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1 – 10 of over 54000Wei He, Zheng Zhang and Qian Guo
Based on the conservation of resources theory, the authors explore the relationship between humble leadership and employee procrastination by introducing career calling and…
Abstract
Purpose
Based on the conservation of resources theory, the authors explore the relationship between humble leadership and employee procrastination by introducing career calling and promotion focus, and constructing a moderated mediation model aiming to reveal the influence of humble leadership on employee procrastination.
Design/methodology/approach
A total of 217 valid samples were obtained using a two-time point paired questionnaire. The proposed hypotheses were tested using hierarchical regression.
Findings
Hierarchical regression results indicated that humble leadership had a significant negative effect on employee procrastination. Career calling played a fully mediating role in humble leadership and employee procrastination. Promotion focus not only plays a positive moderating role between humble leadership and career calling but also moderates the mediating role of career calling.
Practical implications
Managers should pay attention to the cultivation of their own character of humility in the process of communicating with their subordinates, increase employees' career calling from various aspects to improve employees’ sense of meaning and value for their work and understand employees' situation for personalized management.
Originality/value
This study reveals for the first time the inhibitory effect of humble leadership on employee procrastination through the conservation of resources theory. This helps in expanding research on the antecedents of procrastination behavior and enriching research on the effects of implementing humble leadership. For this reason, the study contributes to the literature on humble leadership, employee procrastination and the conservation of resources theory.
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Chunyu Zhang, Andreas Hirschi, Anne Herrmann, Jia Wei and Jinfu Zhang
The purpose of this paper is to test if the effects of a self-directed career attitude on career and life satisfaction are mediated by a person’s sense of calling and moderated by…
Abstract
Purpose
The purpose of this paper is to test if the effects of a self-directed career attitude on career and life satisfaction are mediated by a person’s sense of calling and moderated by job insecurity in a sample of Chinese employees.
Design/methodology/approach
Among a sample of Chinese employees (n=263), in this paper, a moderated mediation analysis with bootstrapping was applied to test the hypotheses.
Findings
The results showed that calling mediates the effects of a self-directed career attitude on career satisfaction and life satisfaction. Job insecurity moderated the effect on life satisfaction but not on career satisfaction. The effect on life satisfaction were stronger under higher levels of job insecurity.
Research limitations/implications
These results suggest that a self-directed career attitude may help people develop a calling, which in turn relates to increased subjective career success and well-being. In addition, the notion of a calling may be especially important for well-being in unstable job circumstances.
Originality/value
This study is the first to explore a calling and a self-directed career attitude in a sample of Chinese employees. Corresponding to contemporary China’s rapidly changing context of economy and career development, a self-directed career orientation plays an important role in Chinese employees’ calling and subjective career success.
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Zhengqiao Liu, Yongzhong Jiang, Zhu Yao, Xiliang Liu, Li Zhao and Xianchun Zhang
Based on self-consistency theory and conservation of resource theory, this study aims to discuss the impact of career calling congruence on employees’ innovation performance (IP…
Abstract
Purpose
Based on self-consistency theory and conservation of resource theory, this study aims to discuss the impact of career calling congruence on employees’ innovation performance (IP) and analyzes the mediating effect of work passion [harmonious passion (HP) and obsessive passion (OP)].
Design/methodology/approach
To avoid serious common method biases, data in this paper were collected at three-wave. This paper investigated 381 employees to assess their career calling in time 1, measured their work passion in time 2 and assessed the IP of these employees in time 3. This paper also conducts confirmatory factor analysis, polynomial regression, response surface analysis, bootstrapping test and simple slope test to verify the research hypothesis in this paper.
Findings
In the career calling congruence case, employees’ HP, OP and IP are higher when both levels of serving oneself career calling and helping others career calling are high than when both are low; In the career calling incongruence case, employees’ HP, OP and IP are higher in the “low serving oneself and high helping others” case than in the “high serving oneself and low helping others” case; The more congruent the “serving oneself” and “helping others” career calling are, the higher the employees’ HP, OP and IP will be; and HP and OP mediate the relationship between career calling congruence and IP.
Originality/value
This study further clarifies the structure of career calling and find the positive effects of career calling on IP. The results present a deeper understanding of career calling and are universal applicable to the eastern culture context.
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The goal of this study was to understand the relationships between mentoring roles, career calling, and the transmission of tacit knowledge in the setting of executive development…
Abstract
Purpose
The goal of this study was to understand the relationships between mentoring roles, career calling, and the transmission of tacit knowledge in the setting of executive development centers. The purpose of this research was to determine if there is a link between mentoring roles and the transmission of tacit knowledge and, if so, to what extent mentoring structure and culture moderate this link.
