the organization. From a social point of view, it gives safety to society and high confidence from the community because it has a group of competent health care workers in the facility in which patients are in safe hands. Thus, the employees work with great activity and effectiveness, and here it affected the entire institution’s reputation in society, and society became confident in the institution, its services and its members, which increases the demand and recommendations of the people for the institution and raises its position in the labor market, all of which results in high financial returns and the greater financial return helps the institution to develop services and its efficiency. Its employees and create a better environment that seeks permanent and continuous improvement to win more customers, so the impact on the work environment and the surrounding community.

The Organizational Factors Affecting the Sustainability of Overqualified Employees in a Healthcare Organization

From the point of view of the participants, especially those who occupy administrative positions, when there is a good, integrated system for all in the organization without errors and overlap in terms of clear politics and procedures, it becomes easier to maintain the sustainability of overqualified employees; A comfortable work environment, financial incentives, and a clear and flexible job description, as well as clear work policies for everyone, is essential to overqualified employees’ sustainability; The organizational structure of the enterprise and its administrative organization greatly affect the sustainability of overqualified employees in terms of its laws and regulations such as job security and a healthy and appropriate work environment, and also protect employees legally; The reputation of the institution and the size of the facility play a big role. For example, a consultant who graduated from a famous university will not accept to go to a simple facility, he will go to a facility that shows a name and is at a strong point in his CV; Good leadership that motivates the overqualified employee and makes him feel important and permanent participation; And accepts ideas and proposals and attributes that to him, all this works to attract more overqualified employees. In addition, facilities such as parking, coffee, buffet and restaurants. If the employee needs any service, everything will be found nearby and insured.

The Personal Factors Affecting Sustainability of Overqualified Employees in a Healthcare Organization

There are those who believe that there is no specific thing in a person that affects the decision to stay or not, as this is more related to the institution according to the offers and facilities it provides. However, there are several personal factors that may push employees to stay or leave their work, which it is important to know in order to work on addressing them: The self-confidence of the employee has great implications for work and improves itself, builds capacity, affects the position, and is like a leader who works together with everyone to complete the task. How loved and believed in work this skilled employee makes him loyal to him. The social working environment is important for employees from other countries, especially because family convenience is important, as is the presence of the family in close proximity to work. Sometimes, the economic factor plays an important role, as a result of the increase in the unemployment rate and due to family circumstances. Demand for staff also plays an important role, especially if the specialization of this qualified person is not required much in the labor market or there is a sufficiency in it, which drives him to accept a job at a level and a lower wage for his need for work.

Strategies Follow by Organization to Enhance the Sustainability of the Overqualified Employees in the Healthcare Organization

The participants thought that there are many strategies for the organization that can enhance the sustainability of the overqualified employees in the healthcare organization, but in most times, it is difficult to implement these. The existence of a clear work system, a clear and attractive career ladder on the financial and moral side. The human resources play an important role within the organizations to enhance the sustainability of the overqualified employees. every facility must work to improve the current situation by hearing and discussing employees and having plans to develop the situation and raise satisfaction by knowing the problem and solving it, thus sustainability will be. Providing a comfortable work environment and means of communication that facilitate the workflow. Encouragement, material and moral motivation, and continuous training to enhance their job security. Appreciation is very important, it has a great role, and it continues to guarantee their sustainability. Promotions and obtaining jobs appropriate to their qualifications and according to their specialization. In addition, allowing them to participate in the development of the facility and decision-making to improve the quality of performance as well as contributing to attract expertise from other parties. The imposed strategy operates clear business assignment in the sense of clear and coordinated policies and procedures as well as a good communication. moreover, the exploitation of competencies to create a suitable work environment and competition and a questionnaire to measure satisfaction and listen carefully to observations and complaints. The health system is possible from the things that help keep them in working hours to be flexible and also flexible assignment and not to delegate employees to things greater than their capacity, giving freedom in decision-making and providing career progression for the best based on his experience and further development of yours. Establishing a center specialized in supporting and developing overqualified employees, this center will use to solve problem the organization by the overqualified employees by listening to their suggestions and comment and paving the way for them to assume leadership positions because they must develop and correct their surroundings, not just themselves.

