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Previous studies suggested that individuals with prosocial motivation have better job performance in mission-driven organizations. However, the mediating mechanisms underlying this link remain unclear. On the basis of person-environment theory, this research proposed that work as a calling and job involvement are two important mediators between employees' prosocial motivation and their job performance in mission-driven organizations. Through a multi-wave and muti-source approach, 420 independent subordinate–immediate supervisor dyads from 173 divisions or stations of the police department in Taiwan were obtained. Our results illustrated that the prosocial motivation-job performance relationship is sequentially mediated by work as a calling and job involvement. We further discuss implications for future research and practices in light of these findings. [ABSTRACT FROM AUTHOR]

Aim: This study aimed to determine the influence of personal factors such as grit, calling, and resilience on nurses' retention intention in South Korean general hospitals. Background: The global shortage and high turnover rate of nurses have become significant concerns with no clear solutions for increasing retention. Introduction: Determining the factors related to the f general hospital nurses and retention intention is important for solving the problem of inadequate nursing personnel and improving the quality of nursing services. Methods: This study was a descriptive survey of 221 nurses working at a general hospital in South Korea from July 2021 to February 2022. Data were collected using self‐reported online questionnaires, with measurement tools focusing on grit, calling, resilience, and retention intention. The STROBE checklist was used for reporting this study. Results: The average retention intention score was 5.35 ± 1.52 out of 8 points. Significant correlations were found between retention intention and grit, calling, and resilience. The factors influencing retention intention were job satisfaction, calling, marital status, and total career length, explaining 31.9% of the variance. Conclusions: To enhance nurses' intention to remain at general hospitals, their job satisfaction and sense of a calling should be improved. Further research should be conducted to identify factors that influence retention intention, particularly among groups with low job retention, with consideration of individual characteristics that might affect retention intention. Implications for nursing and health policy: Increasing nurses' retention intention would alleviate the nursing shortage, help hospitals retain competent nurses, reduce turnover‐related costs, and improve organizational efficiency. Resolving the nursing shortage is critical for improving patient safety and nursing service quality at general hospitals. [ABSTRACT FROM AUTHOR]

This article reports on how longitudinal counselling for career construction clarified and promoted the sense of calling of a black woman. Purposive sampling was used to select a woman wanting to promote her sense of calling to make a difference in the lives of vulnerable people. A longitudinal, eight-year, explanatory, and intrinsic case study design was adopted. The Maree Career Matrix (MCM) and the Career Interest Profile (CIP) were used to elicit the participant’s multiple micro-life stories and key life themes and to co-author her future career-life story narrative. The data were analysed thematically and reflexively using ML Savickas’s approach. Longitudinally, the participant's self- and career identity and sense of calling were clarified and reinforced. More research is needed to expand the theory base of the intervention strategy discussed in this article (especially in contexts that differ from the context in which the intervention’s theory base was first developed). [ABSTRACT FROM AUTHOR]

Most scholars conceptualize calling as multidimensional, yet most studies operationalize the variable using unidimensional scales or total scores from multidimensional scales. Consequently, research has established calling’s overall relationships with career development variables without clarifying the dimensions’ roles in accounting for these associations. We sought to address this concern using multiple linear regression models examining how calling’s dimensions (transcendent summons, purposeful work, and prosocial orientation) uniquely relate to career development among undergraduate students. Occupational self-efficacy, vocational identity, and career engagement were used as criterion variables. Each dimension accounted for unique variance in career development variables, suggesting that incorporating all dimensions in calling research is important. Occupational self-efficacy uniquely related to purposeful work and prosocial orientation. Vocational identity was significantly associated with transcendent summons. Career engagement uniquely related to all dimensions. Our findings support multidimensional calling operationalizations. Implications for career counseling professionals are explored with suggestions for incorporating each dimension in practice. [ABSTRACT FROM AUTHOR]

Purpose: While the COVID-19 pandemic has presented challenges to many organizations, overcoming it has also provided an opportunity to refocus organizational sustainability. This study examined the relationship between the perceived fear of COVID-19 among deluxe hotel employees and their ages, psychological well-being, and turnover intent. It also tested the moderating effect of these employees' sense of calling on the aforementioned relationship. Design/methodology/approach: The collected data were analyzed using Analysis MOment Structure (AMOS) and the Statistical Package for the Social Sciences (SPSS). The five hypotheses were validated using structural equation modeling and multi-group analysis. Findings: The results showed that the fear of COVID-19 was strong among young employees (Beta = −0.160) and that employees' psychological well-being (Beta = −0.299) diminished as this fear grew. Psychological well-being negatively influenced turnover intent (Beta = −0.234). Finally, the fear of COVID-19 exerted a minimal effect on the psychological well-being of employees with a strong sense of calling. [ABSTRACT FROM AUTHOR]

