This study examined the mediating role of meaning in life in the effect of calling on posttraumatic stress disorder (PTSD) and posttraumatic growth (PTG) among navy soldiers of the Republic of Korea deployed to the Gulf of Aden, Somalia. Participants responded to the questionnaire survey three times (pre-deployment, deployment, and post-deployment) at 4-month intervals. From the first, second, and third surveys, data were collected for 223, 195, and 103 respondents, respectively. Results showed that calling had a negative effect on PTSD, fully mediated by meaning in life, whereas calling had a positive effect on PTG, partially mediated by meaning in life. Our findings suggest that calling acts as a positive psychological resource for maintaining the meaning in life throughout stressful events experienced during deployment, thereby reducing posttraumatic stress symptoms and promoting post-deployment psychological growth. Finally, theoretical and practical implications and the need for follow-up studies are discussed.

Scholarly interest in the relationship between decent work and mental health based on the Psychology of Working Theory has recently increased. This study evaluated the indirect effects of survival, social contribution, and self-determination needs satisfaction on the relationship between decent work and trauma-related mental health among military personnel. We conducted a three-wave survey over 1 year. Results showed that decent work predicted satisfaction of the three basic needs. Additionally, survival needs directly predicted posttraumatic stress disorder symptoms, while social contribution and self-determination needs directly predicted posttraumatic growth. Finally, decent work had a significant indirect effect on posttraumatic stress disorder symptoms via survival needs, whereas decent work had significant indirect effects on posttraumatic growth via social contribution and self-determination needs. Our findings suggest that the more military personnel perceive their work as decent and feel that their three basic needs are fulfilled, the more posttraumatic stress disorder symptoms diminish, and posttraumatic growth increases. We discuss the implications and need for follow-up studies.

일 의미감(work meaningfulness)에 대한 사회 및 학문적 관심이 지속적으로 증가하고 있음에도 불구하고, 심리학적 구성개념으로서의 일 의미감에 대한 접근은 부족한 실정이다. 본 연구의 목적은 일 의미감을 7개의 심리적 구성요소로 구분하여 체계화한 Lips-Wiersma와 Wright(2012)의 다차원적 일 의미감 척도(Comprehensive Meaningful Work Scale; CMWS)를 한국어로 번안 및 타당화하는 것이다. 국내 남녀 정규직 직장인 516명의 데이터를 2개의 무작위 표본으로 구분하여 탐색적 요인분석과 확인적 요인분석을 실시하였다. 분석결과 원척도 타당화 연구에서 제안한 바와 같이 7요인 구조모형임을 확인하였다. 또한 전체 표본을 활용하여 CMWS와 직무 및 삶 관련 주요변인 간의 관계를 확인하여 수렴 타당도, 준거 타당도 및 변별 타당도를 검증하였다. 마지막으로 주요 직무 및 조직관련 결과변인에 대하여 CMWS의 증분 타당도를 검증하기 위한 위계적 회귀분석을 실시한 결과, CMWS는 기존의 일 의미감 척도를 통제하고도 유의한 증분 설명량을 가지는 것을 확인하였다. 이를 통해 K-CMWS가 가지는 신뢰도 및 타당도를 확인하였으며, 본 연구의 의의와 한계점, 그리고 추후 연구를 위한 제언 등을 논의하였다.

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It is important to identify the antecedents of newcomers’ job crafting as it assists with their adjustment in the workplace. This study made use of transformational leadership and newcomers’ calling as organizational and personal resources that predict job crafting. We hypothesized that transformational leadership would have an indirect relationship with newcomers’ job crafting after 2 years through their occupational self-efficacy and that their calling would moderate this mediational path. A multi-wave approach was employed wherein data from 280 new employees were collected three times during the first 2 years of their careers. The survey was completed by 150 participants. The results illustrated that transformational leadership was positively related to newcomers’ job crafting after 2 years of entry through their occupational self-efficacy. Additionally, newcomers’ calling moderated the mediating effect of occupational self-efficacy between transformational leadership and job crafting. The theoretical and practical implications of this study are discussed.

This study examined the mediating role of cognitive emotion regulation in the relationship between calling and posttraumatic growth (PTG) and the moderating role of transformational leadership among Air Force pilots. A total of 215 ROK Air Force pilots participated in this study twice with an interval of 4 weeks. The results of this study were as follows. First, calling, transformational leadership, adaptive emotion regulation, and PTG showed statistically significant correlations. Second, a mediating model showed that the relationship between calling and PTG was mediated by adaptive emotion regulation. Third, the moderation effect of transformational leadership in the relationship calling on adaptive emotion regulation was found. Finally, transformational leadership also moderated the mediating effect of calling on PTG through adaptive emotion regulation was identified. Implications, limitations, and future research suggestions were discussed.