Antecedent And Aftereffect Variables Of Employees'Unanswered Calling

Since the concept of occupational calling has received attention,researchers have found that many people from all walks of life are pursuing or striving to achieve their own occupational calling.But in the domestic environment in recent years,people are facing a deep conflicting choice of what should be prioritized in future careers,pursuing passion-driven careers or occupations that earn high salaries and have high job security?In the context of the severe employment situation and according to the development of the theory,this article began to explore the antecedent and aftereffect variables of employees' unanswered calling.This article is based on conservation of resources and self-determination theory.It consists of two sub-studies.Study 1 uses cross-lag analysis to explore the prediction of unanswered calling on employee cynicism and external regulation.Study 2 constructs a vertical intermediary model,and analyzes the effect of employee's sense of organizational support through unanswered calling on turnover intentions through a latent variable difference score model.The questionnaire was sent to participants from all over the country and from all walks of life through the Internet.The same scale was used for three tests(the third time,a scale was added),and the interval between each test was four months.Use the"Questionaire Star" website for questionnaire production and distribution,consult with the participants to agree to participate in this questionnaire survey,and then track the three measurement subjects through the "Questionaire Star" sample service.At the beginning of the questionnaire,the content and meaning of the questionnaire will be introduced to the participants,telling the participants that the time span of this study is about eight months.The three measured times are T1,T2 and T3 respectively.We will collect information such as gender,age,working age,type of enterprise,and rank within the organization.1,290 valid questionnaires were recovered for the first time,605 valid questionnaires were recovered for the second time,and 419 valid questionnaires were recovered for the third time.The conclusions of the study are as follows.(1)The unanswered calling of employees is positively predicting cynicism.(2)The forward prediction of employee cynicism is unanswered calling.(3)Change in perceived organizational support can negatively affect changes in unanswered calling.(4)Change in unanswered calling will be negatively affected by early perceived organizational support.(5)Change in turnover intention will be negatively affected by early organizational support.(6)Turnover intention will also be predicted by change of early organizational support.(7)Prediction of turnover will also be predicted by change of early unanswered calling.(8)Perceived organizational support can predict the future turnover intention through the mediational effect of unanswered calling.(9)Perceived organizational support can predict the later turnover intention through the mediational effect of change of unanswered calling.In general,the research has adopted a reasonable and effective research method to deepen and expand the research on unanswered calling.Research has theoretical significance,the relationship between unanswered calling and employee cynicism in the study can lag behind,which can give researchers important inspiration.One previous research result is that calling has led to corresponding changes in career development,although this causality is contrary to assumptions(Duffy,Manuel,Borges,&Bott,2011),and this challenges a common assumption,that is,the recognition of calling will precede positive well-being and other career-related outcomes.Similar to the traditional conclusion of this challenge,we found that unanswered calling can also be the result of occupation-related variables.And this also responds to the previous reminder of Doborow(2013),who proposed to consider professional mission as a possible outcome variable rather than just other organizational behavior or psychological reasons.It also has practical significance.Compared with previous occupational calling research,this study selected employees in various industries as the survey object,and effectively understood the current situation of employees' calling in some companies.The results of the study are more valuable for corporate managers and human resources departments,and guide everyone to pay attention to the working status of employees and better understand the employees' requirements for compensation.It also brings enlightenment for enterprises to formulate practical human resource management strategies and methods,and helps enterprises improve efficiency and efficiency from the perspective of human resource development.