Exploring the Boundaries of Career Calling

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

doi:10.1177/0894845316671214

Cited by 35 publications

(22 citation statements)

References 39 publications

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“…Evidence points to positive associations between a calling orientation and career satisfaction (Duffy & Sedlacek, 2007), perceptions of career success (Chen et al, 2018), and career commitment (Gazica & Spector, 2015), whereas those with a job orientation tend to be less satisfied with their careers (McKevitt et al, 2017) and with work in general (Lan et al, 2013). Satisfaction with promotion is a predictor of the career orientation (Lan et al, 2013).…”

Section: Work-related Correlates Of Work Orientationmentioning

confidence: 99%

“…Favorable career comparisons that result from evaluating oneself relative to less successful others have been linked to higher levels of career satisfaction and lower turnover intentions in general (Eddleston, 2009). Finally, calling is associated with weaker organizational withdrawal attitudes (Cardador et al, 2011;Chen et al, 2018), specifically, lower turnover intentions.…”

Section: Work-related Correlates Of Work Orientationmentioning

confidence: 99%

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Jobs, Careers, and Callings: Exploring Work Orientation at Mid-Career

Mantler

Campbell

Dupré

2021

Journal of Career Development

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Mid-career is a time when work orientation (i.e., viewing ones’ work as a job, a career, or a calling) comes into sharper focus. Using Wrzeniewski et al.’s tripartite model, we conducted a discriminant function analysis to determine the combination of variables that best discriminates among people who are aligned with a job, a career, or a calling orientation in a sample of 251 full-time, North American mid-career employees. Compared to those who approach work as a job, those with a calling orientation were more engaged in work. The career-oriented stood apart from the others as a function of shorter job tenure, greater turnover intentions, work engagement, career satisfaction, and a tendency to engage in career self-comparisons. Work-orientation groups did not differ significantly in terms of family centrality, work–life balance, life satisfaction, or well-being. The results suggest that the work orientations represent distinct and equally valid ways to approach work.

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Section: Work-related Correlates Of Work Orientationmentioning

confidence: 99%

Section: Work-related Correlates Of Work Orientationmentioning

confidence: 99%

Jobs, Careers, and Callings: Exploring Work Orientation at Mid-Career

Mantler

Campbell

Dupré

2021

Journal of Career Development

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“…Therefore, we propose that high calling-oriented employees will express their prosocial motivations and engage in generative behaviors at work when they reflect on death. Moreover, when they notice opportunities of helping and mentoring others, they may craft their jobs and take initiative in providing more help or guidance, resulting in a higher level of organizational citizenship behaviors [36]. Moreover, they tend to show greater efforts and perseverance in tasks favoring other people (Grant, 2007).…”

Section: Hypothesis 4bmentioning

confidence: 99%

Death Reflection and Employee Work Behavior in the COVID-19 New Normal Time: The Role of Duty Orientation and Work Orientation

Wei

Zhou

et al. 2021

Sustainability

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Coronavirus disease 2019 (COVID-19) is a destructive affair for both workplace and community. However, with the strengthen of global anti-pandemic measures, COVID-19 becomes the norm and there is an increased trend for people to reflect on life or death. Moreover, regardless of its facilitating role in advancing organizational behavior (OB) study, very few studies empirically examine the effects of death reflection in the work domain. Drawing on the generativity theory, we identify how death reflection influences employees’ in-role and extra-role performance under the COVID-19 pandemic. A longitudinal study is performed by using multi-source data from 387 employees in China. Our results reveal that the COVID-19-triggered death reflection is associated with the stronger in-role performance and organizational citizenship behaviors. We find that duty orientation is the mechanism that can explain the effects of the COVID-19-triggered death reflection on employees’ work behaviors. Furthermore, employees who reflect on death with high (vs. low) career and calling orientations tend to have higher in-role and extra-role performance, while employees who reflect on death with low (vs. high) job orientation are likely to have lower in-role and extra-role performance.

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“…As time goes by, religious meanings gradually fade. At present, the concept of career calling has not yet formed a unified definition [55]. Ballah et al (1985) proposed that people have three different value orientations for their jobs, namely: job orientation, career orientation, and calling orientation [56].…”

Section: The Mediating Role Of Career Callingmentioning

confidence: 99%

For the Future Sustainable Career Development of College Students: Exploring the Impact of Core Self-Evaluation and Career Calling on Career Decision-Making Difficulty

Xue-ping

Chen

et al. 2021

Sustainability

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As one of the important factors to predict future sustainable development, the difficulty of career decision-making has aroused widespread concern in psychological research. Core self-evaluation and career calling have a positive impact on college students’ career development, employees’ organizational behavior, life satisfaction, and life meaning, thus promoting individual sustainable development. Based on the Social Cognitive Career Theory (SCCT), this study mainly discusses the positive role of core self-evaluation and career calling in overcoming college students’ career decision-making difficulties, which provides support for strengthening theory and proposing educational countermeasures. This study investigates the relationship among core self-evaluation, career calling, and career decision-making difficulties for 483 Chinese college students. The results show that core self-evaluation positively predicts career calling, while core self-evaluation and career calling negatively predict career decision-making difficulties. Accordingly, career calling plays a partial mediating role between core self-evaluation and career decision-making difficulties. Therefore, college students’ career calling can be enhanced by improving their core self-evaluation, so as to further solve the difficulties in career decision-making. In the future, effective strategies should be taken to reduce the career decision-making difficulty for students’ sustainable development.

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Exploring the Boundaries of Career Calling

Cited by 35 publications

References 39 publications

Jobs, Careers, and Callings: Exploring Work Orientation at Mid-Career

Jobs, Careers, and Callings: Exploring Work Orientation at Mid-Career

Death Reflection and Employee Work Behavior in the COVID-19 New Normal Time: The Role of Duty Orientation and Work Orientation

For the Future Sustainable Career Development of College Students: Exploring the Impact of Core Self-Evaluation and Career Calling on Career Decision-Making Difficulty

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