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 various aspects of the good life: an optimal way of living well via worthwhile endeavors. Further, scholars have identified two conceptual types of calling, marked by internal versus external foci; yet their differential impact on outcomes indicative of the good life, such as eudaimonic and hedonic well-being (characterized by the experience of purpose and meaning versus pleasure and happiness, respectively), is unknown. Through a meta-analysis of 201 studies, we provide the first systematic review focused on these two fundamental theoretical issues in the calling literature: how strongly related callings are to outcomes in the domains of work and life and which type of calling (internally or externally focused) more strongly predicts these outcomes, if either. We find that callings more strongly relate to outcomes indicative of the good life than recently argued. We further find that callings are more strongly linked to work than to life outcomes and to eudaimonic than to hedonic outcomes. The two types of calling converge in being associated with many similar outcomes, but they show some divergence: internally focused callings are more positively related to hedonic outcomes and less positively related to eudaimonic outcomes, relative to externally focused callings. This finding supports a view of callings as hierarchically structured, with a higher-order calling factor composed of two correlated yet distinct lower-order calling types. Integrating our meta-analytic findings with relevant literatures, we propose a theoretical model that addresses psychological and social need fulfillment through which different types of callings contribute to the good life. [ABSTRACT FROM AUTHOR]

Abstract Background Previous studies have established a positive link between nurse managers’ caring leadership and nurses’ work engagement, but the processes and conditions through which this leadership style influences positive work behaviors remain largely unexplored. To address this gap and contribute to the existing body of knowledge, we developed a chain-mediated effects model to elucidate the impact of caring leadership on nurses’ work engagement and the underlying mechanisms. In this model, we identified professional mission and affective organizational commitment as the mediating variables, offering a novel perspective on the relationship between caring leadership and work engagement. Methods A robust multi-center and large-sample cross-sectional survey was conducted, involving 2502 first-line nurses from six general tertiary hospitals across the eastern, central, and western regions of China. The data collection instruments included a comprehensive questionnaire covering demographic information, the caring leadership scale, the Chinese calling scale, the affective organizational commitment scale, and the Utrecht work engagement scale. Data were meticulously screened and analyzed, employing descriptive analysis to summarize the demographic information, correlation analysis to test the relationship among the variables, stepwise regression analysis to explore the mediating role of calling and affective organization commitment, and the bootstrap method to test the chain mediating effect. This rigorous methodology not only ensures the reliability and validity of research findings but also instills confidence in the robustness of this research. Results The results indicated a positive relationship among caring leadership, calling, affective organizational commitment, and nurses’ work engagement (p

Background: Previous studies have established a positive link between nurse managers' caring leadership and nurses' work engagement, but the processes and conditions through which this leadership style influences positive work behaviors remain largely unexplored. To address this gap and contribute to the existing body of knowledge, we developed a chain-mediated effects model to elucidate the impact of caring leadership on nurses' work engagement and the underlying mechanisms. In this model, we identified professional mission and affective organizational commitment as the mediating variables, offering a novel perspective on the relationship between caring leadership and work engagement. Methods: A robust multi-center and large-sample cross-sectional survey was conducted, involving 2502 first-line nurses from six general tertiary hospitals across the eastern, central, and western regions of China. The data collection instruments included a comprehensive questionnaire covering demographic information, the caring leadership scale, the Chinese calling scale, the affective organizational commitment scale, and the Utrecht work engagement scale. Data were meticulously screened and analyzed, employing descriptive analysis to summarize the demographic information, correlation analysis to test the relationship among the variables, stepwise regression analysis to explore the mediating role of calling and affective organization commitment, and the bootstrap method to test the chain mediating effect. This rigorous methodology not only ensures the reliability and validity of research findings but also instills confidence in the robustness of this research. Results: The results indicated a positive relationship among caring leadership, calling, affective organizational commitment, and nurses' work engagement (p < 0.001). Specifically, caring leadership was significantly associated with nurses' calling (β = 0.55, p < 0.001), affective organizational commitment (β = 0.21, p < 0.001), and work engagement (β = 0.05, p < 0.001). And the analysis further revealed that calling and affective organizational commitment mediate the process between caring leadership and work engagement(Effect: 0.17, 0.03, 0.05), with a relative effect size of 89.3% for the total indirect effect. These findings highlight the crucial role of these factors in enhancing nurses' work engagement, providing valuable insights for healthcare leaders and policymakers. Conclusion: Caring leadership positively predicts nurses' work engagement and indirectly mediates calling and affective organizational commitment. The results of this study revealed that the mechanisms of caring leadership influence nurses' work engagement, which provides a new approach to strengthening nurses' work engagement and improving patient healthcare outcomes and organizational performance. Healthcare organizations face continuous challenges; this study embodies the significance of caring leadership in improving nurses' work experience and increasing their work engagement. Nursing managers should enhance their knowledge of caring leadership and receive caring leadership training, thus actively improving their leadership behaviors in nurse management, enhancing leadership effectiveness, and creating more possibilities for developing healthcare organizations. [ABSTRACT FROM AUTHOR]

