ADDRESSING THE LINK BETWEEN OVER-QUALIFICATION AND EMPLOYEE PRODUCTIVITY AT AIRPORTS AUTHORITY OF INDIA

Abstract

Introduction: The most precious resource that an organization owns is potentially human resources. It is also important that we know how to administer it properly and to give staff and others who are accountable the right resources to support the daily activities. The performance of employees actively affects the company's corporate goals. The morale of workers is also an important factor in ensuring that every company is running properly. The productivity of employees is an estimate of the efficiencies of an employee or group of employees (also referred to as productivity). Productivity in a business is how a company transforms raw materials and labor into commodities and products. Many individuals, even those who talk about competitiveness in working places on a daily basis, confuse productivity and performance. These words cannot, however, be interchanged. Efficiency is the commitment an individual makes and efficiency is the completion of jobs. Some staff can be very productive but not very efficient, while some staff can work effectively without being very productive. Just assume, for example, there is a table of names which must be alphabetically ordered. Official A is boring to copy and paste names for more than an hour until they are in sequence. Employee B does the same process and utilizes Excel's type feature in a matter of minutes to alphabetize names. Then she's on Facebook for 20 minutes. Employee A was successful at focusing on the job until it was done, but he did not do so as well in an hour as employee B. That being said, while employee B is useful in completing the work in less time, it was inefficient in wasting twenty minutes to do a job that was not relevant to work. Page no. : iv Some also worked with a corporation that refuses to streamline processing that makes its workforce inefficient, but even though they cannot be as successful as they can, high workers can still try to increase their productivity. Ideally, a job should aim to optimize production and efficiency in order to get the highest return on their workers' investment. It also contributes more profits to the business, of course, if an employee is active. For one thing, fainthearted workers who are not disciplined and handled the same way as hard-working staff are demotivating others. To the same end a highly efficient employee will inspire other workers, encourage morale and improve the atmosphere for the enterprise in its entirety, and particularly those praised for their hard work. If workers are active, they can raise the income of the company and a company can continue to give its employees bonuses. If a productive employee is not rewarded, the entire team will be destroyed. In the context of wage increases, incentives and better benefit, an organization will inspire workers more and boost productivism if it shares some of its performance with employees. Furthermore, this higher income will lead to an increasing number of workers in the business. Customers often profit from productive workers, since highly productive employees have faster customer support and better efficiency than people who are unproductive. If employee productivity is rewarded and highly encouraged, customer experience and interaction will be much higher. Of course, excellent customer service and word of-mouth ads can produce customer satisfaction that can in turn generate additional market sales. So, for what possible reasons can employee productivity reduce? There can be several reasons for this but on an individual level, these include: - Low involvement: people believe their job has no meaning or they don't value their efforts. Page no. : v - Poor coordination and management: bad management impacts enormously on the efficiency of employees. The same applies to teamwork – only if any piece fits together is an entity working. - Poor work climate: an unsatisfactory work atmosphere, intimidation and other behaviors of resources draining are important causes for lower workplace productivity. - Improper working environment: everything from slow procedures to obsolete technology equipment. - Perceived overqualification: This refers to the sense of possessing more expertise, qualifications, skills and work experience than is necessary for a job and contributes to employee frustration. Purpose of the study: While the world is struggling with this global pandemic, businesses and organizations have been forced to adopt work from home culture which is both new and challenging. While national lockdown successfully contained the spread of the virus, it simultaneously proved to put several industries under heavy losses forcing many businesses to completely shut down leaving millions of people unemployed. Unemployment thus is becoming one of the most pressing issues, while the economic slowdown does not present a hope for sparkling future indeed. As a result youth is hopelessly rushing to take upon job roles that require less knowledge, skills or abilities, than possessed by them which in turn leads to dissatisfaction and lack of creativity/productivity. Over qualification technically, is the state of being trained above what an employer needs or asks for a place in the business. The costs of teaching workers will also be large for businesses. Page no. : vi It has been persistently seen that representatives who feel over-qualified may exceed expectations in those work areas that require exceptional accreditations, for example, the usage of valuable thoughts (Byron, Khazanchi, and Nazarian, 2010). However, they may do not have the necessary inspiration to be so productive. Being productive as an employee can be directly equated to being creative, specifically in today's revolutionising economy where even toothpaste companies claim to improve immunity, as survival battle becomes harsh creativity and adaptability become the only saviours. So, for the sake of simplicity we may equate productivity of an employee to his/her creativity for this experiment/project. Design: Responses were measured for identifying the moderation of link between over-qualification–creativity by POS and mentoring oppourtunities using a 5-point Likert scale ranging from 'strongly disagree' to 'strongly agree' which was then coded as 0 for 'strongly disagree' to 4 for 'strongly agree'. (Except name, age and educational background) Snowball Sampling, also known as referral sampling was utilised so as to ensure maximum participation as ambiguity characterised the environment at this time of COVID-19 Pandemic in India. Result: As anticipated the link between over-qualification–creativity was positively moderated by POS. Further, the perceived over-qualification–creativity link was moderated (positively) by mentoring opportunities as clearly creativity for employees with high Perceived Over-Qualification is more when opportunity to mentor others is present than in absence of mentoring others..