South Korean Salespersons’ Calling, Job Performance, and Organizational Citizenship Behavior

Park, Jiyoung; Sohn, Young Woo; Ha, Yoo-Jin

doi:10.1177/1069072715599354

Cited by 83 publications

(79 citation statements)

References 58 publications

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“…Another important finding of this study is the mediating effect of career commitment on the effect of calling on nurses’ organizational citizenship behavior. This is consistent with Park, Sohn, and Ha () finding in which salespersons’ level of calling was positively associated with their OCBs. However, the current study adds the critical role that one's commitment towards career plays in linking calling and OCB.…”

Section: Discussionsupporting

confidence: 91%

The impact of perceived calling on work outcomes in a nursing context: The role of career commitment and living one’s calling

Afsar

Umrani

Khan

2019

J Appl Biobehavioral Res

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The current study examined the impact of perceived calling on nurses' organizational commitment, organizational citizenship behavior, workplace deviant behavior, and turnover intentions. Moreover, the mediating role of ca-| 3 of 18 AFSAR et Al. a career but a calling. Raatikainen (1997) found that those nurses who experienced a calling served patients altruistically, were highly satisfied and motivated, and acted proficiently. However, how living a calling and career commitment interact with calling to explain the effects of perceiving a calling on work-related outcomes is missing from the literature. In an effort to better understand these relations, the present study seeks to identify a mediated moderation model wherein calling and living a calling interact to predict organizational commitment, organizational citizenship behavior, workplace deviant behavior, and turnover intentions with career commitment mediating the effect of the interaction on the outcome variables.

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Section: Discussionsupporting

confidence: 91%

The impact of perceived calling on work outcomes in a nursing context: The role of career commitment and living one’s calling

Afsar

Umrani

Khan

2019

J Appl Biobehavioral Res

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“…Following suit, this study applied Organ's [22] framework as Organ's [22] altruism and courtesy were imbedded into social participation while sportsmanship and civic virtue overlap with loyalty within Van Dyne et al's [16] framework. Particularly, the current research focused heavily on two of Organ's [19] sub-concepts-altruism and civic virtue-since putting more emphasis on these allowed us to better capture the unique characteristics of Korean professional sports teams [25].…”

Section: Organizational Citizenship Behaviormentioning

confidence: 99%

“…In the case of empowerment, four items were adopted and modified from Spreitzer [48] and Hochwälder and Brucefors [66]. Finally, four items from Organ [21], Podsakoff, MacKenzie, Moorman, and Fetter [67] and Park et al [25] were utilized to measure OCB. Particularly, items assessing altruism and civic virtue were included in the questionnaire by considering the unique characteristics of South Korean professional sports organizations.…”

Section: Instrumentation and Data Analysesmentioning

confidence: 99%

Exploring Relationships among Organizational Culture, Empowerment, and Organizational Citizenship Behavior in the South Korean Professional Sport Industry

Yunduk

Kim

et al. 2019

Sustainability

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The purpose of this study was to examine the structural relationships among organizational culture, empowerment, and organizational citizenship behavior (OCB) of professional sports organizations in South Korea. In particular, this study emphasized the mediating effect of empowerment on the relationship between organizational culture and OCB. Research participants were 606 employees affiliated with 42 professional sports teams. The validity and reliability of the involved measures were examined through conducting confirmatory factor, Cronbach’s alpha, and correlation analyses. A structural equation modeling analysis with maximum likelihood estimation was conducted to test the relationships among the research variables. The findings revealed that all of the sub-factors of organizational culture (i.e., clan culture, adhocracy culture, and market culture), with the exception of hierarchy culture, were positively influential of perceived empowerment, which was in turn positively influential of OCB. The path coefficients were statistically significant. The findings further revealed that perceived empowerment partially or fully mediated relationships between the sub-factors of organizational culture and OCB. Unlike previous studies, our study focused on studying organizational culture at a specific managerial level, an underdeveloped area of research in sport management. In particular, the findings of this study contribute to sport management practices by uncovering the mediating function of empowerment on the relationship between organizational culture and OCB, indicating the importance of empowering employees when managing professional sports organizations.

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“…Over the last two decades, scholars have paid increasing attention to those with callings as viewing work as a calling has been found to be beneficial to individuals and organizations ( Wrzesniewski et al, 1997 ; Bunderson and Thompson, 2009 ; Duffy et al, 2011 ). Experiencing a calling positively associates with work, career, and life outcomes across social status ( Duffy and Autin, 2013 ), occupation types ( Wrzesniewski et al, 1997 ), and cultures ( Hagmaier and Abele, 2012 ; Park et al, 2016 ; Xie et al, 2016 ). Viewing work as a calling is related to greater job satisfaction, career commitment ( Duffy et al, 2011 ), and goal-directed behaviors at work ( Praskova et al, 2014 ).…”

Section: Introductionmentioning

confidence: 99%

Leading With Callings: Effects of Leader’s Calling on Followers’ Team Commitment, Voice Behavior, and Job Performance

et al. 2018

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Viewing work as a calling has been considered to be beneficial to individuals and organizations. However, research to date has largely focused on the effects of individuals’ own callings on themselves, leaving the effects of one’s calling on others unexplored. Based on research that demonstrates prevalent effects of callings and leader’s influences on followers at work, we assumed that leader calling might have positive effects on followers’ outcomes. Specifically, we hypothesized that the extent to which leaders view their work as a calling have positive influences on followers’ team commitment, leader-rated voice behavior, and job performance. We also examined a mediating effect of transformational leadership on the relations between leader’s calling and the three follower’s outcomes. Using data on 284 leader-follower pairs from the South Korean Air Force, we found that leader’s calling was positively associated with followers’ team commitment, voice behaviors, and job performance. The effects of leader’s calling on follower commitment and voice behavior were partly accounted for by follower perceptions of transformational leadership. However, a mediating role of transformational leadership on the link between leader’s calling and job performance was not supported. The implications of these findings are discussed.

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South Korean Salespersons’ Calling, Job Performance, and Organizational Citizenship Behavior

Cited by 83 publications

References 58 publications

The impact of perceived calling on work outcomes in a nursing context: The role of career commitment and living one’s calling

The impact of perceived calling on work outcomes in a nursing context: The role of career commitment and living one’s calling

Exploring Relationships among Organizational Culture, Empowerment, and Organizational Citizenship Behavior in the South Korean Professional Sport Industry

Leading With Callings: Effects of Leader’s Calling on Followers’ Team Commitment, Voice Behavior, and Job Performance

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