Callings and work engagement: Moderated mediation model of work meaningfulness, occupational identity, and occupational self-efficacy.

Abstract

This is an unedited manuscript published in the Journal of Counseling PsychologyPlease note that the published underwent minor additional editing in style and content.Cite as: Hirschi, A. (2012) The funding source had no involvement in study design, in the collection, analysis and interpretation of data, in the writing of the report, or in the decision to submit the article for publication. CALLING AND WORK ENGAGMENT Callings and Work Engagement: Moderated Mediation Model of WorkMeaningfulness, Occupational Identity, and Occupational Self-Efficacy ABSTRACT Scholarly interest in callings is growing, but our understanding of how and when callings relate to career outcomes is incomplete. The present study investigated the possibility that the relationship of calling to work engagement is mediated by work meaningfulness, occupational identity, and occupational self-efficacy -and that this mediation depends on the degree of perceived person-job fit. I examined a highly educated sample of German employees (N=529) in diverse occupations and found support for two of the three hypothesized mediators -work meaningfulness and occupational identity -after controlling for the relation of core self-evaluations to work engagement. Contrary to expectations, the mediated relations of callings to work engagement were not conditional upon the degree of person-job fit. The findings are considered in terms of the pathways through which callings may relate to work engagement and other career development outcomes.

Calling orientations of junior doctors and medical interns in India: cultural, occupational and relational perspectives

“…Therefore, if ability is strengthened through behavioural involvement in an occupation, it could play a role in shaping the appraisal of one's work as a calling (Dobrow, 2013). While it has been suggested that the presence of a calling can increase an individual's belief in one's ability (Hirschi, 2012), the findings of the present study suggest that a loss of self-efficacy within a work domain can alter one's occupational outlook (Bandura, Barbaranelli, Caprara, & Pastorelli, 2001). One's expectations and efficacy beliefs can therefore not only help explain how initial callings develop or are subject to erosion over time, but also assist in clarifying how positive and supportive working environments are necessary for the growth and sustenance of a calling (Duffy, Manuel, Borges, & Bott, 2011).…”

The Mother Teresa Effect: The Modulation of Spirituality in using The CISM Model with Mental Health Service Providers

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University student’s engagement: development of the University Student Engagement Inventory (USEI)

“…In Europe, the engagement construct has emerged mainly in professional and occupational activities, and has been researched primarily in relation to business organizations (Bakker et al 2008;Hirschi 2012;Schaufeli & Bakker 2010). From the business organizations' perspective, work engagement has been defined as a positive, fulfilling, affective-motivational psychological state that is characterized by vigour, dedication and absorption associated with work-related well-being (Bakker et al 2008).…”