Having a Calling on Board: Effects of Calling on Job Satisfaction and Job Performance Among South Korean Newcomers

Myoungki Lim,Young Woo Sohn,Jiyoung Park,Sinae Kim

doi:10.3389/fpsyg.2019.01584

Abstract

Despite increasing research on calling, how calling functions for those experiencing transition from school to work and how their calling prior to working relates to later well-being and job outcomes has been understudied. The current study explored effects of perceiving a calling on job satisfaction and job performance, as measured at organizational entry and 2 years after organizational entry. Using a time-lagged collection of a sample of South Korean newcomers, the results based on structural equation modeling revealed that perceiving a calling was positively related to supervisor-rated job performance. Job involvement, which was measured 1 year later, fully mediated the relation between perceiving a calling and job satisfaction, but the hypothesized mediating role of job involvement on the link between perceiving a calling and job performance was not supported. We also examined moderating roles of perceived organizational support and perceived person-job fit on the relation between perceiving a calling on job involvement and found that perceived organizational support facilitated the effects of perceiving a calling on job involvement. Implications of these findings are discussed.

Highlights

Researchers have paid increasing attention to a sense of calling as its critical role in understanding attitudes and behaviors related to career and work has been uncovered (Hall and Chandler, 2005; Bunderson and Thompson, 2009; Dik and Duffy, 2009; Wrzesniewski, 2012)
Three fit indices were used in addition to the Chi-square test – the Tucker– Lewis index (TLI), the comparative fit index (CFI), and the root-mean-square error of approximation (RMSEA) with the following guidelines: Values of 0.90 can be defined as acceptable to assess the fit of TLI and CFI (Hu and Bentler, 1999)
Job satisfaction, and perceived organizational support, which have more than five observed indicators, parcels were created with a balancing assignment (Little et al, 2002)

Summary

Introduction

Researchers have paid increasing attention to a sense of calling as its critical role in understanding attitudes and behaviors related to career and work has been uncovered (Hall and Chandler, 2005; Bunderson and Thompson, 2009; Dik and Duffy, 2009; Wrzesniewski, 2012). The goals and values of people with a sense of calling enable them to engage in their work (Bunderson and Thompson, 2009), commit to a career (Duffy et al, 2011), continue in the career despite challenges (Dobrow-Riza and Heller, 2015), and perform better (Hall and Chandler, 2005).

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Results

Conclusion