The relation between calling and career adaptability The moderating effects of living a calling
Article Sidebar
Main Article Content
Abstract
One’s calling can be divided into cognitive (“perceiving a calling”) and applied phases (“living a calling”), with the latter involving the execution of the former in life. We examined if living a calling moderate the relation between perceiving a calling and career adaptability. We hypothesized that the relation between perceiving a calling and career adaptability will differ according to the degree of calling execution by employees. However, for currently unemployed college students, we hypothesized that the level of calling execution would not influence the aforementioned relationship because they would have fewer opportunities for executing their perceived calling. The study results with 392 adult professionals and 248 college students indicated that living a calling significantly moderated the relation between perceiving a calling and career adaptability, in both adults and students but in opposite direction. Thus, whether one has a job or not, living a calling affect the relationship between perceiving a calling and career adaptability.
Metrics
Article Details
This work is licensed under a Creative Commons Attribution 4.0 International License.
Funding data
References
한주원, 박경규 (2009). 상사의 비인격적 감독이 부하의 직장 내 일탈행동에 미치는 영향. 한국심리학회지: 산업 및 조직, 22, 233-259.
박현선, 정현선, 박동건 (2015). 상사의 비인격적 감독과 과업수행 수준의 상호작용이 종업원의 조직 냉소주의에 미치는 영향. 한국심리학회지: 산업 및 조직, 28, 225- 248.
Andersson, L. M. (1996). Employee cynicism: An examination using a contract violation framework. Human Relations, 49, 1395-1418. DOI: https://doi.org/10.1177/001872679604901102
Arnold, T., Flaherty, K. E., Voss, K. E., & Mowen, J. C. (2009). Role stressors and retail performance: The role of perceived competitive climate. Journal of Retailing, 85, 194-205. DOI: https://doi.org/10.1016/j.jretai.2009.02.002
Aryee, S., Sun, L. Y., Chen, Z. X. G., & Debrah, Y. A. (2008). Abusive supervision and contextual performance: The mediating role of emotional exhaustion and the moderating role of work unit structure. Management and Organization Review, 4, 393-411. DOI: https://doi.org/10.1111/j.1740-8784.2008.00118.x
Ashforth, B. (1994). Petty tyranny in organizations. Human Relations, 47, 755-778. DOI: https://doi.org/10.1177/001872679404700701
Atwater, L., Kim, K. Y., Witt, A., Latheef, Z., Callison, K., Elkins, T. J., & Zheng, D. (2016). Reactions to abusive supervision: Examining the roles of emotions and gender in the USA. The International Journal of Human Resource Management, 27, 1874-1899. DOI: https://doi.org/10.1080/09585192.2015.1088887
Bakker, A. B., Demerouti, E., & Verbeke, W. (2004). Using the job demands‐resources model to predict burnout and performance. Human Resource Management, 43, 83-104. DOI: https://doi.org/10.1002/hrm.20004
Barnes, W. F., & Jones, E. B.(1974). Differences in male and female quitting. Journal of Human Resources, 9, 439-451. DOI: https://doi.org/10.2307/144779
Becker, T. E. (1992). Foci and bases of commitment: Are they distinctions worth making? Academy of Management Journal, 35, 232-244. DOI: https://doi.org/10.5465/256481
Bedeian, A. G. (2007). Even if the tower is “Ivory,” it isn't “White”: Understanding the consequences of faculty cynicism. Academy of Management Learning & Education, 6, 9-32. DOI: https://doi.org/10.5465/amle.2007.24401700
Berg, J. M., Grant, A. M., & Johnson, V. (2010). When callings are calling: Crafting work and leisure in pursuit of unanswered occupational callings. Organization Science, 21, 973- 994. DOI: https://doi.org/10.1287/orsc.1090.0497
Berkelaar, B. L., & Buzzanell, P. M. (2015). Bait and switch or double-edged sword? The (sometimes) failed promises of calling. Human Relations, 68, 157-178. DOI: https://doi.org/10.1177/0018726714526265
Brown, S. P., Cron, W. L., & Slocum Jr., J. W. (1998). Effects of trait competitiveness and perceived intraorganizational competition on salesperson goal setting and performance. Journal of Marketing, 62, 88-98. DOI: https://doi.org/10.1177/002224299806200407
Bunderson, J. S., & Thompson, J. A. (2009). The call of the wild: Zookeepers, callings, and the double-edged sword of deeply meaningful work. Administrative Science Quarterly, 54, 32-57. DOI: https://doi.org/10.2189/asqu.2009.54.1.32
Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan organizational assessment questionnaire. Unpublished manuscript, University of Michigan, Ann Arbor.
