Abstract
This study examines the association between calling and crafting behavior by proposing a moderated mediation model. Drawing from the job crafting perspective and self-determination theory (SDT), career commitment is identified as the mediator, and occupational self-efficacy and job autonomy are identified as the moderators in the model, respectively. The authors tested the proposed relationships with an SPSS macro that utilizes a sample of 338 employees in a three-wave procedure. Results support all the hypotheses. The findings reveal calling to be significantly associated with employees’ job crafting behavior. Such a process begins with one’s career commitment and is strengthened by the level of occupational self-efficacy in the first stage as well as the level of job autonomy in the second stage, thus yielding a pattern of moderated mediation. These findings answer recent calls for an integrative examination of calling in the workplace by demonstrating that career commitment along with occupational self-efficacy and job autonomy represent key mechanisms in transferring one’s calling into job crafting behavior. As such, this study complements existing literature on the theoretical and practical implications of calling.
Highlights
Dating back to the 16th century, the sense of a calling has held spiritual and religious significance
In order to comprehensively capture the relationship between calling and job crafting, we suggest investigating both the employee’s disposition toward and opportunity to perform job crafting, as well as task or organizational settings that are associated with the decision to behave in a proactive manner (Crant, 2000; Fried et al, 2007; Petrou et al, 2012)
We reveal a pattern of firststage and second-stage moderated indirect effect and propose an integrated moderated mediation hypothesis as below: Hypothesis 5: The strength of the mediated relationship between calling and job crafting via career commitment varies depending on the level of occupational self-efficacy and job autonomy, such that the mediated relationship will be stronger for those with high occupational self-efficacy and with high job autonomy
Summary
Dating back to the 16th century, the sense of a calling has held spiritual and religious significance. It has been represented as a response to God for a particular vocation, serving as an expression of one’s deepest self at work (Dik and Duffy, 2009; Rosso et al, 2010). This conceptualization makes the construct of a calling distinct from other similar concepts, such as intrinsic motivation and work meaningfulness (Duffy et al, 2018) and, motivates the current interest in understanding how having a calling affects one’s attitude and behavior at work
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