Calling and the Good Life: A Meta-Analysis and Theoretical Extension

Abstract

While a positive view of calling has been ubiquitous since its introduction into the literature over two decades ago, research remains unsettled about the extent to which it contributes to various aspects of the good life: an optimal way of living well via worthwhile endeavors. Further, scholars have identified two conceptual types of calling, marked by internal versus external foci; yet their differential impact on outcomes indicative of the good life, such as eudaimonic and hedonic well-being (characterized by the experience of purpose and meaning versus pleasure and happiness, respectively), is unknown. Through a meta-analysis of 201 studies, we provide the first systematic review focused on these two fundamental theoretical issues in the calling literature: how strongly related callings are to outcomes in the domains of work and life and which type of calling (internally or externally focused) more strongly predicts these outcomes, if either. We find that callings more strongly relate to outcomes indicative of the good life than recently argued. We further find that callings are more strongly linked to work than to life outcomes and to eudaimonic than to hedonic outcomes. The two types of calling converge in being associated with many similar outcomes, but they show some divergence: internally focused callings are more positively related to hedonic outcomes and less positively related to eudaimonic outcomes, relative to externally focused callings. This finding supports a view of callings as hierarchically structured, with a higher-order calling factor composed of two correlated yet distinct lower-order calling types. Integrating our meta-analytic findings with relevant literatures, we propose a theoretical model that addresses psychological and social need fulfillment through which different types of callings contribute to the good life.

Callings can take different shapes: Scope, proximity and duration as new complexifications of calling

“…Moreover, these approaches focus more on identifying different sources of calling or between different orientations in living a calling, as opposed to differences in the nature of calling itself (e.g. Dobrow et al, 2023; Duffy et al, 2012). Instead, our conceptualization focuses on differentiating between the shapes of the callings that one might discover; meaning, regardless of the source of calling, the strength of calling, or specific occupation to which one feels called, we propose that there are meaningful differences in the shapes that a calling can take.…”

“…Because of the prosocial nature of calling, benefits may accrue to society beyond the workplace, especially through volunteer work (Duffy et al, 2018; Wrzesniewski et al, 1997). However, calling can in some instances be a ‘double‐edged sword’ that increases vulnerability to burnout and exhaustion, managerial exploitation and lower financial well‐being (Berkelaar & Buzzanell, 2015; Bikos et al, 2021; Dobrow, 2013; Dobrow et al, 2023; Duffy et al, 2018; Hall & Chandler, 2005). Indeed, some may even find themselves unable to live out their callings at all (Berg et al, 2010), leading to different outcomes depending on the context of the labour market and the availability of good counsel (Sentz, 2016).…”

“…Indeed, some may even find themselves unable to live out their callings at all (Berg et al, 2010), leading to different outcomes depending on the context of the labour market and the availability of good counsel (Sentz, 2016). Dobrow et al (2023) recent meta‐analysis acknowledged this double‐edged sword and found primarily positive outcomes but divergence depending on the type of calling. This mosaic of outcomes is complex and challenging to dissect, providing unclear guidance to people at important junctions in their lives and careers (Thompson & Bunderson, 2019; Wilding, 2018).…”

How does leader career calling stimulate employee career growth? The role of career crafting and supervisor–subordinate guanxi

“…For individuals, these include buffering effects on stress (Wrzesniewski et al. , 1997), enhancing a sense of meaningfulness in work (Bunderson and Thompson, 2009) and providing an important pathway to achieving the good life (Dobrow et al. , 2023).…”

Ethics and the Future of Meaningful Work: Introduction to the Special Issue

“…Management researchers also spent a great deal of time researching and cataloging what it means to view work as meaningful, including conceptualizations of work as a calling, passion, or purpose. Within the past few years, researchers have published several literature reviews (Bailey et al, 2019b;Blustein et al, 2023;Laaser & Karlsson, 2022;Lysova et al, 2019a;Thompson & Bunderson, 2019) and metaanalyses (Allan et al, 2019a(Allan et al, , 2019bDobrow et al, 2023), an edited handbook (Yeoman et al, 2019), and three journal special issues (Bailey et al, 2019a;Laaser, 2022;Lysova et al, 2019b) on these topics, illustrating growing scholarly attention. Meaningful work was also the inspiration for the theme of the 2016 Academy of Management conference in Anaheim, which aimed to foster conversations about "Making Organizations Meaningful."…”