Chiaburu, D. S., Peng, A. C., Oh, I. S., Banks, G. C., & Lomeli, L. C. (2013). Antecedents and consequences of employee organizational cynicism: A meta-analysis. Journal of Vocational Behavior, 83, 181-197. DOI: https://doi.org/10.1016/j.jvb.2013.03.007
Cotton, J. L., & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of Management Review, 11, 55-70. DOI: https://doi.org/10.5465/amr.1986.4282625
Creed, P. A., Rogers, M. E., Praskova, A., & Searle, J. (2014). Career calling as a personal resource moderator between environmental demands and burnout in Australian junior doctors. Journal of Career Development, 41, 547-561. DOI: https://doi.org/10.1177/0894845313520493
Cropanzano, R., James, K., & Konovsky, M. A. (1993). Dispositional affectivity as a predictor of work attitudes and job performance. Journal of Organizational Behavior, 14, 595-606. DOI: https://doi.org/10.1002/job.4030140609
Dean, J. W., Brandes, P., & Dharwadkar, R. (1998). Organizational cynicism. Academy of Management Review, 23, 341-352. DOI: https://doi.org/10.5465/amr.1998.533230
Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social undermining in the workplace. Academy of Management Journal, 45, 331-351.
Duffy, R. D., Bott, E. M., Allan, B. A., Torrey, C. L., & Dik, B. J. (2012). Perceiving a calling, living a calling, and job satisfation: testing a moderated, multiple mediator. Journal of Counseling Psychology, 59, 50-59. DOI: https://doi.org/10.1037/a0026129
Duffy, R. D., Douglass, R. P., & Autin, K. L. (2015). The dark side of callings, In D. B. Yaden, T. D. McCall, & J. H. Ellens (Eds.) Being Called: Secular, Sacred, and Scientific Perspectives (pp. 13-25). Santa Barbara, CA: Praeger.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87, 565-573. DOI: https://doi.org/10.1037/0021-9010.87.3.565
Gazica, M. W., & Spector, P. E. (2015). A comparison of individuals with unanswered callings to those with no calling at all. Journal of Vocational Behavior, 91, 1-10. DOI: https://doi.org/10.1016/j.jvb.2015.08.008
Glasø, L., Vie, T. L., Homdal, G. R., & Einarsen, S. (2011). The application of affective events theory to workplace bullying. European Psychologist, 16, 198-208. DOI: https://doi.org/10.1027/1016-9040/a000026
Haggard, D. L., Robert, C., & Rose, A. J. (2011). Co-rumination in the workplace: Adjustment trade-offs for men and women who engage in excessive discussions of workplace problems. Journal of Business and Psychology, 26, 27-40. DOI: https://doi.org/10.1007/s10869-010-9169-2
Hagmaier, T., & Abele, A. E. (2012). The multidimensionality of calling: Conceptualization, measurement and a bicultural perspective. Journal of Vocational Behavior, 81, 39-51. DOI: https://doi.org/10.1016/j.jvb.2012.04.001
Hall, D. T., & Chandler, D. E. (2005). Psychological success: When the career is a calling. Journal of Organizational Behavior, 26, 155-176. DOI: https://doi.org/10.1002/job.301
Harris, K. J., Kacmar, K. M., & Zivnuska, S. (2007). An investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. Leadership Quarterly, 18, 252-263. DOI: https://doi.org/10.1016/j.leaqua.2007.03.007
Harvey, P., Stoner, J., Hochwarter, W., & Kacmar, C. (2007). Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. Leadership Quarterly, 18, 264-280. DOI: https://doi.org/10.1016/j.leaqua.2007.03.008
Hershcovis, M. S., & Barling, J. (2010). Towards a multi‐foci approach to workplace aggression: A meta‐analytic review of outcomes from different perpetrators, Journal of Organizational Behavior, 31, 24-44. DOI: https://doi.org/10.1002/job.621
Hinkin, T. R., & Tracey, J. B. (2000). The cost of turnover: Putting a price on the learning curve. The Cornell Hotel and Restaurant Administration Quarterly, 41, 14-21. DOI: https://doi.org/10.1177/001088040004100313
Hom, P. W., Griffeth, R. W., & Sellaro, C. L. (1984). The validity of Mobley's (1977) model of employee turnover. Organizational Behavior and Human Performance, 34, 141- 174. DOI: https://doi.org/10.1016/0030-5073(84)90001-1
Jones, J. L., Davis, W. D., & Thomas, C. H. (2017). Is competition engaging? Examining the interactive effects of goal orientation and competitive work environment on engagement. Human Resource Management, 56, 389-405. DOI: https://doi.org/10.1002/hrm.21773
Jun, T. H., & Jeung, W. (2015). The effects of abusive supervision on organizational commitment: Mediating effects of psychological empowerment and organizational identification. Journal of Human Resource Management Research, 22, 25-47. DOI: https://doi.org/10.14396/jhrmr.2015.22.4.25
Kernan, M. C., Watson, S., Chen, F. F., & Kim, T. G. (2011). How cultural values affect the impact of abusive supervision on worker attitudes. Cross Cultural Management, 18, 464–484. DOI: https://doi.org/10.1108/13527601111179528
Kuo, C. C., Chang, K., Quinton, S., Lu, C. Y., & Lee, I. (2015). Gossip in the workplace and the implications for HR management: A study of gossip and its relationship to employee cynicism. The International Journal of Human Resource Management, 26, 2288-2307. DOI: https://doi.org/10.1080/09585192.2014.985329
Lee, K. G., & Cho, Y. H. (2010). The role of trust in supervisor as mediator between abusive supervision and organizational citizenship behaviors. Journal of Human Resource Management Research, 17, 173-191.
