共查询到20条相似文献,搜索用时 31 毫秒
1.
The current study examined the relation between perceiving a calling, living a calling, and job satisfaction among a diverse group of employed adults who completed an online survey (N = 201). Perceiving a calling and living a calling were positively correlated with career commitment, work meaning, and job satisfaction. Living a calling moderated the relations of perceiving a calling with career commitment and work meaning, such that these relations were more robust for those with a stronger sense they were living their calling. Additionally, a moderated, multiple mediator model was run to examine the mediating role of career commitment and work meaning in the relation of perceiving a calling and job satisfaction, while accounting for the moderating role of living a calling. Results indicated that work meaning and career commitment fully mediated the relation between perceiving a calling and job satisfaction. However, the indirect effects of work meaning and career commitment were only significant for individuals with high levels of living a calling, indicating the importance of living a calling in the link between perceiving a calling and job satisfaction. Implications for research and practice are discussed. 相似文献
2.
Ryan D. Duffy Richard P. Douglass Kelsey L. Autin Jessica England Bryan J. Dik 《The journal of positive psychology》2016,11(6):634-646
The present studies examined the potential dark side of perceiving and living a calling with diverse samples of employed adults. In Study 1, living a calling and life meaning were found to suppress the relation between perceiving a calling and life satisfaction, resulting in these variables being significantly, negatively related. This suggests that perceiving a calling may predict decreased well-being when it is not lived out and does not provide meaning. In Study 2, participants living a calling did not experience greater burnout, workaholism, or organizational exploitation. Additionally, counter to hypotheses, living a calling was found to be a significant buffer in the relation of burnout/exploitation and job satisfaction. Specifically, the slope of the relation between living a calling and job satisfaction was more pronounced with individuals experiencing high levels of burnout/exploitation. These findings suggest that living a calling may help individuals in difficult working conditions maintain job satisfaction. 相似文献
3.
4.
《Journal of Vocational Behavior》2014,84(3):428-436
Work as a calling is an emerging concept for scholars across a variety of psychological disciplines. In the current paper, the extant literature on calling is reviewed, showcasing its salience among college student and adult populations and highlighting consistent links between perceiving a calling and heightened levels of career maturity, career commitment, work meaning, job satisfaction, life meaning, and life satisfaction. These links appear most robust when individuals are actually living out their calling at work. Seven suggestions are proposed for future researchers to better understand what it means to have and live a calling: developing a stronger conceptual understanding, collecting more longitudinal data, studying more diverse cultural groups, focusing on behavioral outcomes, examining the dark side of a calling, building theory, and testing interventions. It is hoped that the promising research base and vast areas of potential growth will continue to make the study of calling attractive to scholars across psychological disciplines. 相似文献
5.
Ryan D. Duffy Kelsey L. Autin Richard P. Douglass 《The journal of positive psychology》2016,11(4):416-427
The current study examined how aspects of vocational privilege directly – and indirectly via work meaning and career commitment – related to living a calling. With an economically diverse sample of 361 employed adults, both social class and work volition were found to moderately to strongly correlate with work meaning, career commitment, and living a calling. We used a structural equation model and found career commitment and work meaning to significantly predict living a calling and fully mediate the link between work volition and living a calling. Additionally, social class related to work meaning and career commitment via work volition. Findings suggest that the links between social class, work volition, and living a calling may be explained by individuals working in jobs they are committed to and that are meaningful, and that work volition may represent the gateway from social class to the experience of fulfilling work. Implications for practice are discussed. 相似文献
6.
7.
This study examines the predictors and outcomes of mentoring received by participants of a 12-month formal mentoring program. Based on relationship theory, we examined how the personality of the individuals in the mentoring dyad, their perceived similarity, and mentor perceived support for mentoring contributed to relationship outcomes. The study includes data from both mentors and protégés at the program launch, midway through the program, and at program close. Mentor proactivity was related to more career and psychosocial mentoring; protégé’s perceptions of similarity to the mentor was related to more psychosocial mentoring. More mentoring was related to positive protégé and mentor outcomes, including improved protégé career clarity over the duration of the study. 相似文献
8.
Drawing on career construction theory, this study examined the relationship between calling and work engagement and subjective career success (i.e., career satisfaction) and the mediating role of career adaptability with a sample of 832 Chinese employees. Results from a time-lagged survey study showed that: (1) calling (measured at time 1) positively related to an employee's career adaptability, work engagement, and career satisfaction (measured at time 2), and (2) career adaptability mediated the relationship between calling and work engagement and career satisfaction. Based on the findings, theoretical and practical implications of this study and directions for future research are discussed. 相似文献
9.
