Career Calling And Work Involvement Of Full-time Employees In Non-profit Organizations

As an important part of the social dimension,the non-profit organization have been paying more and more attention not only to the government policy,but also to the actual implementation level.For example,during the COVID-19,many non-profit organizations have gone deep into the community to assist in carrying out the epidemic prevention task and made important contributions.In contrast to its rising social status,there are contradictions in the selection and cultivation of full-time employees within the organization.Although the organization is relatively weak in the talent selection market and internal employee incentive due to its limited material and other resources,as a mission driven organization,it not only needs to continuously input and cultivate talents with the characteristics of serving others and contributing to society,but also needs employees willing to devote themselves to the busy work of the organization.Therefore,in the face of the seemingly difficult situation,how to find suitable talents and how to cultivate and promote talents to actively participate in the development of the organization has become a problem to be solved.Starting from the career calling theory,taking the full-time employees of different types of domestic non-profit organizations as the research group,this paper explores and analyzes the impact relationship between employees’ career calling and work involvement through questionnaire survey and empirical statistical analysis,and introduces the intermediate variable of Dedicated role identity to build a theoretical model,in order to fully show the role transmission mechanism among the three variables.Finally,the study found that,at present,the full-time employees of non-profit organizations are at a high level in terms of career calling,dedicated role identity and work involvement;Career calling has a significant positive impact on work involvement;Dedication role identity also plays a partial intermediary role between career calling and work involvement.According to the above conclusions,combined with the characteristics of non-profit organizations,finally,it is considered that nonprofit organizations should adhere to multi-directional assessment in personnel selection,improve the incentive system and increase organizational support in internal management,and create a good sense of mission cultural atmosphere to enable employees to establish and maintain good identity.