Career Callings and Career Development

Dik, Bryan J.; Reed, Kaitlyn A.; Shimizu, Adelyn B.; Marsh, Dylan R.; Morse, Jessica L.

doi:10.1007/978-3-030-25153-6_9

Cited by 2 publications

(1 citation statement)

References 62 publications

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“…Implementing efforts to increase calling (i.e., assessing the importance of transcendent summons, connecting life meaning and work meaning, understanding social implications of current work-environment), or helping find and live out their calling in their work, may be a useful tool for helping diverse individuals overcome microaggressions and negative work environments. A number of authors have provided suggestions on how to do so (Dik et al, 2009, 2019) but with little empirical support for career interventions targeting calling; however, preliminary evidence suggests that they may be effective models (Dik & Steger, 2008). Future research examining the effect of calling within other minority groups and within more niche nonreligious groups will be necessary before implementation of calling as an intervention for minority individuals is recommended.…”

Section: Discussionmentioning

confidence: 99%

Nonreligious Employees’ Perceptions of Microaggressions and Their Relationship With Job Satisfaction as Moderated by Calling

Schultz

Leuty

Bullock-Yowell

et al. 2021

Journal of Career Development

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Workplace microaggressions are related to person–organization fit (P-O fit) and job satisfaction. Additionally, P-O fit and calling predict job satisfaction. Given the religious connotations of calling, research has excluded study of these relationships in nonreligious samples, a growing segment of the U.S. population. To address this, it was predicted that P-O fit would mediate the relationship between microaggressions and job satisfaction, and calling would moderate the relationship between microaggressions and P-O fit. In a sample of 296 nonreligious employed adults, microaggressions predicted job satisfaction, while calling predicted P-O fit and job satisfaction; however, P-O fit did not mediate these relationships, and calling did not moderate microaggressions and P-O fit. Post hoc analyses revealed that calling moderated microaggressions and job satisfaction. Implications for research and vocational guidance with nonreligious individuals are discussed.

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Section: Discussionmentioning

confidence: 99%