Antecedents and outcomes of career plateaus: The roles of mentoring others and proactive personality
Yu-Hsuan Wang Changya Hu Carrie S. Hurst Chun-Chi Yang 《Journal of Vocational Behavior》2014,85(3):319-328
Although mentoring others and career plateaus are both common experiences for seasoned employees, they are rarely examined together. In this study, we considered mentoring others as an antecedent of career plateaus and emotional exhaustion and turnover intentions as outcomes of career plateaus for mentors. We also examined the moderating role of mentors' proactive personality. Results of hierarchical regression analyses based on 188 mentoring dyads indicated that career-focused mentoring alleviated both hierarchical and job content plateauing perceptions. Mentors' proactive personality moderated the relationship between career-focused mentoring and hierarchical plateauing such that the negative relationship is stronger for low proactive personality mentors. Hierarchical plateaus were positively related to mentors' emotional exhaustion and turnover intentions whereas job content plateaus only positively related to turnover intentions. Proactive personality moderated the relationship between job content plateaus and mentors' work-related attitudes such that the positive relationships were stronger for more proactive mentors. The implications and future research suggestions are discussed. 相似文献
10.
Ryan D. Duffy Jessica W. England Richard P. Douglass Kelsey L. Autin Blake A. Allan 《Journal of Vocational Behavior》2017
The current study examined moderator variables that may accentuate the effect of perceiving a calling on well-being amongst a large and diverse sample of working adults (N = 746). Drawing from Self Determination Theory (SDT; Deci & Ryan, 2000) and the Psychology of Working Theory (PWT: Duffy, Blustein, Diemer, & Autin, 2016), perceiving a calling was hypothesized to have greater effects on wellbeing for individuals with greater calling motivation and access to vocational opportunity, as assessed by income and work volition. Three moderated, multiple mediator models using structural equation modeling were run to test these hypotheses. Specifically, life meaning and living a calling were positioned as mediator variables in the relation of perceiving a calling to life satisfaction and the paths from perceiving a calling to the mediators were proposed to be significantly moderated. Calling motivation was found to be a significant moderator for both paths, supporting propositions of SDT. As the motivation to pursue one's calling increased, the direct effects on life meaning and living a calling and the indirect effects on life satisfaction were stronger. Income was also found to be a significant moderator, supporting propositions of the PWT, but only in the relation of perceiving a calling to living a calling. It was proposed that work volition—a variable related to the perception of vocational opportunity—may be better positioned as correlate of calling variables versus a moderator variable affecting the impact of having a calling. Practical implications are discussed. 相似文献
11.
Gerhard Blickle Paula B. Schneider James A. Meurs Pamela L. Perrewé 《Journal of applied social psychology》2010,40(8):1897-1920
Mentoring is prototypically intended to advance the personal and professional growth of new employees at work. Although meta‐analyses have found that receiving mentoring can result in beneficial outcomes for employees' career success, employees may perceive barriers to obtaining a mentor. The present research examined antecedents and consequences to perceived barriers to mentoring in business and administrative jobs in a field study over 2 years. Socioeconomic origin, positive affectivity, organizational development culture, and previous mentoring experience predicted perceived barriers to mentoring after 2 years. New employees' perceived barriers to mentoring at Time 1 predicted changes in mentoring received and income after 2 years. Implications of this study, including a proposed mentoring training program, and directions for future research are discussed. 相似文献
12.
Ryan D. Duffy Carrie L. Torrey Jessica England Elliot A. Tebbe 《The journal of positive psychology》2017,12(4):399-413
This mixed methods study aimed to examine the experiences of a calling in retirement with a sample of 196 retired adults. First, a qualitative analysis explored the types of activities participants experienced as a calling as well as the types of barriers that participants perceived as keeping them from living their calling. ‘Helping Others’ emerged as the largest category of calling that participants endorsed and ‘No Resources to Live Calling’ emerged as the most frequently endorsed barrier. Building on our qualitative findings, we conducted a quantitative analysis to examine the relation of perceiving a calling with well-being. Consistent with prior research with working adult populations and in support of our hypotheses, perceiving a calling related to life meaning and life satisfaction, and structural equation modeling demonstrated that life meaning and living a calling (via life meaning) fully mediated the perceiving calling–life satisfaction relation. Implications for research and practice are discussed. 相似文献
13.
Rajashi Ghosh 《Journal of Vocational Behavior》2014,84(3):367-384
The value of mentoring is growing substantially as organizations take a renewed interest in employee development to better survive in the dynamic and competitive market today. In the wake of this renewed interest, this meta-analysis was conducted to quantitatively review the multi-level antecedents (e.g., individual, relational, and structural/organizational) of different kinds of mentoring support (e.g., career, psychosocial, role modeling) in organizational settings and to revisit the theoretical underpinnings of each antecedent. Results indicated some key antecedents of mentoring support at individual (e.g., protégé's proactivity, protégé's learning goal orientation, mentor's transformational leadership), relational (e.g., affect based trust, perceived similarity), and structural/organizational levels (e.g., organizational support for mentoring, supervisory mentoring). Recommendations for future research and organizational practice of mentoring are presented. 相似文献
14.