Over the last decade, vocation preparation formal and informal education has been included in higher music education programs with the purpose to responsibly supplement students' technical performance skills and graduate sustainable musicians. Such curriculum reform is continually met with mixed responses by students and faculty despite the increased precarity of the music profession within the current global context. This study evolved from one music vocational preparation educator's observation that student resistance is potentially based in one's passion for music, capacity for resilience and self-discipline, and perceived calling to pursue a music profession. From 2018 to 2022, first-year music students of an Australian metropolitan conservatoire enrolled in a vocation preparation unit were invited to participate in an online survey answering open and closed questions related to their professional activity and outlook, and personal perceptions of calling, passion, resilience, and discipline. Statistical and thematic analysis of the results were compared with a similarly designed prior study of professional Australian musicians and found that more than two-thirds of first-year student musicians were professionally active. All yearly cohorts consistently strongly agreed they were passionate about music, and agreed they possessed high and calling resilience. The year 2020 demonstrated insight to pandemic impact with more students viewing their professional future with trepidation, yet demonstrated the highest results for passion and resilience. Calling, passion, and resilience literature further served to interpret the data and subsequently suggested higher music education reform their curriculum and pedagogies by adopting a whole-of-program approach enabled by the contagion effect of calling, and alignment with students' passion, values, and music identities. [ABSTRACT FROM AUTHOR]

The strong implications of career calling for individuals' attitudes, behaviors and well-being have promoted a sustained growth of studies on this topic in the last few decades. However, recent systematic reviews reveal that this phenomenon remains largely understudied in Latin America mostly due to measurement reasons. This study contributes to this line of research by developing a Spanish Version of the Calling and Vocation Questionnaire– Short Form (the Sp-CVQ-6) and a Spanish version of the Living a Calling Scale (the Sp-LCS). More specifically, by using a large, multi-occupational sample of Argentinian workers from a broad variety of industries, levels and positions (N = 710), this paper examines the psychometric properties of both instruments in terms of their internal consistency, factor structure, convergent validity and empirical validity. The results reveal that the Sp-CVQ-6 and the Sp-LCS are valid instruments to assess career calling in Argentina and, hopefully, in other Spanish-speaking countries. Moreover, since both instruments are brief, theoretically grounded and psychometrically sound measures, we are confident that these scales will be helpful, on the one hand, to promote research on this topic in Latin America, and, on the other hand, to facilitate accumulation and comparison of evidence across countries and cultures. [ABSTRACT FROM AUTHOR]

Wild animals are increasingly subjected to noisier environments as the scale and scope of human activities, such as development and resource extraction, encroach into their habitats. Anthropogenic noise alters the behaviour and vocalisations of wild animals including primates, yet our understanding of how noise affects small apes is limited. The large population of endangered northern yellow‐cheeked crested gibbons (Nomascus annamensis) inhabiting Veun Sai‐Siem Pang National Park (VSSP), in northeastern Cambodia, is frequently exposed to noise produced from illegal selective logging activities within the park. To determine the impacts of chainsaw noise on the gibbons' activity budgets and calling probability, we collected behavioural data on the only habituated gibbon group in VSSP during two consecutive dry seasons between 2017 and 2019. Our analyses of scan and focal‐animal samples revealed that when chainsaws were active, the group rested more and scanned less. The gibbons called more on mornings when there was no chainsaw activity; however, the trend was non‐significant. These findings suggest that despite long‐term exposure, chainsaw noise variably impacts important aspects of gibbon behaviour. [ABSTRACT FROM AUTHOR]

