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Article
Publication date: 8 February 2016

Kyoung-Joo Lee

The purpose of this study is to investigate the relationship between sense of calling and career satisfaction of hotel frontline employees and to analyze the mediation role of…

2689

Abstract

Purpose

The purpose of this study is to investigate the relationship between sense of calling and career satisfaction of hotel frontline employees and to analyze the mediation role of knowledge sharing with organizational members given the rapidly growing academic interest in the meaning of work.

Design/methodology/approach

Based on a survey of 357 frontline employees in 12 super-deluxe hotels in Korea, this study performed confirmatory factor analysis and structural equation modeling analysis to test the hypothesis of causal relationships in the research model.

Findings

Drawing on self-determination theory (SDT), this study shows that sense of calling has a positive and significant effect on the career satisfaction of hotel frontline employees and that the relationship was mediated by active participation in knowledge sharing with supervisors and coworkers.

Practical implications

The research result highlights the significance of service providers’ calling orientation on career satisfaction and their pursuit of skills and knowledge for higher personal development and performance to achieve career success.

Originality/value

Based on SDT, this study deepens our understanding on the process of how calling orientation leads to career satisfaction and knowledge sharing behavior in organizations.

Details

International Journal of Contemporary Hospitality Management, vol. 28 no. 2
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 research…

1399

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 external…

1049

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 study…

1314

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: 18 July 2018

Hongxia Li and Xiugang Yang

The argument that work engagement enhances job performance has gained wide acceptance among practitioners and human resources management literature. There is consensus in…

1081

Abstract

Purpose

The argument that work engagement enhances job performance has gained wide acceptance among practitioners and human resources management literature. There is consensus in management literature that job crafting can affect work engagement. The concept of callings from theology has been resurrected in job behavior and continues to garner growing attention from practitioners in recent years. However, few studies examine how and why living a calling influence job crafting and work engagement. The purpose of this paper is to examine the relationships between living a calling, job crafting and work engagement for knowledgeable employees through questionnaires.

Design/methodology/approach

The part-time MBA students were asked to reflect on present jobs. In total, 390 effective questionnaires were collected from part-time MBA students of four universities in Chongqing, China for finance, administration, manufacturing, service, technology, medication, education and others. Results were analyzed using SPSS and Amos. The measurement scale is given in Appendix.

Findings

First, the author explicitly proposes and validates the direct relationship between living a calling and job crafting. Second, this study confirms that crafting challenging job demands are significant to vigor subdimension and dedication subdimension of work engagement, whereas crafting challenging job demands not significant to absorption subdimension of work engagement. Third, this study indicates that crafting hindering job demands are nonsignificant to vigor, dedication and absorption about three subdimensions of work engagement. Fourth, this study showed living a calling can enhance work engagement for employees. Fifth, this study finds three groups (eight items) of mediation effect between living a calling, job crafting and work engagement.

Practical implications

These insights may help managers to focus on living a calling and encourage beneficial job crafting behaviors in China. The sample is original and has the potential to contribute to debate on work life balance and particularly the meaning of work/careers in China.

Social implications

This study is an interesting revisit to the old workplace sociology and organizational psychology which has become somewhat neglected these days.

Originality/value

This study has provided insight in the relationships between living a calling, job crafting and work engagement.

Details

Journal of Chinese Human Resource Management, vol. 9 no. 2
Type: Research Article
ISSN: 2040-8005

Keywords

Article
Publication date: 24 August 2020

Linzi J. Kemp, Norita Ahmad, Lucia Pappalardo and Alison Williams

The purpose of this study is to investigate career choices by female graduates from science, technology, engineering and mathematics (STEM) to determine factors that influenced…

Abstract

Purpose

The purpose of this study is to investigate career choices by female graduates from science, technology, engineering and mathematics (STEM) to determine factors that influenced their entry, abandonment or persistence of STEM careers.