Some managers are calling for strict laws in order to maintain the sustainability of overqualified employees (turnover management) such as setting tough conditions that prevent employees from resigning easily just because there is a better offer than another organization and making the work contract tied for long years and committing the employee to specific productivity according to certain agreed indicators. On a summarizing note, it can be said that: 1. Treat employees to their expectations so that they don't begin to seek another job opportunity; 2. Providing good training to employees, effective training will save time, as well as good sentiment and loyalty to the company or institution, for employees to carry out their jobs efficiently; 3. Discovering this category of employees early, appreciating and recognizing their contributions that make a difference to the success of the organization, as well as engaging them and allowing them to help solve major problems that may face the company; 4. Pay rewarding and appropriate salaries, as well as offering attractive benefits and benefits; Such as bonuses, health insurance, and other additional benefits; 5. Providing real opportunities for professional advancement and career advancement; 6. Choosing good managers and supervisors, who are characterized by integrity and not being bullying, who encourage employees to be creative and innovative, not to follow orders without deciding on them; and 7. The need to focus on, promote, reward and participate in important responsibilities of the emerging talents of employees.

Discussion

Today’s challenging labor market with high unemployment rates and lower labor demands has undoubtedly produced a great number of employees who find themselves in positions for which they are overqualified. Overqualification is an enduring labor market condition affecting significant proportions of the workforce in the different organizations [12]. Overqualification of workers, discrimination against overqualified employees has become a global problem. There has been a general increase in prejudice and the situation has found that various countries are suffering. There was a tendency to choose applicants who have more intelligence, experiences and education than new ones. The prejudice against overly skilled workers makes sense on the surface, as studies have repeatedly shown that overqualified workers show increased unhappiness [13].

This study aimed to evaluate the sustainability of overqualified employees for healthcare organizations in Aseer region. The participants of this study thought that the overqualification of employees means that the qualified employees are those persons who have many years of experience, effective communication skills, leadership skills and high productivity. The results of this study came consistent with the results of the studies conducted by Maynard et al. [14], Erdogan and Bauer [15]; and Ma et al. [16] which revealed that overqualification refers to the extent to which employees possess more education, experiences, or skills relative to the requirements of their job. The participants of the study didn’t distinguish between perceived overqualification and objective overqualification. Maltarich et al. [17] and Maynard et al. [18] thought that objective overqualification is often judged by someone else, while perceived overqualification refers to the extent to which employees think they are overqualified argue that perceived overqualification is more suitable than objective overqualification for psychological research since perceived overqualification is considered as a proximal indicator of work attitude and behaviors.

The results revealed that the overqualified employees have positive impacts on the health care organizations in Aseer region. Most of the participants believe that the overqualified employees raise the productivity of work and improve the quality of services within the organizations. They also enhance the promotion of the facility's reputation for the best. The results of the study agreed with many previous studies which revealed the positive impacts of the overqualified employees on the organizations. One of the positive effects is the has a higher possibility of the overqualified employee in performing at an advanced level since he or she possesses more than the needed capabilities. In healthcare organizations, overqualified workers can come in handy and apply their higher knowledge level to help helpless patients. Their performance is likely to be greater than of those individuals fit for the job [19].

Green F. and Zhu Y. [20] pointed that hiring an overqualified worker broadens the talent pool since it opens up the likelihood of more excellently qualified candidates inside the talent funnel. Maynard, et al. [21] thought that achievement of a more rapid return to total productivity is the other positive effect. New overqualified workers have additional experience; thus, are up to total productivity more rapidly compared to the average new employees. Other positive effects include setting higher role expectations, lessening the required management, heightening the role’s stature, and elevating the entire team. In the other hand, the overqualified citizens have been found to be running on worldwide surpluses since the advancing service center supply has been found more supportive. It has been said that managers of organizations, since the maximizing pool of overqualified workers offers greater rewards, should consider much more than traditional knowledge [22].

Although there are many positive impacts of the overqualified employees, the results of this study revealed also negative impacts. The presence of overqualified employees within an organization can arise conflict among the workers with their different levels. Harrison et al. [23] showed that demographic attributes can affect their perceptions and their subsequent categorization of overqualified individuals. This occurs when demographic differences, especially visible ones, are used to classify dissimilar people as out-group members and similar people as in-group members. Differences in social identity groups lead to increased relational conflict and decreased communication and cooperation. The participants thought that the turnover is present and it is positive if it is inside the same facility, but if outside it is blissful it will be very negative because that causes the loss of a person with high competence. Researchers have found that that overqualification is likely to trigger feelings of status deprivation and low job satisfaction and higher turnover intentions. Additionally, argue that there are financial, emotional, and social implications for those who are underemployed [24]. The organizational identification is a key mediation mechanism between perceived overqualification and creative performance, which explained the contrary results of perceived overqualification. Overqualified employees produce negative behaviors through their cognition, emotion, and attitude toward the organization. When overqualified employees have high levels of organizational identification, they will produce more creative performance, otherwise, they will have low creative performance [25].

