an article by Tiago Esteves and Miguel Pereira Lopes (University of Lisbon, Portugal) published in Journal of Career Development Volume 44 Issue 1 (2017)
Abstract
Despite the emerging interest in the job crafting construct, researchers know little about its dimensions and their potential benefits for organizations.
In a quantitative investigation, using a self-report questionnaire among a group of 189 Portuguese nurses and nursing assistants, we analyze how job crafting can be strongly related to workers’ sense of calling and turnover intention.
The results indicate that sense of calling totally mediated the negative relation between the increase in challenging job demands and turnover intention. Although traditional assumption is that a sense of calling leads workers to craft their jobs, we theorize about the potential reverse path, given that our results support the possibility that sense of calling may be triggered when workers increase their own challenging job demands.
We recommend further research to provide additional insight into job crafting formation mechanism.
Showing posts with label calling. Show all posts
Showing posts with label calling. Show all posts
Tuesday, 28 March 2017
Thursday, 15 November 2012
Calling and Well-Being Among Adults: Differential Relations by Employment Status
an article by Carrie L. Torrey and Ryan D. Duffy (Department of Psychology, University of Florida, Gainesville, USA) published in Journal of Career Assessment Volume 20 Number 4 (November 2012)
Abstract
With a sample of 194 adults, approximately half of which were involuntarily unemployed, the present study explored:
For both groups, calling was a significant, moderate predictor of core self-evaluations.
Further, core self-evaluations was found to fully mediate in the link between calling and life satisfaction among the involuntarily unemployed group and partially mediate this relation among the employed/voluntarily unemployed group.
The results of the present study suggest that higher levels of calling (regardless of employment status) relates to life satisfaction via a more positive sense of self. For the employed/voluntarily unemployed group, there may be benefits of a calling beyond positive self-evaluations.
Abstract
With a sample of 194 adults, approximately half of which were involuntarily unemployed, the present study explored:
- how calling related to core self-evaluations and life satisfaction,
- whether core self-evaluations mediated the relation of calling to life satisfaction, and
- how these relations differed for employed/voluntarily unemployed and involuntarily unemployed adults.
For both groups, calling was a significant, moderate predictor of core self-evaluations.
Further, core self-evaluations was found to fully mediate in the link between calling and life satisfaction among the involuntarily unemployed group and partially mediate this relation among the employed/voluntarily unemployed group.
The results of the present study suggest that higher levels of calling (regardless of employment status) relates to life satisfaction via a more positive sense of self. For the employed/voluntarily unemployed group, there may be benefits of a calling beyond positive self-evaluations.
Wednesday, 29 August 2012
Measuring Meaningful Work: The Work and Meaning Inventory (WAMI)
Note: I came across this article in a secondary source and could not quite believe that I hadn't already blogged it. If I have I can’td find it so thought I’ better do it now.
an article by Michael F. Steger (Colorado State University, Fort Collins, USA and North-West University, Vanderbijlpark, South Africa), Bryan J. Dik (Colorado State University, Fort Collins, USA) and Ryan D. Duffy (University of Florida, Gainesville, USA) published in Journal of Career Assessment Volume 20 Number 3 (August 2012)
Abstract
Many people desire work that is meaningful. However, research in this area has attracted diverse ideas about meaningful work (MW), accompanied by an equally disparate collection of ways of assessing MW.
To further advance study in this area, the authors propose a multidimensional model of work as a subjectively meaningful experience consisting of experiencing positive meaning in work, sensing that work is a key avenue for making meaning, and perceiving one’s work to benefit some greater good.
The development of a scale to measure these dimensions is described, an initial appraisal of the reliability and construct validity of the instrument’s scores is reported using a sample of university employees (N = 370) representing diverse occupations.
MW scores correlated in predicted ways with work-related and general well-being indices, and accounted for unique variance beyond common predictors of job satisfaction, days reported absent from work, and life satisfaction.
The authors discuss ways in which this conceptual model provides advantages to scholars, counsellors, and organizations interested in fostering MW.
an article by Michael F. Steger (Colorado State University, Fort Collins, USA and North-West University, Vanderbijlpark, South Africa), Bryan J. Dik (Colorado State University, Fort Collins, USA) and Ryan D. Duffy (University of Florida, Gainesville, USA) published in Journal of Career Assessment Volume 20 Number 3 (August 2012)
Abstract
Many people desire work that is meaningful. However, research in this area has attracted diverse ideas about meaningful work (MW), accompanied by an equally disparate collection of ways of assessing MW.
To further advance study in this area, the authors propose a multidimensional model of work as a subjectively meaningful experience consisting of experiencing positive meaning in work, sensing that work is a key avenue for making meaning, and perceiving one’s work to benefit some greater good.
The development of a scale to measure these dimensions is described, an initial appraisal of the reliability and construct validity of the instrument’s scores is reported using a sample of university employees (N = 370) representing diverse occupations.
MW scores correlated in predicted ways with work-related and general well-being indices, and accounted for unique variance beyond common predictors of job satisfaction, days reported absent from work, and life satisfaction.
The authors discuss ways in which this conceptual model provides advantages to scholars, counsellors, and organizations interested in fostering MW.
Monday, 6 August 2012
Calling and Career Outcome Expectations: The Mediating Role of Self-efficacy
an article by José F. Domene, University of New Brunswick, Canada) published in Journal of Career Assessment Volume 20 Number 3 (August 2012)
Abstract
Links between young adults’ sense of calling, career outcome expectations, and self-efficacy were examined in a sample of 855 undergraduate students from three universities in Atlantic Canada.
