Boundaries of Career Calling: the Moderating Roles of Procedural Justice and Psychological Safety

Chen, Jiatian; May, Douglas R.; Schwoerer, Catherine E.; Augelli, Robert

doi:10.5465/ambpp.2015.12365abstract

Cited by 14 publications

(25 citation statements)

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“…Most research that has examined work-related outcomes of living a calling has assessed job satisfaction. With general samples of working adults (Chen, May, Schwoerer, & Augelli, 2016; Duffy et al, 2012, 2014) and adults representing diverse identities (e.g., in terms of lesbian/gay/bisexual/transsexual/queer status and country of origin; Allan, Tebbe, Duffy, & Autin, 2015; Douglass et al, 2016; Kim, Praskova, & Lee, 2016; Lazar, Davidovitch, & Coren, 2016; Xie, Xia, Xin, & Zhou, 2016), studies have found living a calling to strongly relate to job satisfaction. Therefore, we hypothesize that living a calling predicts satisfaction with one’s job (Proposition 20).…”

Section: Outcomes Of Living a Callingmentioning

confidence: 99%

Work as a calling: A theoretical model.

Duffy¹,

Dik

Douglass

et al. 2018

Journal of Counseling Psychology

224

452

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Perceiving work as a calling has been positioned as a key pathway to enhancing work-related well-being. However, no formal theory exists attempting to explain predictors and outcomes of living a calling at work. To address this important gap, this article introduces a theoretical, empirically testable model of work as a calling - the Work as Calling Theory (WCT) - that is suitable for the contemporary world of work. Drawing from research and theory in counseling, vocational, multicultural, and industrial-organizational psychology, as well as dozens of quantitative and qualitative studies on calling, the WCT is presented in three parts: (a) predictors of living a calling, (b) variables that moderate and mediate the relation of perceiving a calling to living a calling, and (c) positive (job satisfaction, job performance) and potentially negative (burnout, workaholism, exploitation) outcomes that result from living a calling. Finally, practical implications are suggested for counselors and managers, who respectively may seek to help clients and employees live a calling. (PsycINFO Database Record

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Section: Outcomes Of Living a Callingmentioning

confidence: 99%

Work as a calling: A theoretical model.

Duffy¹,

Dik

Douglass

et al. 2018

Journal of Counseling Psychology

224

452

View full text Add to dashboard Cite

show abstract

“…Employees experiencing a sense of calling tend to work not solely for the tangible benefits, but also the psychological meaning and personal growth attached to completing their work. In another study, a positive relationship was found between sense of calling, job satisfaction and turnover intention (Chen et al 2016). This indicates that employees who regard their jobs as a calling would enjoy what they do, and would be less likely to want to leave.…”

Section: Psychological Conditions Sense Of Calling Organisational Cmentioning

confidence: 91%

“…Experiencing a sense of calling may indicate that those employees are doing their jobs not only for the tangible benefits. Employees that experience a sense of calling are also more likely to experience job satisfaction (Chen et al 2016). Doing work that you find meaningful would lead to higher levels of job satisfaction.…”

Section: Sense Of Callingmentioning

confidence: 99%

Psychological Factors to Retain Teachers in Education in Namibia

Pieters¹

2019

Alternation

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Teachers are resigning at an alarming rate. It is feared that this will disrupt the education system, economic growth and development of Namibia. Considering the critical importance of education in any country, teacher attrition needs to be investigated and vital recommendations presented to prevent an economic collapse. The purpose of this study was to investigate the relationship between psychological conditions, sense of calling, organisational commitment and turnover intention of teachers in Namibia. Due to the lack of qualified teachers, work stress increases and high learner failure rates continue. When teachers experience a sense of calling, meaning in their work, become more committed, they would want to stay, work hard, reducing work stress and reducing learner failure rates. This study made use of a questionnaire to collect data on the biographical details, psychological conditions, sense of calling, organisational commitment and turnover intention of teachers at schools in Namibia. The sample consisted of teachers from the Omaheke, Oshana and Oshikoto regions (n=288). These variables recorded significant relationships with turnover intention. Affective commitment, sense of calling (prosocial orientation search; transcendent summons search; purposeful work presence; purposeful work search), and psychological meaningfulness significantly predicted turnover intention. These positive psychological states can improve teachers productivity, work engagement and learners performance. Schools and teachers need to engage in job crafting and job enrichment, enhancing affective commitment, enhancing the meaning and purpose of teaching in Namibia, and ensuring that teachers remain in the teaching profession.

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“…While there is a substantial body of literature concerning the motivations for current police recruits or officers joining (Lord and Friday, 2003;Raganella and White, 2004;White et al, 2010;Chen et al, 2018) or "burnout" factors (Haarr, 2005;Martinussen et al, 2007), there is a shortage of research examining how aspects of departmental presentation impact willingness to apply or attraction to a policing position. As most of the policing motivation research can take desire to apply for granted when their samples are comprised of current academy recruits or officers, it was difficult to build on preexisting measures in the policing literature.…”

Section: Applicant Attraction and Commitment Researchmentioning

confidence: 99%

Gendered messages in police recruitment

Aiello

2019

PIJPSM

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Purpose Prior research established several important influences on the representation of women in policing, using a variety of secondary and primary data. The purpose of this paper is to examine how experimental manipulation of online recruitment materials impacts potential applicants. Design/methodology/approach The study relied on a census of 11 criminal justice courses taught at a public university, asking students to respond to an experimental vignette instrument (n=174). The 3×2 experimental vignette involved manipulation of two variables: the identification of recruits with diversity language (“individuals,” “women and men” or “a diverse group of individuals”) and mention or absence of discussion of physical fitness requirements. Findings Results largely run counter to prior research concerning women in policing, with women actually indicating increased probability of providing their contact information when encountering vignettes with physical fitness requirements. Originality/value This study demonstrates that small manipulations of recruitment content can have significant and gendered impact on potential applicants. This paper provides a foundation for empirical study of how changes in online recruitment materials impact a variety of relevant outcomes relating to applicant behaviors.

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Boundaries of Career Calling: the Moderating Roles of Procedural Justice and Psychological Safety

Cited by 14 publications

References 0 publications

Work as a calling: A theoretical model.

Work as a calling: A theoretical model.

Psychological Factors to Retain Teachers in Education in Namibia

Gendered messages in police recruitment

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