Design/methodology/approach
The study used a quantitative strategy based on partial least squares structural equation modeling (PLS-SEM) to examine information gathered from 287 workers at four executive development centers. Mentoring roles, vocational calling, and the transmission of tacit knowledge were quantified using scales derived from existing research.
Findings
Results showed a beneficial association between mentoring roles and vocational interest. Tacit knowledge was more likely to be shared when it was directly related to one’s chosen profession. A person’s vocation mediated the connection between mentoring roles and the transmission of tacit knowledge. Furthermore, the form of mentoring moderated the relationship of mentoring roles and the transfer of tacit knowledge.
Originality/value
This study is novel because it investigates the interplay between mentoring roles, vocational vocation, and the transmission of tacit knowledge in a non-traditional business setting. This research emphasizes the mediating impact of vocation and the moderating effect of mentorship structure in influencing knowledge-sharing practices in Pakistan’s public sector.
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Fuqiang Zhao, Hanqiu Zhu, Yun Chen and Longdong Wang
Drawing on the work as calling theory, the purpose of this study is to explore how and when career calling promotes taking charge by focusing on the mediating effects of work…
Abstract
Purpose
Drawing on the work as calling theory, the purpose of this study is to explore how and when career calling promotes taking charge by focusing on the mediating effects of work meaningfulness and felt obligation and the moderating role of family-friendly human resource practice (FF-HRP).
Design/methodology/approach
The authors collected data from 293 supervisor–employee dyads at three time points in southeastern China. Path analysis and bootstrap method were used for hypothesis testing.
Findings
Employees' perceived career calling positively affected taking charge through work meaningfulness and felt obligation. The positive effects of career calling on work meaningfulness and felt obligation as well as the indirect effect of career calling on taking charge are stronger when employees perceive high levels of FF-HRP.
Practical implications
Organizational interventions should be designed to enhance employees' sense of calling, and the organization should inspire employees to take charge by awakening their perception of work meaningfulness and obligation. Moreover, FF-HRP should be implemented as a form of organizational support.
Originality/value
This research identifies work meaningfulness and felt obligation as mediators that link career calling to taking charge and reveals the role of FF-HRP in amplifying the positive impact of career calling.
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Xudong Ni, Xingkui Zhu, Wenjun Bian, Jiyu Li, Chen Pan and Chengkai Pan
This paper aims to explore how leader career calling stimulates employee career growth, with the supervisor–subordinate guanxi serving as a moderating factor.
Abstract
Purpose
This paper aims to explore how leader career calling stimulates employee career growth, with the supervisor–subordinate guanxi serving as a moderating factor.
Design/methodology/approach
Study 1 demonstrated that high leader career calling served as a catalyst for employee career crafting. The experiment provided causal evidence for the relationship between these two constructs, exhibiting strong internal validity. However, due to the challenges in measuring supervisor–subordinate guanxi and career growth within the context of a scenario experiment, Study 2 was designed to test the entire model and enhance the external validity of the findings.
Findings
Leader career calling significantly predicts employee career growth, while employee career crafting serves as a mediating mechanism in the relationship between leader career calling and employee career growth. Moreover, supervisor–subordinate guanxi positively moderates the relationship between leader career calling and employee career crafting. Furthermore, the mediating effect of employee career crafting in the relationship between leader career calling and employee career growth is contingent upon the quality of supervisor–subordinate guanxi. This study sheds light on the role of leader career calling in employee career growth and provides insights into the mechanisms facilitating employee career growth.
Originality/value
Firstly, it explores leader-to-employee career calling transmission, extending the career calling study beyond individual impacts. It emphasizes how leaders' work attitudes shape employee career growth. Secondly, it reveals career crafting as a mediator between leader career calling and employee career growth, identifying a new influence mechanism and expanding upon the primarily job crafting-focused existing literature. Lastly, it identifies supervisor–subordinate guanxi quality as a moderator in the leader career calling-employee career crafting relationship. This perspective enriches career calling research, illustrating how specific conditions stimulate career crafting.
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The purpose of this study is to investigate the relationship between sense of calling and career satisfaction of hotel frontline employees and to analyze the mediation role of…
Abstract
Purpose
The purpose of this study is to investigate the relationship between sense of calling and career satisfaction of hotel frontline employees and to analyze the mediation role of knowledge sharing with organizational members given the rapidly growing academic interest in the meaning of work.
Design/methodology/approach
Based on a survey of 357 frontline employees in 12 super-deluxe hotels in Korea, this study performed confirmatory factor analysis and structural equation modeling analysis to test the hypothesis of causal relationships in the research model.