Recruiting and retaining a strong disability workforce remains an enduring concern in the field of intellectual and developmental disabilities. Yet little attention has focused on the sense of calling that disability service providers have to this important work and its relationships to their job satisfaction. We surveyed 269 disability service providers to examine whether they (a) perceive a calling in their life, (b) are living out that calling in their current work, (c) find meaning in their career, and (d) experience job satisfaction. The experience of both having and living out one's calling in their current work was especially prominent among participants. Likewise, most providers indicated they drew considerable meaning and purpose from their work. Perceiving a calling contributed to higher job satisfaction through living out one's calling and finding meaning in one's work. Some variations in ratings were associated with personal demographics (i.e., sex, years of experience). These findings provide new insights into what might draw disability service providers into this work or sustain their commitment amidst challenging and changing working conditions. We highlight areas for research and practice aimed at place of calling within efforts to strengthening recruitment and retention. [ABSTRACT FROM AUTHOR]

Given the increasing emphasis on teamwork in contemporary organizations and the growing prominence of younger employees in the workplace, it is crucial to encourage their proactivity in navigating complex internal and external environments. Total rewards are a highly effective means of motivating the new generation of employees; however, there is limited research on whether and how total rewards stimulate team member proactivity. To address this objective, this study utilizes survey data (n = 423) and employs hierarchical regression and bootstrap methods. In essence, this paper aims to construct a moderated mediation model to examine the relationship between total rewards and team member proactivity among Chinese new-generation employees (born after 1990). The results indicate that total rewards significantly enhance the team member proactivity of new-generation employees. Furthermore, calling serves as a significant mediator in this relationship. The perception of corporate social responsibility also plays a crucial role, positively moderating the relationship between total rewards and calling. This, in turn, positively influences team member proactivity through the mediation of calling. Accordingly, this research provides valuable insights for managers aiming to effectively engage the new generation of employees and boost team performance. In essence, our model enriches the understanding of how compensation practices can be leveraged to boost proactivity among the new generation of employees. [ABSTRACT FROM AUTHOR]

Background: Caring behaviour is essential for patient health; however, it is often not practised optimally. Therefore, spiritually-based leadership is required to encourage this behaviour. Unfortunately, research investigating the ability of spiritual leadership to enhance caring behaviour through spiritual well-being is limited. Purpose: This study aimed to examine the impact of spiritual leadership and spiritual well-being in the form of calling and membership on caring behaviour. Methods: This study employed an explanatory quantitative design with a cross-sectional approach. One hundred fourteen inpatient nurses who provided comprehensive patient care were selected using a total sampling technique. Data were collected using the Spiritual Leadership Questionnaire and the Caring Behaviours Inventory. The analysis adopted partial least squares structural equation modelling (PLS-SEM) using a second-order reflective-formative model. Results: The findings demonstrate that spiritual leadership has a significant direct effect on caring behaviour (t=3.976, p=0.000), calling 0=4.672, p=0.000), and membership (t=2.845, p=0.005). However, the direct impact of membership on caring behaviour was insignificant (t=1.298, p=0.194). Calling proved to mediate the effects of spiritual leadership on caring behaviour (t=3.145, p=0.002), while membership could not function as a mediator (t=1.197, p=0.231). Conclusion: This study emphasizes the importance of spiritual leadership in nursing care, particularly in enhancing nurses' caring behaviours. Healthcare organizations should implement training programs on spiritual leadership to encourage calling nurses to perform their duties with dedication. Developing nurse membership should be considered, but the main focus must be on strategies that strengthen nurses' calling, as this is an essential factor in providing quality and empathetic care. [ABSTRACT FROM AUTHOR]

