소명의식이 직무태도에 미치는 영향: 개인-환경 적합성의 매개효과 = The effects of calling on the job attitudes: The mediating role of person-environment fit

다국어 초록 (Multilingual Abstract)

The purpose of this study is to explore the effect of calling on the job attitudes such as organizational citizenship behavior and intention to turnover. Especially, it proposed and examined the mediating role of person-environmental fit such as person-job fit and person-organization fit. Even though previous researches on calling have focused on the effect of calling on the job attitudes, they had limitation that did not explain a process in which calling influences the job attitudes.
Nowadays, interests and concerns on the calling have been increased in Korean society, especially after the disaster event in a couple of years ago. However, the academic research on the calling has been in the early stage and little study has been conducted especially in the business administration area. Most of studies on the calling have been conducted in the psychology or theology areas and the calling has been treated as having a meaning of religious connotations.
However, there has been some changes in the understanding on the calling and scholars started to consider the calling as one of important values in the vocational world. In the vein, some studies started to treat the calling in the organizational studies and personnel management fields. The calling can be interpreted one example of applying positive psychology to organizational environments. In this approach, the calling has been studied to have an impact on a variety of job attitudes. However, there has been little research on why and how the calling influences job attitudes.
This study examines and focuses on the process of this effect and pays special attention to the role of person-environment fit such as person-job fit and person-organization fit.
Especially, it presents the mediating effect of person-job fit and person-organization fit in the relationship between the calling and turnover intention and organizational citizenship behavior. To test this research model, we analyzed survey of the 513 newly employed employees in about 300 Korean domestic companies.
According to the results of this study, the calling was found to have a positive effect on organizational citizenship behavior, but not for turnover intention. We also found statistically significant partially mediating effects of person-job fit between calling and organizational citizenship behavior. However, person-organization fit did not show statistically significant mediating effect in the relationship between calling and organizational citizenship behavior.
In addition, person-job fit and person-organization fit had fully mediating effects in the relationship between calling and turnover intention.
Based on the results of this study, we discuss theoretical and practical implications for research on calling. We also pointed out limitations of the study and presented directions for future research.

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