Findings
Drawing on self-determination theory (SDT), this study shows that sense of calling has a positive and significant effect on the career satisfaction of hotel frontline employees and that the relationship was mediated by active participation in knowledge sharing with supervisors and coworkers.
Practical implications
The research result highlights the significance of service providers’ calling orientation on career satisfaction and their pursuit of skills and knowledge for higher personal development and performance to achieve career success.
Originality/value
Based on SDT, this study deepens our understanding on the process of how calling orientation leads to career satisfaction and knowledge sharing behavior in organizations.
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Linzi J. Kemp, Norita Ahmad, Lucia Pappalardo and Alison Williams
The purpose of this study is to investigate career choices by female graduates from science, technology, engineering and mathematics (STEM) to determine factors that influenced…
Abstract
Purpose
The purpose of this study is to investigate career choices by female graduates from science, technology, engineering and mathematics (STEM) to determine factors that influenced their entry, abandonment or persistence of STEM careers.
Design/methodology/approach
Life history narratives were collected from a sample group of employed citizens and expatriate women (all STEM graduates) in the United Arab Emirates (UAE). Content of interview transcripts was analyzed for emergent themes of influence on these participants career decisions.
Findings
Four significant themes of calling were found: gift of intellect, belief in a faith, shared community and meaning of work. A typology of calling was constructed to reflect these themes influences on the entry, abandonment or persistence of women in a STEM career.
Research limitations/implications
The results of this study were from a small sample of women in a particular country. The implication is to extend this study to a larger number of participants and to other countries to generalize the results.
Practical implications
Insight into career decisions of female STEM graduates impacts on employee recruitment and retention policies within those professions.
Originality/value
Research originality is evident, to the best of the authors’ knowledge, as this is the first study to explore the influence of calling for careers of STEM women working in the Middle East North Africa region.
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Bernadeta Goštautaitė, Ilona Bučiūnienė, Anna Dalla Rosa, Ryan Duffy and Haram Julia Kim
The association of calling with burnout is not well understood. This study investigates how calling influences burnout and what the roles of social worth and career stage are in…
Abstract
Purpose
The association of calling with burnout is not well understood. This study investigates how calling influences burnout and what the roles of social worth and career stage are in this relation. Drawing from the Conservation of Resources Theory, we expect that calling may be negatively associated with burnout through increased social worth and that career stage moderates these relationships.
Design/methodology/approach
Based on a sample of 566 healthcare professionals, we conducted regression analyses with bootstrapping procedures to test the proposed hypotheses.
Findings
The findings show that social worth mediates the negative relation between calling and burnout. Additionally, the positive relation between calling and social worth was more pronounced for late-career employees; yet, the negative relation between social worth and burnout was stronger for early-career employees.
Practical implications
The findings suggest that searching and pursuing a professional calling is beneficial for individuals. Additionally, social worth is crucial in this relation and could be used to actively prevent burnout.
Originality/value
The study advances our understanding of the consequences of calling for employees by explaining the underlying mechanism between calling and burnout and its importance at different career stages.
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Kathryn H. Dekas and Wayne E. Baker
A work orientation represents a person’s beliefs about the meaning of work – the function work plays in the person’s life and the constellation of values and assumptions the…
Abstract
Purpose
A work orientation represents a person’s beliefs about the meaning of work – the function work plays in the person’s life and the constellation of values and assumptions the person holds about the work domain. Research has suggested that adults tend to favor one of three primary work orientations: job, career, or calling. Empirical studies have shown that adults with different primary work orientations tend to experience different work and career outcomes; however, scholars have not analyzed how or why an individual first develops a work orientation. In this study, we take a first step toward investigating the origins of adults’ work orientations.
Design/methodology/approach
We propose hypotheses drawing on extant literature on the development of work values and occupational inheritance. We test hypotheses using a retrospective research design and survey methodology, with a sample of working adults.
Findings
Work orientations are developed through socialization processes with parents during adolescence. There are different patterns of development across the three work orientation categories: stronger calling orientations are developed when both parents possess strong calling orientations; stronger career orientations develop in accordance with fathers’ career orientations; and job orientations are related more to the nature of the adolescent’s relationship with parents than with parents’ own work orientations.
Originality/value
This research provides the first empirical study of the origin and development of work orientations.
Research limitations/implications
This research offers insight into ways generations are connected through the perceived meaning of their work, even as the nature of work changes. We encourage future scholars to use this as a starting point for research on the development of work orientations, and to continue exploring these questions using additional methods, particularly longitudinal study designs.
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