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Article
Publication date: 2 June 2022

Lindsey Lee, Sandra Sun-Ah Ponting, Ankita Ghosh and Hyounae (Kelly) Min

This study aims to provide important insights in advancing the hospitality workforce by exploring the dimensions of calling. By identifying significant calling dimensions…

Abstract

Purpose

This study aims to provide important insights in advancing the hospitality workforce by exploring the dimensions of calling. By identifying significant calling dimensions among hospitality employees, the study is guided by work as calling theory by also examining the mediating role of employees’ professional identity on intention to leave the industry.

Design/methodology/approach

This study used an exploratory mixed-methods approach. Study 1 included an online qualitative survey to explore the significant dimensions of calling among hospitality employees. Study 2 measured the significance of hospitality calling dimensions on intention to leave the industry, mediated by professional identity.

Findings

Study 1 identified transcendent summons, passion and purposeful life as significant dimensions of hospitality calling. Study 2 examined calling as a second-order construct with the aforementioned dimensions and proposed calling increases professional identity and decreases intention to leave the industry. However, professional identity did not significantly influence the intention to leave the industry.

Originality/value

This study brings value to the calling literature by exploring the calling dimensions unique to the hospitality workforce. Findings also highlight that subjective professional identity alone cannot lower employees’ intention to leave the industry. Organizational and industry support focusing on transcendent summons, passion and purposeful life are recommended.

Details

International Journal of Contemporary Hospitality Management, vol. 34 no. 8
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 24 August 2021

Osman M. Karatepe, Hamed Rezapouraghdam and Rahelel Hassannia

Drawing on the self-determination and conservation of resources theories, as well as the transactional theory of stress, this paper aims to develop and empirically test a…

Abstract

Purpose

Drawing on the self-determination and conservation of resources theories, as well as the transactional theory of stress, this paper aims to develop and empirically test a research model depicting the interrelationships of sense of calling, emotional exhaustion (EXH), intent to remain with the organization (IRO), task-related pro-environmental behavior (PEB) and non-green behavior (NGB).

Design/methodology/approach

Data came from hotel employees with three waves of one-week time lag and their direct supervisors in China. The authors assessed these linkages through structural equation modeling.

Findings

Sense of calling mitigates EXH and NBGs, while it fosters IRO and task-related PEBs. EXH partly mediates the influence of sense of calling on NGBs.

Practical implications

It is important to maintain a workplace in which employees foster their work competence, possess a more positive interpretation of work meaning and accomplish their career goals. Management should organize environmental training programs that would compel employees to pay attention to the protection of nature and scarce resources and enable them to be involved in the environmental sustainability process.

Originality/value

A search made in the hospitality and tourism literature shows that few studies have investigated the consequences of employees’ sense of calling. The authors’ search also highlights the void that little is known about the mechanism linking sense of calling to green and non-green outcomes.

Details

International Journal of Contemporary Hospitality Management, vol. 33 no. 10
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 19 January 2021

Chunyu Zhang and Andreas Hirschi

Calling is typically associated with more intrinsic than extrinsic work motivation. This could give the impression that employees with a calling do not need or care about…

Abstract

Purpose

Calling is typically associated with more intrinsic than extrinsic work motivation. This could give the impression that employees with a calling do not need or care about external rewards. To deepen the understanding of the relationship between calling and work motivation, the purpose of this paper is to test how calling is combined with different types of work motivation and how such combinations affect work outcomes differentially.

Design/methodology/approach

The authors applied latent profile analysis among Chinese employees with diverse occupations (N = 1,290), to identify calling and work motivation profiles and test their relations with work outcomes, assessed four months later.

Findings

Four profiles emerged: externally motivated low calling, moderately externally motivated calling, moderately motivated calling and highly motivated calling. Employees with weaker and stronger callings indicated being extrinsically motivated for work. Employees in the highly motivated calling profile exhibited highest job satisfaction, lowest cynicism and lowest turnover intentions, followed by employees in the moderately motivated calling profile, the moderately externally motivated calling profile and the externally motivated low calling profile.

Research limitations/implications

The findings imply that employees with a strong calling do care about external rewards and also benefit from external incentives to work.

Originality/value

This study is the first to explore the differential relationship between calling and work motivation. Moreover, the findings offer insights regarding the under-researched notion that different types of calling predict work outcomes differently.

