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The purpose of this research was to examine how the relation between an individual’s calling and his or her job satisfaction, turnover intentions, and career success is affected by two dimensions of organizational context, procedural justice and psychological safety. Data were obtained from 526 employees of a law enforcement agency in the Midwest United States. Our results indicate that calling is important to both employees and employers since individuals with higher sense of calling are more satisfied with their jobs, less likely to turn over, and are more content with their careers. Moreover, this study provides evidence that under poor contextual conditions, the relation between calling and job satisfaction is stronger than in good contextual conditions (i.e., procedurally just or psychologically safe contexts). Our findings also suggest that a psychologically safe organizational environment is of some importance to experiencing a feeling of career success for those with a higher sense of calling.

This study is the first one to explore the relation between career calling and employee voice and two potential mediators of this relationship, felt responsibility for constructive change and employee optimism about the future. Surveys from 406 employees of a law enforcement agency in the Midwest U.S. were analyzed using logistic regression and bootstrapping method with Structural Equation Modeling (SEM) to examine support for the hypotheses’ main and mediating effects. A behavioral measure was used to capture employees’ promotive voice behavior. Results indicated that individuals with stronger career calling were more likely to engage in promotive voice, after controlling for personality, perceptions toward work, and organizational tenure. In addition, career calling was positively associated with both felt responsibility and employee optimism. Finally, felt responsibility for constructive change fully mediated the relationship between career calling and promotive voice. The implications of these findings for researchers and practitioners are discussed.

Purpose The purpose of this paper is to study the role of task, relational and cognitive job crafting on the relationship between resiliency and meaningfulness in work. Design/methodology/approach This study used path analysis under the framework of structural equation modeling to test the hypotheses using a sample of 374 law enforcement employees. Findings Results from the analysis revealed a direct effect of resiliency on meaningfulness. This study also found that relational and cognitive crafting partially mediate these relationships. Practical implications Understanding the proactive strategies resilient employees can use to build meaning in work will help managers develop better training programs. The findings emphasize the importance of building social relations and positive reframing of work as a mechanism to bounce back from adverse circumstances. Originality/value This paper provides empirical evidence of the proactive actions resilient employees implement to build meaningfulness in work.

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