Cross-Cultural Validation of the Career Calling Scale for Korean Emerging Adults

Kim, Haram J.; Praskova, Anna; Lee, Ki Hak

doi:10.1177/1069072716639852

Cited by 20 publications

(18 citation statements)

References 45 publications

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“…Although some scholars have divided career calling based on the specific performance, different status and motivation (Dobrow and Tosti-Kharas, 2011; Dik et al , 2012; Duffy et al , 2012; Hagmaier and Abele, 2012), they neglect the classification based on the meaning of employees’ career calling. Moreover, while previous research studies on career calls have focused on the western culture that advocates freedom and self-protection, the oriental culture that advocates collectivism has received scarce attention (Praskova et al , 2015; Kim et al , 2017; Zhang et al , 2015a; Zhang et al , 2015b). Meanwhile, existing research studies in the context of oriental culture are mainly concern about college students instead of colleagues (Zhang et al , 2015a; Zhang et al , 2015b).…”

Section: Discussionmentioning

confidence: 99%

Congruence in career calling and employees’ innovation performance: work passion as a mediator

Liu

Jiang

Yao

et al. 2021

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Purpose Based on self-consistency theory and conservation of resource theory, this study aims to discuss the impact of career calling congruence on employees’ innovation performance (IP) and analyzes the mediating effect of work passion [harmonious passion (HP) and obsessive passion (OP)]. Design/methodology/approach To avoid serious common method biases, data in this paper were collected at three-wave. This paper investigated 381 employees to assess their career calling in time 1, measured their work passion in time 2 and assessed the IP of these employees in time 3. This paper also conducts confirmatory factor analysis, polynomial regression, response surface analysis, bootstrapping test and simple slope test to verify the research hypothesis in this paper. Findings In the career calling congruence case, employees’ HP, OP and IP are higher when both levels of serving oneself career calling and helping others career calling are high than when both are low; In the career calling incongruence case, employees’ HP, OP and IP are higher in the “low serving oneself and high helping others” case than in the “high serving oneself and low helping others” case; The more congruent the “serving oneself” and “helping others” career calling are, the higher the employees’ HP, OP and IP will be; and HP and OP mediate the relationship between career calling congruence and IP. Originality/value This study further clarifies the structure of career calling and find the positive effects of career calling on IP. The results present a deeper understanding of career calling and are universal applicable to the eastern culture context.

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Section: Discussionmentioning

confidence: 99%

Congruence in career calling and employees’ innovation performance: work passion as a mediator

Liu

Jiang

Yao

et al. 2021

CMS

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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

216

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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“…Their specific recommendation is based on the comparative cultural assumption that the model may need to be modified for different cultural contexts. Some research already indicates that the core elements of the WCT model apply to diverse cultural contexts (Douglass et al, 2016; Hirschi, 2012; H. J. Kim et al, 2016; Yang et al, 2017).…”

Section: Discussionmentioning

confidence: 99%

Perceptions of Career Agency and Career Calling in Mid-Career: A Qualitative Investigation

Lemke

2020

Journal of Career Assessment

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This qualitative study examined the perceptions of career agency and career calling among 35 U.S. mid-career foreign missionaries from four organizations who reported a sense of living out a calling. In-depth interviews were analyzed using grounded theory methodology to describe participant perspectives on calling and agency with the goal of understanding factors that contribute to living a calling. Data analysis revealed two main themes, nine categorical sub-themes, and 18 base concepts. The first theme, calling as a dynamic lived experience, affirms elements of Work as Calling Theory and indicates a need to clarify the role of prosocial orientation in calling. The second theme, socio-contextual factors perceived as influencing lived callings, offers insights regarding the need to explore a more robust integration of socio-contextual factors into Work as Calling Theory. A hypothesis regarding the relation between cultural competence and living a calling is proposed for future testing.

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Cross-Cultural Validation of the Career Calling Scale for Korean Emerging Adults

Cited by 20 publications

References 45 publications

Congruence in career calling and employees’ innovation performance: work passion as a mediator

Congruence in career calling and employees’ innovation performance: work passion as a mediator

Work as a calling: A theoretical model.

Perceptions of Career Agency and Career Calling in Mid-Career: A Qualitative Investigation

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