Calling as a Predictor of Life Satisfaction

Choi, Ye Eun; Cho, Eunae; Jung, Ha Jin; Sohn, Young Woo

doi:10.1177/1069072717723092

Cited by 27 publications

(30 citation statements)

References 62 publications

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“…One area of interest among scholars has been the implications of workers seeing their job as a "spiritual calling" (Ecklund et al 2020;Williams 2013). Numerous studies find that seeing work as a spiritual calling is associated with higher levels of job satisfaction and organizational commitment (Choi et al 2018;Neubert and Halbesleben 2015). Indeed, Thompson and Bunderson (2019) argue that the "positive relationship between calling and various forms of satisfaction is easily the best-established finding in the calling literature" (426).…”

Section: Work As a Spiritual Callingmentioning

confidence: 99%

The Connection between Perceived Workplace Discrimination and Viewing Work as a Spiritual Calling

Scheitle

Bolger

Daniels

et al. 2023

Scientific Study of Religion

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Research shows that perceived workplace discrimination shapes an individual's job satisfaction and intent to leave a job. This study considers whether these impacts may be attenuated if an individual views their work as a spiritual calling. Using data from a nationally representative survey (N = 9,907), our analysis shows that perceived work discrimination due to race, gender, and religion are all independently associated with less job satisfaction net of a variety of other measures. Viewing work as a spiritual calling is associated with greater job satisfaction, even when accounting for traditional measures of religiosity. The negative impact of perceived discrimination on job satisfaction is weaker among those who view work as a spiritual calling. These findings provide evidence of the mechanisms underlying job satisfaction and have implications for understanding how religion might help mitigate the negative consequences of perceived discrimination in the workplace, or allow discrimination to potentially go unaddressed.

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Section: Work As a Spiritual Callingmentioning

confidence: 99%

The Connection between Perceived Workplace Discrimination and Viewing Work as a Spiritual Calling

Scheitle

Bolger

Daniels

et al. 2023

Scientific Study of Religion

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“…All items utilize a 6-point Likert scale, ranging from 1 ( strongly disagree ) to 6 ( strongly agree ). The MCM is associated with life satisfaction and work-to-family enrichment, among others and exhibits adequate reliability (Choi et al, 2018; Hagmaier & Abele, 2015). Cronbach’s alpha reliabilities for transcendent guiding force, sense and meaning and value driven behavior, and identification with one’s work are .90, .84, and .92, respectively.…”

Section: Methodsmentioning

confidence: 99%

Development of a Three-Dimensional Measure of the Calling Work Orientation: Assessing Craftsmanship, Kinship, and Serving

Sawhney

Britt

Black

et al. 2022

Journal of Career Assessment

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Although conceptualized as a multidimensional construct, the majority of measures of calling are unidimensional. In order to further expand the operationalization of calling, this study developed and validated a measure of the three dimensions of calling, namely, craftsmanship, kinship, and serving using three separate samples. Using a sample of 85 undergraduate students, the pilot study established content validity for the three dimensions of calling. Study 1 aimed to refine the developed measure while assessing its dimensionality across 379 participants from Amazon’s Mechanical Turk (MTurk). Furthermore, Study 2 provided evidence of construct and criterion-related validity, as well as test-retest reliability over a period of 3 months across 301 MTurk participants. Recommendations for future research utilizing the more focused dimensions of calling are discussed.

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“…Tei-Tominaga and Nakanishi (2018) identified that organizational climate in the workplace that lacks inclusive practices results in accidents and health-related issues among employees in the service sector, wherein unethical practices negatively affect the quality of service provided to customers, though exclusionary practices can be mitigated through mutual understanding and shared meaning among employees. The research by Choi et al (2018) discussed the mediating effect of psychological capital on the association among employees who perceive work as self-fulfillment and serving others to enhance work–life enhancement. When employees’ psychological capital improves, they feel a strong sense of identity and experience a greater understanding of work–family enrichment (Sarwar et al , 2021; Wayne et al , 2006).…”

Section: Theoretical Foundationmentioning

confidence: 99%

How does ethical climate enhance work–family enrichment? Insights from psychological attachment, psychological capital and job autonomy in the restaurant industry

Lim

Cabral

Malik

et al. 2022

IJCHM

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Purpose This study aims to propose a conceptual model that examines the role of ethical climate on work–family enrichment in the restaurant industry, which is one of the most vulnerable sectors affected by global crises such as the COVID-19 pandemic. The mediating effects of psychological attachment and psychological capital and the moderating effects of job autonomy were also investigated to enrich understanding of ethical climate and work–family enrichment. Design/methodology/approach The conceptual model was evaluated by using a quantitative–qualitative mixed-methods approach. In Study 1, survey data was collected from a sample of 405 restaurant frontline employees and analyzed using partial least squares structural equation modeling. In Study 2, interviews were conducted with eight restaurant frontline employees and analyzed thematically. The data for Study 1 and Study 2 was collected from Jharkhand, a state in eastern India. Findings The results of Study 1 show a direct relationship between ethical climate and work–family enrichment. The mediating effect of psychological attachment and psychological capital on that direct relationship was also established, whereas job autonomy was found to be a significant moderator that negatively affects psychological attachment and work–family enrichment. The qualitative insights in Study 2 shed additional light on the rationales of the effects observed in Study 1 through the voices of restaurant frontline employees whilst triangulating the quantitative findings in Study 1. Research limitations/implications This research contributes novel insights that explain how ethical climate positively shapes work–family enrichment through the lens of psychological attachment and psychological capital, albeit cautiously, given the negative effect of job autonomy. Nevertheless, this research remains limited to restaurant frontline employees, thereby necessitating future research in other service industries to improve the generalizability of its findings. Originality/value This research offers a seminal extension of the direct effect of ethical climate on work–family enrichment (i.e. the “what”) by theorizing and validating the mediating (i.e. the “why”) and moderating (i.e. the “how”) effects of psychological attachment, psychological capital and job autonomy.

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Calling as a Predictor of Life Satisfaction

Cited by 27 publications

References 62 publications

The Connection between Perceived Workplace Discrimination and Viewing Work as a Spiritual Calling

The Connection between Perceived Workplace Discrimination and Viewing Work as a Spiritual Calling

Development of a Three-Dimensional Measure of the Calling Work Orientation: Assessing Craftsmanship, Kinship, and Serving

How does ethical climate enhance work–family enrichment? Insights from psychological attachment, psychological capital and job autonomy in the restaurant industry

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