How Having a Calling Leads to Job Crafting: A Moderated Mediation Model

Po-Chien Chang; Honglei Rui; Amber Yun-Ping Lee

doi:10.3389/fpsyg.2020.552828

How Having a Calling Leads to Job Crafting: A Moderated Mediation Model

Front Psychol. 2020 Sep 15:11:552828. doi: 10.3389/fpsyg.2020.552828. eCollection 2020.

Authors

Po-Chien Chang¹, Honglei Rui^{1

2}, Amber Yun-Ping Lee³

Affiliations

¹ School of Business, Macau University of Science and Technology, Taipa, China.
² School of Economics and Trade, Guangxi University of Finance and Economics, Nanning, China.
³ Department of Public Administration and Management, National University of Tainan, Tainan, Taiwan.

Abstract

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.

Keywords: calling; career commitment; job autonomy; job crafting; occupational self-efficacy.