使命感的影响效果

使命感(calling)作为一个前沿主题, 近年来受到理论界和实务界的广泛关注。根据PRISMA申明推荐的文献搜索流程, 保留国内外使命感的影响效果相关文献, 对这些文献进行系统梳理和分析, 总结出使命感影响效果的三种变量类型：职业心理与状态、职业技能与能力以及职业过程与产出。未来研究应进一步探索使命感消极影响, 关注双刃剑效应; 分析使命感文化差异, 探讨跨文化比较效应; 构建使命感团队模型, 延伸研究层次; 追踪使命感变化, 构建动态模型。

The consequences of calling

As a frontier topic, calling has received extensive attention from scholars and practitioners in recent years. According to the flow of information through the different phases of a systematic review recommended by preferred reporting items for systematic reviews and meta-analyses statement, we used four steps including identification, screening, eligibility, and included, so as to search and filter the literature sample relevant to calling. First, using the keyword “calling”, we identified literature through Chinese databases of CNKI, VIP and Wanfang Database, and through English databases of Web of Science, ProQuest and EBSCO/host. Second, with respect to the literature identified from the initial search through database searching, we removed the duplicate literature between Chinese and English databases. Third, regarding the literature after duplicates removed, we assessed the obtained literature and excluded articles irrelevant to the fields of psychology and management for eligibility. Last, after reading the full text articles, we eliminated the literature unrelated to calling and deleted the literature irrelevant to its consequences, and fifty seven full text articles are included in quantitative synthesis as a sample of literature review on the theme of calling. We used VOSviewer to visual analyze the retained literature sample about the consequences of calling, and yielded two resultant views including network visualization and density visualization. Results of the network visualization reveal a four-cluster network. Cluster one is the “intra-occupational career processes and outcomes” and “career psychology and states” approach, and the crucial constructs are job performance, job satisfaction, and career commitment. Cluster two is the “career skills and capabilities” and “intra-occupational career processes and outcomes” approach, which contains the core constructs such as self-efficacy, outcome expectation, and career satisfaction. Cluster three is the “extra-occupational career processes and outcomes” approach, and the representative concepts are life meaning and life satisfaction. Cluster four is the “career psychology and states” and “intra-occupational career processes and outcomes” approach to calling, and the crucial constructs of this cluster are motivation and work engagement. In addition, the results of the density visualization demonstrate that the density of item "calling" is high compared with other items, indicating that it occupies a central position in the field of research related to its consequences. Integrating a calling model of career success and work as a calling model, with the results of literature visualization, we summarized three types of the calling consequences, including career psychology and states, career skills and capabilities, as well as career processes and outcomes. Our work also offers several limitations, which may help future researchers to extend this line of research. First, future research could concentrate on the potential negative impact of calling and focus on its double-edged sword effect, in order to provide a more comprehensive and dialectical explanation of the mechanism of calling, as well as reveal the potential costs of its negative effects. Second, it is interesting to analyze the cultural differences of calling and discuss its cross-cultural comparisons, so as to break the limitations of cultural backgrounds, and expand the study of calling in Chinese organizational contexts. Third, future studies should develop a team model of calling and extend the research level, and explore the team-level calling model according to the perspective of team pro-social motivation and social information processing theory. Fourth, the variations of calling and its dynamic model has not yet been sufficiently investigated, it is thus worth suggesting that future research should use the daily dairy study as an analytical tool to conduct in-depth analysis of perceived calling on a daily basis, in order to break the limitations of the static perspective of calling in previous studies and explore the daily changes brought about by daily perceived calling on its consequences.