Hierarchical multiple regression revealed that participants’ presence of and search for calling accounted for a small, but significant, portion of the variance in career outcome expectations.
Mediation analysis, conducted separately for each subdimension of calling, revealed that self-efficacy partially mediated the relation between purposeful work and outcome expectations, and fully mediated the relation for the calling dimensions of search for purposeful work, presence of transcendent summons, and presence of a prosocial orientation.
The pattern of findings suggests that the relation between sense of calling and expectations for a successful future occupational outcome is predominantly indirect, working through influencing students’ occupational self-efficacy.
Abstract
Links between young adults’ sense of calling, career outcome expectations, and self-efficacy were examined in a sample of 855 undergraduate students from three universities in Atlantic Canada.
Hierarchical multiple regression revealed that participants’ presence of and search for calling accounted for a small, but significant, portion of the variance in career outcome expectations.
Mediation analysis, conducted separately for each subdimension of calling, revealed that self-efficacy partially mediated the relation between purposeful work and outcome expectations, and fully mediated the relation for the calling dimensions of search for purposeful work, presence of transcendent summons, and presence of a prosocial orientation.
The pattern of findings suggests that the relation between sense of calling and expectations for a successful future occupational outcome is predominantly indirect, working through influencing students’ occupational self-efficacy.
Friday, 3 August 2012
Listen to Your Heart? Calling and Receptivity to Career Advice
an article by Shoshana R. Dobrow (Fordham University, New York, USA) and Jennifer Tosti-Kharas (San Francisco State University, USA) published in Journal of Career Assessment Volume 20 Number 3 (August 2012)
Abstract
This study explores calling in the context of career decision making. Specifically, the authors examine receptivity to advice that discourages individuals from pursuing a professional path in their calling’s domain.
The authors hypothesize that people with a strong calling will be more likely to ignore negative career advice.
In Study 1, a four-wave, 7-year longitudinal study following 450 amateur musicians across career stages, the regression analyses showed that those with a stronger calling toward music reported being more willing to ignore the discouraging career-related advice of a trusted mentor. These results held over time, such that an early calling predicted the degree to which young people were willing to ignore career advice equally strongly 6 weeks, 3½ years, and 7 years later.
In Study 2, the authors replicated these findings in a cross-sectional study of 131 business students. The authors discuss the implications for research on calling, as well as for counseling strong-calling individuals.
Abstract
This study explores calling in the context of career decision making. Specifically, the authors examine receptivity to advice that discourages individuals from pursuing a professional path in their calling’s domain.
The authors hypothesize that people with a strong calling will be more likely to ignore negative career advice.
In Study 1, a four-wave, 7-year longitudinal study following 450 amateur musicians across career stages, the regression analyses showed that those with a stronger calling toward music reported being more willing to ignore the discouraging career-related advice of a trusted mentor. These results held over time, such that an early calling predicted the degree to which young people were willing to ignore career advice equally strongly 6 weeks, 3½ years, and 7 years later.
In Study 2, the authors replicated these findings in a cross-sectional study of 131 business students. The authors discuss the implications for research on calling, as well as for counseling strong-calling individuals.
Tuesday, 31 July 2012
Development and Validation of the Calling and Vocation Questionnaire (CVQ) and Brief Calling Scale (BCS)
an article by Bryan J. Dik and Brandy M. Eldridge (Colorado State University, USA), Michael F. Steger (North-West University, Potchefstroom, South Africa) and Ryan D. Duffy (University of Florida, USA) published in Journal of Career Assessment Volume 20 Number 3 (August 2012)
Abstract
Research on work as a calling is limited by measurement concerns.
In response, the authors introduce the multidimensional Calling and Vocation Questionnaire (CVQ) and the Brief Calling scale (BCS), instruments assessing presence of, and search for, a calling.
Study 1 describes CVQ development using exploratory and confirmatory factor analysis (CFA) in a cross-validated split-sample approach with 456 undergraduates. The CVQ contained six reliable sub-scales that form CVQ-Presence and CVQ-Search scores, which demonstrated moderate 1-month test–retest reliability, good fit to a six-factor structure, and initial support for construct validity.
Study 2 reports a multi-trait–multi-method analysis with 134 undergraduates and 365 informants.
Self-reported CVQ and BCS scores moderately to strongly correlated with informant reports and scores for both instruments correlated in hypothesized directions with work hope, prosocial work motivation, life meaning, and the search for meaning.
CVQ and BCS scores provide psychometrically sound measures of calling, with the CVQ offering the potential for more fine-grained, multidimensional analyses.
Abstract
Research on work as a calling is limited by measurement concerns.
In response, the authors introduce the multidimensional Calling and Vocation Questionnaire (CVQ) and the Brief Calling scale (BCS), instruments assessing presence of, and search for, a calling.
Study 1 describes CVQ development using exploratory and confirmatory factor analysis (CFA) in a cross-validated split-sample approach with 456 undergraduates. The CVQ contained six reliable sub-scales that form CVQ-Presence and CVQ-Search scores, which demonstrated moderate 1-month test–retest reliability, good fit to a six-factor structure, and initial support for construct validity.
Study 2 reports a multi-trait–multi-method analysis with 134 undergraduates and 365 informants.
Self-reported CVQ and BCS scores moderately to strongly correlated with informant reports and scores for both instruments correlated in hypothesized directions with work hope, prosocial work motivation, life meaning, and the search for meaning.
CVQ and BCS scores provide psychometrically sound measures of calling, with the CVQ offering the potential for more fine-grained, multidimensional analyses.
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