While a positive view of calling has been ubiquitous since its introduction into the literature
over two decades ago, research remains unsettled about the extent to which it contributes to …

Human resource (HR) process research refers to the way HR practices are communicated in
organisations, including the way these HR practices are understood (ie perceived HR …

Narrative approaches to the self suggest that forced career transitions disrupt individuals'
self-narratives and motivate their efforts to re-establish narrative coherence. To craft and …

This study examines the relationships between two different types of individual orientation
(ie, protean career orientation and employment commitment) and career satisfaction …

The goal of the present research was to develop a model of work meaning, consisting of five
orientations: job (financial compensation), career (advancement and influence), calling …

Schedule control is theorized as a job resource that should reduce the extent to which work
demands bleed into nonwork time and decrease work-to-family conflict. However, schedule …

When employees are living a calling at work, they tend to experience greater well-being and
the organization also benefits. Despite the integral role of the organization, research has not …

Prior research generally presents work–family decisions as an individual's rational choice
between alternatives, downplaying the crucial role that upbringing plays in shaping work …

Purpose–Concepts of values-based leadership posit that school principals' professional
practice must be informed by values to ensure coherently purposeful activities. Contingency …

How does length of exposure to communism, the communist footprint, affect individuals'
influence behaviors at work today? While imprinting theory has debated how exposure/lack …