Details

Career Development International, vol. 26 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 15 December 2020

Jinsoo Choi, Yonguk Park and Young Woo Sohn

This study investigated how and when corporate social responsibility (CSR) fosters job seekers' application intention using a mediated moderation model. Specifically, the…

Abstract

Purpose

This study investigated how and when corporate social responsibility (CSR) fosters job seekers' application intention using a mediated moderation model. Specifically, the study explored the positive effect of CSR on job seekers' intention to apply, the moderating role of applicants' calling and the mediating role of value congruence in the relationship between the person and organization.

Design/methodology/approach

The study sample consisted of 259 college students in South Korea. A quasi-experimental design and survey were used. Data were analyzed using a regression-based path analysis to test a mediated moderation model.

Findings

The results showed that CSR significantly increased job seekers' application intention, which was moderated by their calling. Furthermore, the interaction between CSR and calling on application intention was fully mediated by the value congruence between person and organization.

Practical implications

The results suggest that engaging in active CSR can effectively attract job applicants, especially those with a high calling, who are known as qualified workers needed for the organization. The findings can provide a competitive advantage to organizations in this highly competitive environment.

Originality/value

This study contributes to the understanding of the micro-effect of CSR by showing the positive influence of CSR on job seekers' application intention. Further, by evaluating a mediated moderation model, this study advances the field's understanding of the underlying mechanisms of CSR, especially in terms of calling and value congruence.

Details

Career Development International, vol. 26 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 6 April 2021

Po-Chien Chang, Gao Xiaoxiao and Ting Wu

The purpose of this paper is to examine the relationship between sense of calling and work meaningfulness with job crafting as a mediator and spiritual leadership as a moderator.

Abstract

Purpose

The purpose of this paper is to examine the relationship between sense of calling and work meaningfulness with job crafting as a mediator and spiritual leadership as a moderator.

Design/methodology/approach

Adopting a three-wave procedure, data were collected from 333 participants across industries from Guangdong province, China.

Findings

Results indicate that job crafting partially mediates the relationship between employee sense of calling and work meaningfulness. Moreover, the positive relationship between job crafting and work meaningfulness is more significant when spiritual leadership is high than when it is low. Additionally, spiritual leadership moderates the indirect relationship of sense of calling and work meaningfulness through job crafting such that the indirect effect of sense of calling is stronger when spiritual leadership is high than when it is low.

Originality/value

Based on self-determination theory, this study adds to current literatures examining the importance of sense of calling on a person's career and explores the boundary conditions, which bring desirable outcomes.

Details

Leadership & Organization Development Journal, vol. 42 no. 5
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 19 June 2021

The authors wanted to study the importance of a calling for decreasing stress. They chose to study workers in the healthcare profession where callings are common, but…

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Abstract

Purpose

The authors wanted to study the importance of a calling for decreasing stress. They chose to study workers in the healthcare profession where callings are common, but previous research has not looked at the mechanisms linking calling and burnout.

Design/methodology/approach

Data were collected from Lithuanian healthcare professionals using both paper and online surveys. After removing incomplete responses, there were 566 cases of nurses and physicians. Of the total sample, 85pc were women. Just over half were nurses and these were overwhelmingly female (98.9pc). But 47pc of the sample were physicians and 64pc of them were female. The average age was 43.77.

Findings

The data showed how healthcare professionals were much less likely to suffer from burnout when they had a “calling” for their work. The crucial mediating factor was social worth. The research also revealed that the link between calling and social worth was more pronounced for late-career employees. However, the impact of social worth on burnout was stronger for early-career employees.

Originality/value

There were a number of practical implications for organizations. Firstly, the data supports the advantageous effects of calling to reduce healthcare professionals’ burnout. This means that maintaining a calling, such as through job crafting, will help to reduce stress. A second implication is the role of social worth in triggering the effects of calling. Therefore, organizations and administrators should focus on positive feedback that promotes feelings of social value.

Details

Human Resource Management International Digest , vol. 29 no. 4
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 8 February 2021

Zhengqiao Liu, Yongzhong Jiang, Zhu Yao, Xiliang Liu, Li Zhao and Xianchun Zhang

Based on self-consistency theory and conservation of resource theory, this study aims to discuss the impact of career calling congruence on employees’ innovation…

Abstract

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.

