Study On Mechanism Of Calling Impact On Turnover And Employee Engagement

People are no longer simply in pursuit of economic incentives and promotions on theoccupation choice and development. Beyond these external motivations, they alsoemphasize personal core value, the sense of meaning and purpose, self-expression andsocial contribution, etc. People are not just looking for a job, but are looking for theirown calling. Calling is a new concept of occupational psychology in Western, whichprovides a new starting point for the study of organizational behavior.In order to explore the influening mechanism of calling on turnover intention andemployee engagement, it builds two moderated moderation model according to therelationships among personal-organization values match, organizational identification,self-efficacy, turnover intention, and employee engagement, by usingStimulus-Cognitive-Response Theory, social exchange theory, social cognitive theory,and positive psychology.This study adopts literature analysis and questionnaire investigation for theoreticalresearch and empirical test. By using literature analysis method to systematically analyzerelated literature, this study reviews research results on calling, personal-organizationvalues match, organizational identification, self-efficacy, turnover intention, andemployee engagement, so as to look for theories support the possible relationshipbetween variables. It summarizes the definition of calling, personal-organization valuesmatch, organizational identification, self-efficacy, turnover intention and employeeengagement on the basis of literature analysis, the variable dimensions, the relationshipsbetween variables are analylized as well. Then, this study puts forward the theoreticalmodel and conducts assumptions deduction on relationship between the variables.364valid questionnaires through large scale questionnaire investigation are collectedin this study. It tests the reliability and validity of questionnaire, main effect, mediationeffect, and moderation effect between variables by using structural equation modeling,hierarchical regression, and total effect moderation model through applications ofsoftware SPPS20, AMOS17.The main research conclusions in this article are:(1) calling has positive effect on organizational identification, has negative effect on turnover intention, organizationalidentification plays partial mediation effect on calling and turnover intention;(2) callinghas positive influence on self-efficacy and employee engagement, self-efficacy playspartial mediation effect on calling and employee engagement;(3) Personal-organizationvalues match plays moderation effect on calling and organizational identification;(4)Personal-organization values match plays moderation effect on self-efficacy andemployee engagement;(5) Personal-organization values match plays moderatedmediation effect on calling and turnover intention;(6) Personal-organization valuesmatch plays moderated mediation effect on calling and employee engagement.