How Having a Calling Leads to Job Crafting: A Moderated Mediation Model
This study examines the association between calling and crafting behavior by proposing a moderated mediation model. Drawing from the job crafting perspective and self-determination theory (SDT), career commitment is identified as the mediator, and occupational self-efficacy and job autonomy are iden...
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Frontiers Media S.A.
2020-09-01
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Online Access: | https://www.frontiersin.org/article/10.3389/fpsyg.2020.552828/full |
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doaj-ee904927fd204b3ab7486bc5006fea912020-11-25T03:40:07ZengFrontiers Media S.A.Frontiers in Psychology1664-10782020-09-011110.3389/fpsyg.2020.552828552828How Having a Calling Leads to Job Crafting: A Moderated Mediation ModelPo-Chien Chang0Honglei Rui1Honglei Rui2Amber Yun-Ping Lee3School of Business, Macau University of Science and Technology, Taipa, ChinaSchool of Business, Macau University of Science and Technology, Taipa, ChinaSchool of Economics and Trade, Guangxi University of Finance and Economics, Nanning, ChinaDepartment of Public Administration and Management, National University of Tainan, Tainan, TaiwanThis study examines the association between calling and crafting behavior by proposing a moderated mediation model. Drawing from the job crafting perspective and self-determination theory (SDT), career commitment is identified as the mediator, and occupational self-efficacy and job autonomy are identified as the moderators in the model, respectively. The authors tested the proposed relationships with an SPSS macro that utilizes a sample of 338 employees in a three-wave procedure. Results support all the hypotheses. The findings reveal calling to be significantly associated with employees’ job crafting behavior. Such a process begins with one’s career commitment and is strengthened by the level of occupational self-efficacy in the first stage as well as the level of job autonomy in the second stage, thus yielding a pattern of moderated mediation. These findings answer recent calls for an integrative examination of calling in the workplace by demonstrating that career commitment along with occupational self-efficacy and job autonomy represent key mechanisms in transferring one’s calling into job crafting behavior. As such, this study complements existing literature on the theoretical and practical implications of calling.https://www.frontiersin.org/article/10.3389/fpsyg.2020.552828/fullcallingjob craftingcareer commitmentoccupational self-efficacyjob autonomy |
collection |
DOAJ |
language |
English |
format |
Article |
sources |
DOAJ |
author |
Po-Chien Chang Honglei Rui Honglei Rui Amber Yun-Ping Lee |
spellingShingle |
Po-Chien Chang Honglei Rui Honglei Rui Amber Yun-Ping Lee How Having a Calling Leads to Job Crafting: A Moderated Mediation Model Frontiers in Psychology calling job crafting career commitment occupational self-efficacy job autonomy |
author_facet |
Po-Chien Chang Honglei Rui Honglei Rui Amber Yun-Ping Lee |
author_sort |
Po-Chien Chang |
title |
How Having a Calling Leads to Job Crafting: A Moderated Mediation Model |
title_short |
How Having a Calling Leads to Job Crafting: A Moderated Mediation Model |
title_full |
How Having a Calling Leads to Job Crafting: A Moderated Mediation Model |
title_fullStr |
How Having a Calling Leads to Job Crafting: A Moderated Mediation Model |
title_full_unstemmed |
How Having a Calling Leads to Job Crafting: A Moderated Mediation Model |
title_sort |
how having a calling leads to job crafting: a moderated mediation model |
publisher |
Frontiers Media S.A. |
series |
Frontiers in Psychology |
issn |
1664-1078 |
publishDate |
2020-09-01 |
description |
This study examines the association between calling and crafting behavior by proposing a moderated mediation model. Drawing from the job crafting perspective and self-determination theory (SDT), career commitment is identified as the mediator, and occupational self-efficacy and job autonomy are identified as the moderators in the model, respectively. The authors tested the proposed relationships with an SPSS macro that utilizes a sample of 338 employees in a three-wave procedure. Results support all the hypotheses. The findings reveal calling to be significantly associated with employees’ job crafting behavior. Such a process begins with one’s career commitment and is strengthened by the level of occupational self-efficacy in the first stage as well as the level of job autonomy in the second stage, thus yielding a pattern of moderated mediation. These findings answer recent calls for an integrative examination of calling in the workplace by demonstrating that career commitment along with occupational self-efficacy and job autonomy represent key mechanisms in transferring one’s calling into job crafting behavior. As such, this study complements existing literature on the theoretical and practical implications of calling. |
topic |
calling job crafting career commitment occupational self-efficacy job autonomy |
url |
https://www.frontiersin.org/article/10.3389/fpsyg.2020.552828/full |
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