Theory-based longitudinal research on career calling is sparse. In a two-wave, cross-lagged panel design we assessed Hall and Chandler's (2005) calling model of psychological career success using 216 young adults (M age = 20.44 years, SD = 2.54). We tested if changes in career calling over time were associated with changes in goal-directed effort (work effort and career strategies) and psychological career success (life meaning and career adaptability) over time, and if goal-directed effort mediated between career calling and psychological career success over time. The standard causal model showed a better fit over the base, reverse, and reciprocal causation models. T1 career calling predicted T2 work effort, career strategies, life meaning, and career adaptability. Only career strategies mediated between T1 career calling and T2 life meaning and T2 career adaptability. Limitations and future directions are discussed. 相似文献
15.
16.
本研究以436名师范生为研究对象,采取社会认知职业理论(SCCT)为理论分析视角探讨了职业使命感对大学生学业投入的影响及其内在机制。结果表明:(1)职业使命感可以显著提高师范生的学业投入度;(2)职业结果期待和职业自我效能在职业使命感与学业投入之间起到部分中介作用;(3)职业使命感还可以通过职业结果期待、职业自我效能影响职业满意度,进而影响大学生的学业投入。最后,本研究对实践意义和研究局限进行了讨论。 相似文献
17.
Gerhard Blickle Alexander H. Witzki Paula B. Schneider 《Journal of Vocational Behavior》2009,74(2):181-189
Career success of early employees was analyzed from a power perspective and a developmental network perspective. In a predictive field study with 112 employees mentoring support and mentors’ power were assessed in the first wave, employees’ networking was assessed after two years, and career success (i.e. income and hierarchical position) and career satisfaction were assessed after three years. Networking was the most robust predictor of career success. Mentoring received predicted career satisfaction and its effects on objective career success were mediated by networking. Further, mentoring by a powerful mentor predicted objective career success beyond networking. Based on previous findings we argue that these findings underscore the critical relationship between early career employees’ networking behaviors and mentoring received. 相似文献
18.
Work as a calling is an emerging concept for scholars across a variety of psychological disciplines. In the current paper, the extant literature on calling is reviewed, showcasing its salience among college student and adult populations and highlighting consistent links between perceiving a calling and heightened levels of career maturity, career commitment, work meaning, job satisfaction, life meaning, and life satisfaction. These links appear most robust when individuals are actually living out their calling at work. Seven suggestions are proposed for future researchers to better understand what it means to have and live a calling: developing a stronger conceptual understanding, collecting more longitudinal data, studying more diverse cultural groups, focusing on behavioral outcomes, examining the dark side of a calling, building theory, and testing interventions. It is hoped that the promising research base and vast areas of potential growth will continue to make the study of calling attractive to scholars across psychological disciplines. 相似文献
19.
《The journal of positive psychology》2013,8(5):362-371
This study investigates the role of applying the individual signature strengths at work for positive experiences at work (i.e. job satisfaction, pleasure, engagement, and meaning) and calling. A sample of 111 employees from various occupations completed measures on character strengths, positive experiences at work, and calling. Co-workers (N?=?111) rated the applicability of character strengths at work. Correlations between the applicability of character strengths and positive experiences at work decreased with intraindividual centrality of strengths (ranked strengths from the highest to the lowest). The level of positive experiences and calling were higher when four to seven signature strengths were applied at work compared to less than four. Positive experiences partially mediated the effect of the number of applied signature strengths on calling. Implications for further research and practice will be discussed. 相似文献
20.
Ryan D. Duffy Richard P. DouglassKelsey L. Autin Blake A. Allan 《Journal of Vocational Behavior》2014,85(3):309-318
The current study examined predictors and outcomes of a career calling among 292 undergraduate students at two time points over a three-month period. Using structural equation modeling, a model was tested that examined the extent to which calling, life meaning, the search for life meaning, vocational clarity, and personal growth at Time 1 would predict these same variables at Time 2. Results showed that calling was a significant predictor of personal growth and life meaning and that life meaning, the search for life meaning, and vocational self-clarity significantly predicted the presence of a calling. Although findings demonstrating calling as a predictor variable are consistent with previous research, these results also demonstrate the potential reciprocal relation of calling to proximal work and well-being variables over time. Implications and future research directions are discussed. 相似文献