Design/methodology/approach

Life history narratives were collected from a sample group of employed citizens and expatriate women (all STEM graduates) in the United Arab Emirates (UAE). Content of interview transcripts was analyzed for emergent themes of influence on these participants career decisions.

Findings

Four significant themes of calling were found: gift of intellect, belief in a faith, shared community and meaning of work. A typology of calling was constructed to reflect these themes influences on the entry, abandonment or persistence of women in a STEM career.

Research limitations/implications

The results of this study were from a small sample of women in a particular country. The implication is to extend this study to a larger number of participants and to other countries to generalize the results.

Practical implications

Insight into career decisions of female STEM graduates impacts on employee recruitment and retention policies within those professions.

Originality/value

Research originality is evident, to the best of the authors’ knowledge, as this is the first study to explore the influence of calling for careers of STEM women working in the Middle East North Africa region.

Details

Gender in Management: An International Journal , vol. 36 no. 2
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 14 May 2018

Lisa Cain, James Busser and Hee Jung (Annette) Kang

This paper aims to understand the relationships among calling, employee engagement, work-life balance and life satisfaction for executive chefs based on role theory and spillover…

3912

Abstract

Purpose

This paper aims to understand the relationships among calling, employee engagement, work-life balance and life satisfaction for executive chefs based on role theory and spillover theory.

Design/methodology/approach

Surveys were completed by members of the American Culinary Federation in North America, the Nevada Restaurant Association and attendees at the ChefConnect Annual Conference. The data were analysed with confirmatory factor analysis and structural equation modelling.

Findings

All relationships in the model were significantly positive except for calling to life satisfaction. Importantly work-life balance was a significant mediator between calling and life satisfaction as well as for employee engagement and life satisfaction.

Research limitations/implications

The research provides a more comprehensive framework for hospitality scholars to understand the outcomes of work as a calling through meaningfulness. The sample of executive chef limits generalizability.

Practical implications

The identification of a calling through in-depth interviews is recommended. Once recognized, managers should further foster chef’s passion through employee engagement facilitated by workplace autonomy and continuing education and work-life balance supported with human resource management practices including time off for critical life events. This will allow calling to flourish, increase life satisfaction and reduce the likelihood of turnover and burnout.

Originality/value

Outcomes reveal the complexity of the relationship between calling and life satisfaction. Contrary to previous findings, the presence of positive work-life balance was critical to attain life satisfaction, even when work was viewed as a calling.

Details

International Journal of Contemporary Hospitality Management, vol. 30 no. 5
Type: Research Article
ISSN: 0959-6119

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.

1896

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 previous…

164

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: 1 October 2020

Bernadeta Goštautaitė, Ilona Bučiūnienė, Anna Dalla Rosa, Ryan Duffy and Haram Julia Kim

The association of calling with burnout is not well understood. This study investigates how calling influences burnout and what the roles of social worth and career stage are in…

Abstract

Purpose

The association of calling with burnout is not well understood. This study investigates how calling influences burnout and what the roles of social worth and career stage are in this relation. Drawing from the Conservation of Resources Theory, we expect that calling may be negatively associated with burnout through increased social worth and that career stage moderates these relationships.

Design/methodology/approach

Based on a sample of 566 healthcare professionals, we conducted regression analyses with bootstrapping procedures to test the proposed hypotheses.

Findings

The findings show that social worth mediates the negative relation between calling and burnout. Additionally, the positive relation between calling and social worth was more pronounced for late-career employees; yet, the negative relation between social worth and burnout was stronger for early-career employees.

Practical implications

The findings suggest that searching and pursuing a professional calling is beneficial for individuals. Additionally, social worth is crucial in this relation and could be used to actively prevent burnout.

Originality/value

The study advances our understanding of the consequences of calling for employees by explaining the underlying mechanism between calling and burnout and its importance at different career stages.

Details

Career Development International, vol. 25 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

11 – 20 of over 256000