LePine, J. A., Podsakoff, N. P., & LePine, M. A. (2005). A meta-analytic test of the challenge stressor-hindrance stressor framework: An explanation for inconsistent relationships among stressors and performance. Academy of Management Journal, 48, 764-775. DOI: https://doi.org/10.5465/amj.2005.18803921
Levinson, H. (1965). Reciprocation: The relationship between man and organization. Administrative Science Quarterly, 9, 370-390. DOI: https://doi.org/10.2307/2391032
Lian, H., Ferris, D. L., & Brown, D. J. (2012). Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome. Journal of Applied Psychology, 97, 107-123. DOI: https://doi.org/10.1037/a0024610
Liu, D., Liao, H., & Loi, R. (2012). The dark side of leadership: A three-level investigation of the cascading effect of abusive supervision on employee creativity. Academy of Management Journal, 55, 1187-1212. DOI: https://doi.org/10.5465/amj.2010.0400
Liu, X. Y., & Wang, J. (2013). Abusive supervision and organizational citizenship behaviour: Is supervisor–subordinate guanxi a mediator? The International Journal of Human Resource Management, 24, 1471-1489. DOI: https://doi.org/10.1080/09585192.2012.725082
Martinko, M. J., Harvey, P., Brees, J. R., & Mackey, J. (2013). A review of abusive supervision research. Journal of Organizational Behavior, 34, S120-S137. DOI: https://doi.org/10.1002/job.1888
Mawritz, M. B., Mayer, D. M., Hoobler, J. M., Wayne, S. J., & Marinova, S. V. (2012). A trickle‐down model of abusive supervision. Personnel Psychology, 65, 325-357. DOI: https://doi.org/10.1111/j.1744-6570.2012.01246.x
Mitchell, T. R., Holtom, B. C., & Lee, T. W. (2001). How to keep your best employees: Developing an effective retention policy. The Academy of Management Executive, 15, 96-108. DOI: https://doi.org/10.5465/ame.2001.5897929
Muller, D., Judd, C. M., & Yzerbyt, V. Y. (2005). When moderation is mediated and mediation is moderated. Journal of Personality and Social Psychology, 89, 852-863. DOI: https://doi.org/10.1037/0022-3514.89.6.852
Namie, G., & Namie, R. (2000). Workplace bullying: The silent epidemic. Employee Rights Quarterly, 1, 1-12.
Ng, S. B. C., Chen, Z. X., & Aryee, S. (2012). Abusive supervision in Chinese work settings. In X. Huang, & M. H. Bond, M.H. (Eds.) Handbook of Chinese Organizational Behavior: Integrating Theory, Research and Practice (pp. 164-183), Cheltenham, UK: Edward Elgar Publishing.
Park, H. T., Son, S. Y., & Yun, S. H. (2014). The types of abusive supervision and task performance. Journal of Human Resource Management Research, 21, 21-46. DOI: https://doi.org/10.14396/jhrmr.2014.21.3.21
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879-903. DOI: https://doi.org/10.1037/0021-9010.88.5.879
Praskova, A., Creed, P. A., & Hood, M. (2015). Self-regulatory processes mediating between calling and perceived employability and life satisfaction in emerging adults. Journal of Career Development, 42, 86-101. DOI: https://doi.org/10.1177/0894845314541517
Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42, 185-227. DOI: https://doi.org/10.1080/00273170701341316
Rafferty, A. E., & Restubog, S. L. D. (2011). The influence of abusive supervisors on followers’ organizational citizenship behaviours: The hidden costs of abusive supervision. British Journal of Management, 22, 270-285. DOI: https://doi.org/10.1111/j.1467-8551.2010.00732.x
Richman, J. A., Flaherty, J. A., Rospenda, K. M., & Christensen, M. L. (1992). Mental health consequences and correlates of reported medical student abuse. Jama, 267, 692-694. DOI: https://doi.org/10.1001/jama.1992.03480050096032
Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38, 1442-1465.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 178-190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33, 261-289. DOI: https://doi.org/10.1177/0149206307300812
Tepper, B. J., Henle, C. A., Lambert, L. S., Giacalone, R. A., & Duffy, M. K. (2008). Abusive supervision and subordinates' organization deviance. Journal of Applied Psychology, 93, 721-732. DOI: https://doi.org/10.1037/0021-9010.93.4.721
Xu, E., Huang, X., Lam, C. K., & Miao, Q. (2012). Abusive supervision and work behaviors: The mediating role of LMX. Journal of Organizational Behavior, 33, 531-543. DOI: https://doi.org/10.1002/job.768
Zhang, Y., & Bednall, T. C. (2016). Antecedents of abusive supervision: A meta-analytic review. Journal of Business Ethics, 139, 455-471. DOI: https://doi.org/10.1007/s10551-015-2657-6