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is a recently developed framework aimed at documenting predictors and outcomes of decent work. To date, no studies have explored the applicability of the psychology of working perspective with emerging adults. The goal of the present study is to examine the predictor portion of PWT with a sample of Korean emerging adults from diverse economic backgrounds. Data were collected from a sample of 407 emerging adults attending a large junior college in Korea. Overall, most of the hypothesized direct paths were significant, with economic resources positively relating to both work volition and career adaptability and these positively relating to occupational engagement and future perceptions of securing decent work. Support for the hypothesized indirect effects was mixed. Overall, results suggest that the PWT is generally relevant and applicable to emerging adults when populationappropriate outcomes are included in the model and that the theory is supported in the Korean context. Based on the results, we also propose that interventions based on malleable psychological factors-the mediators in our study-may be targets when working with emerging adults experiencing economic constraints. Public Significance StatementThis study suggests that emerging adults' economic resources impact positive career outcomes via impacting psychological abilities. Based on the results, we propose that interventions based on these malleable psychological abilities may be targets when working with emerging adults experiencing economic constraints.

Over the past decade, research on work as a calling has seen a rapid growth, with hundreds of empirical articles on the topic having been published. Until recently, however, there has been no comprehensive theoretical model of work as a calling to guide research. Duffy, Dik, Douglass, England, and Velez (2018) published the Work as Calling Theory (WCT), which provides a comprehensive model of the predictors and outcomes of living out a calling. The present study provides the first empirical examination of the 20 propositions outlined within the predictor portion of this model. Using data collected from a sample of 424 employed adults living in the United States, from diverse social class backgrounds and occupations, we conducted latent variable structural equation modeling to evaluate the model propositions. Overall, we found full (17) and partial (1) support for 18 of the 20 model propositions, which included direct effects along with mediating and moderating effects. Person-environment fit, career commitment, and work meaning appear to be critical in helping to translate a perceived calling and access to opportunity into a lived calling. Additionally, calling motivation, organizational support, and job crafting may play a key role in helping employees with a calling experience more fit with their work environments. Taking these findings into consideration, we explore practical implications for career counselors and employers and highlight future directions for scholars using the WCT. Public Significance StatementThis study demonstrates the pathways for individuals who feel a calling to live it out in the workplace. Findings are useful for counselors and employers seeking to help individuals enact their callings at work.

Grounded in Psychology of Working Theory (PWT), the current study investigated predictors of decent work among a sample of employed women (N ϭ 528). A structural equation model was examined finding that women's experiences of marginalization, work volition, and career adaptability all directly predicted the attainment of decent work, and economic constraints and marginalization experiences indirectly predicted decent work via work volition. Additionally, workplace climate for women employees was examined as both a predictor and moderator variable to explore best positioning of this additive construct. Workplace climate did not significantly moderate any model paths; however, it was a unique predictor of work volition and decent work, suggesting that this construct may be better positioned as a predictor variable in understanding the work experiences of women. These results highlight the importance of further investigating the role of workplace climate in PWT as well as the need for refining our understanding of how marginalized employees achieve decent work. Implications of the present study's results are discussed. Public Significance StatementExperiences of marginalization and economic constraints impact women's ability to secure decent work. Workplace climate for women employees is also an important additive predictor of their sense of choice and attainment of decent work, emphasizing the need for further investigation into how workplace climate shapes the systemic oppression of women.