Details

Chinese Management Studies, vol. 15 no. 2
Type: Research Article
ISSN: 1750-614X

Keywords

Book part
Publication date: 12 April 2014

Kathryn H. Dekas and Wayne E. Baker

A work orientation represents a person’s beliefs about the meaning of work – the function work plays in the person’s life and the constellation of values and assumptions…

Abstract

Purpose

A work orientation represents a person’s beliefs about the meaning of work – the function work plays in the person’s life and the constellation of values and assumptions the person holds about the work domain. Research has suggested that adults tend to favor one of three primary work orientations: job, career, or calling. Empirical studies have shown that adults with different primary work orientations tend to experience different work and career outcomes; however, scholars have not analyzed how or why an individual first develops a work orientation. In this study, we take a first step toward investigating the origins of adults’ work orientations.

Design/methodology/approach

We propose hypotheses drawing on extant literature on the development of work values and occupational inheritance. We test hypotheses using a retrospective research design and survey methodology, with a sample of working adults.

Findings

Work orientations are developed through socialization processes with parents during adolescence. There are different patterns of development across the three work orientation categories: stronger calling orientations are developed when both parents possess strong calling orientations; stronger career orientations develop in accordance with fathers’ career orientations; and job orientations are related more to the nature of the adolescent’s relationship with parents than with parents’ own work orientations.

Originality/value

This research provides the first empirical study of the origin and development of work orientations.

Research limitations/implications

This research offers insight into ways generations are connected through the perceived meaning of their work, even as the nature of work changes. We encourage future scholars to use this as a starting point for research on the development of work orientations, and to continue exploring these questions using additional methods, particularly longitudinal study designs.

Details

Adolescent Experiences and Adult Work Outcomes: Connections and Causes
Type: Book
ISBN: 978-1-78350-572-2

Keywords

Article
Publication date: 9 November 2015

Chunyu Zhang, Andreas Hirschi, Anne Herrmann, Jia Wei and Jinfu Zhang

The purpose of this paper is to test if the effects of a self-directed career attitude on career and life satisfaction are mediated by a person’s sense of calling and…

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Abstract

Purpose

The purpose of this paper is to test if the effects of a self-directed career attitude on career and life satisfaction are mediated by a person’s sense of calling and moderated by job insecurity in a sample of Chinese employees.

Design/methodology/approach

Among a sample of Chinese employees (n=263), in this paper, a moderated mediation analysis with bootstrapping was applied to test the hypotheses.

Findings

The results showed that calling mediates the effects of a self-directed career attitude on career satisfaction and life satisfaction. Job insecurity moderated the effect on life satisfaction but not on career satisfaction. The effect on life satisfaction were stronger under higher levels of job insecurity.

Research limitations/implications

These results suggest that a self-directed career attitude may help people develop a calling, which in turn relates to increased subjective career success and well-being. In addition, the notion of a calling may be especially important for well-being in unstable job circumstances.

Originality/value

This study is the first to explore a calling and a self-directed career attitude in a sample of Chinese employees. Corresponding to contemporary China’s rapidly changing context of economy and career development, a self-directed career orientation plays an important role in Chinese employees’ calling and subjective career success.

Details

Career Development International, vol. 20 no. 7
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 2 January 2018

Tiago Esteves, Miguel Pereira Lopes, Rosa Lutete Geremias and Patricia Jardim Palma

The purpose of this paper is to understand the relation between leadership perception and workers’ sense of calling.

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Abstract

Purpose

The purpose of this paper is to understand the relation between leadership perception and workers’ sense of calling.

Design/methodology/approach

Workers’ sense of calling has been shown to relate to organizational outcomes such as job satisfaction, career development, personal growth, and well-being. Although recent studies point the sense of calling as a consequent of several organizational variables, the role of leadership in promoting workers’ sense of calling is yet to be analyzed. A self-report questionnaire was applied to a group of 325 Portuguese nurses to analyze this relation. Structural equation modeling was used to analyze the results.

Findings

Results indicate a positive relation between a leader perceived as transformational or transactional and workers’ sense of calling. Directive and empowering leadership perception were found not to be related to calling. Unexpectedly, a significant positive relation with aversive leadership perception was identified.

Research limitations/implications

A confounding relation between aversive leadership perception and sense of calling cannot be excluded. It is possible that an unknown third variable, such as resilience or positive affect, is serving as a mediating bridge between leadership perception and the sense of calling. Further studies are necessary in order to explore this alternative path.

Originality/value

The sense of calling is known as a relevant organizational construct. Knowing what kinds of leadership promote workers’ sense of calling adds value for the literature and can help managers to learn how to improve their followers’ sense of calling.

Details

Leadership & Organization Development Journal, vol. 39 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

1 – 10 of over 232000