As for the sustainability process of overqualified employees in healthcare organizations, the results showed that financial support, the organizational identification, provision of supplies, the psychological aspect and the flexibility of work hours and shifts are important organizational behaviors to sustain the overqualified employees. Additionally, this study revealed the perception of the participants regarding the different dimensions of the sustainability of the overqualified employees. They revealed that the reputation of the facility, job safety and the society confident in the institution are dimensions that help sustaining the highly qualified employees. The job dimensions most relevant to the treatment of overqualified individuals include the job’s knowledge, skill, and ability requirements. These dimensions are involved in determining person-job fit, which consists of job-demands and person-ability fit (demands-ability fit), and needs-supply fit. Demands-ability fit is the degree to which environmental demands, such as quantitative skill requirements, match a person’s abilities, i.e. skills, knowledge and effort, leader behaviors, internal communications, team orientation and rewards. Alternately, Needs-supply, or Supplies-values fit, is when the person’s needs or values match the job’s supplies to fulfill those values or needs. Person-job fit is especially crucial during pre-entry because employers assess whether applicants have the requisite job-related qualification [26].

Consistent with study Taylor and Fiske study [27] the results of this study showed also that organizational structure of the enterprise, the reputation of the institution and good leadership are organizational factors that affect the sustainability of overqualified employees in a healthcare organization. It is important to note that during the third stage, behavioral response, individual-level and organizational context factors may influence the job suitability rating of an individual categorized as “overqualified.” Thus, while initially an applicant’s overeducation might be viewed unfavorably, some contextual factors, such as internal career ladders might lead to an applicant with excess education to be perceived as “suitable,” because there are opportunities for advancement and for the organization to capitalize upon excess education and experience. In contrast, the applicant may later be perceived “unsuitable” for interview selection when the organization does not offer internal career ladders. The results revealed the perception of the participants regarding the strategies should be followed to enhance the sustainability of the overqualified employees in the healthcare organization. They thought that promotions within the job levels, the comfortable work environment, the clear policies and the turnover management are effective strategies to enhance sustainability of overqualified employees within the health care organizations. Engert & Baumgartner stated that spreading awareness of corporate responsibility and sustainability in the organization. By getting informed of the strategy, initiatives and importance of the subject, the staff has the possibility to have the deeper understanding and hence alter their values accordingly. Internal communication and managements personal commitment is high on the spot in building the recognition and driving enhancement [28].

Galpin & Whittington assured that resistance for change prevents the successful implementation of sustainability strategy. There are doubts about the organizations’ commitment to the sustainability and about the practical implications of the actions relating sustainability. The first step towards getting measurable results is to build responsible culture by leading with purpose and commitment [29]. Gond, J. et al. thought that the organization’s management renumeration is linked to independent measures of the company’s performance on sustainability, and make sure that all other CSR objectives are adequate and measurable. Without measurable goals and motivation to reach them, the enhancement cannot be performed [30].

Strengths and Limitations

The strength of this paper can be stated to be embedded inside the fact that the research produced data which was considered as reliable according to the current situation. The analysis has also been found to be directly connected with the thematic analysis which was found to be easier for the general audience to study and interpret. On the other hand, the point wise thematic analysis also produced and easy summary part which has been found to make the data easier to be analyzed and understood by the general audience also.

The main study limitation is that it lacked the consideration of evidence base in the data analysis section–completely focused on primary research. In other words, it can be said that the overall study has focused on collecting data from a small set of agencies.

Conclusion

This study evaluated the sustainability of overqualified employees for healthcare organizations in Aseer region. The study showed that overqualified employees have positive impact and at the same time negative impact on the health care organizations. The health care organizations have to treat the factors that affect the sustainability and follow the suitable strategies that enhance the sustainability of the overqualified employees to support their positive impact and eliminate their negative impact. Managers need to provide a safe working environment, look after and invest in overqualified people, benefit from their thinking, raise moral standards and promote autonomy and give them the encouragement and faith they need.

Recommendations

Future studies-especially a meta-analysis-should be conducted on the overqualified employees because these study designs are completely evidence based in nature and it has been found that the current study has very low evidence base; H.R.M department should always be focused on keeping their overqualified employees happy so that the attrition rate is reduced and higher quality of healthcare is provided to the patients; The HRM (human resource management) perspective to select and place the right person into the right job was overlooked; and future studies need to consider the effects of HRM policies and practices on realizing Taylor’s second principle, “to match workers to their jobs based on capability and motivation and train them to work at maximum efficiency.”

Acknowledgments

Initially; thanks to God alone, there is always, always something to be thankful for you. I would like to thank you for all the opportunities and privileges granted to me that allow me to experience a world full of your beauty. I sincerely thank all of my family; you’ve always believed in me.

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