Abstract Background Working in the healthcare sector seems less interesting than other sectors: the salary is low relative to the demands of the labour involved, and working conditions as well as management are perceived as poor. These factors may have an impact on the well-being of nurses in the healthcare sector. This study aims to explore the relationship between precarious employment and occupational well-being, in addition to the moderating effect of having a calling in this relationship among younger and older nurses. Methods Cross-sectional survey data were collected among Finnish nurses (n = 5867) between October and November 2020. Data were collected on demographics, occupational well-being, precarious employment, and having a calling in the field. Multiple linear regression analyses were used to explore the associations. Results Younger nurses perceived lower levels of occupational well-being and calling, and higher levels of precarious employment compared to older nurses. Precarious employment had a negative relationship with occupational well-being, and having a calling showed a positive relationship with regard to occupational well-being. No interaction effect of precarious employment and having a calling with occupational well-being was found. Conclusions Young nurses’ occupational well-being, precarious employment, and calling should be studied further because they are in a weaker position in working life. Using a qualitative approach should be considered in order to obtain more in-depth information.

Abstract Objective The study investigated the effects of loving-kindness meditation (LKM) on doctors’ communication anxiety, trust, calling, and defensive medicine practice. Methods This study recruited 94 doctors from a hospital in China, randomized them to an LKM group (n = 47), and waited for the control group (n = 47). The experimental group accepted an 8-week LKM interference while the waiting for the control group underwent no interference. Researchers measured four major variable factors (communication anxiety, trust, calling, and defensive medicine practice) before and after the LKM intervention. Results In the experimental group, trust, and calling were significantly higher, and communication anxiety, and defensive medicine practice were significantly lower than in the control group. In the control group, there were no noticeable differences in any of the four variables between the pre-test and post-test. Conclusions The results of this study demonstrate that LKM may help to improve trust, and calling, and reduce communication anxiety and defensive medicine practice. The finding of LKM’s effect extends the understanding of the integrative effects of positive psychology on the decrease of defensive medicine practice. Trial registration ChiCTR2300074568. Registered in Chinese Clinical Trial Registry (ChiCTR), 9 August, 2023.

Natalisin (NTL) is a conserved neuropeptide, only present in insects, that has been reported to regulate their sexual activity. In this study, we investigated the involvement of NTL in the reproductive behaviors of a major invasive pest, Spodoptera frugiperda. We identified NTL precursor-encoded transcripts, and evaluated their transcript levels in different stages and tissues of S. frugiperda. The results showed that the NTL transcript level was expressed in both male and female pupae and both male and female adults in the later stage. It was highly expressed in male pupae, 3-day-old male and female adults, and 5-day-old male adults. In different tissues, the expression level is higher in the male and female adult brain and male testis. Immunohistochemical staining of the brain of S. frugiperda female and male adults revealed that three pairs of brain neurons of S. frugiperda adults of both sexes secreted and expressed NTL. To study the role of NTL in reproductive behaviors, NTL was silenced in S. frugiperda male and female adults by RNA interference (RNAi) technology, the results showed that silencing NTL could significantly affect the sexual activity behavior of the adults, reducing the calling rate of females, the courtship rate of males, and the mating rate. In summary, this study emphasizes the important role of NTL in regulating the mating behavior and sexual activity of S. frugiperda in both male and female adults, potentially laying a foundation to employ NTL as a new insect-specific target to control populations of pest insects. [ABSTRACT FROM AUTHOR]

Copyright of Profesorado: Revista de Currículum y Formación del Profesorado is the property of Profesorado: Revista de Curriculum y Formacion del Profesorado and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Working in the healthcare sector seems less interesting than other sectors: the salary is low relative to the demands of the labour involved, and working conditions as well as management are perceived as poor. These factors may have an impact on the well-being of nurses in the healthcare sector. This study aims to explore the relationship between precarious employment and occupational well-being, in addition to the moderating effect of having a calling in this relationship among younger and older nurses. Methods: Cross-sectional survey data were collected among Finnish nurses (n = 5867) between October and November 2020. Data were collected on demographics, occupational well-being, precarious employment, and having a calling in the field. Multiple linear regression analyses were used to explore the associations. Results: Younger nurses perceived lower levels of occupational well-being and calling, and higher levels of precarious employment compared to older nurses. Precarious employment had a negative relationship with occupational well-being, and having a calling showed a positive relationship with regard to occupational well-being. No interaction effect of precarious employment and having a calling with occupational well-being was found. Conclusions: Young nurses' occupational well-being, precarious employment, and calling should be studied further because they are in a weaker position in working life. Using a qualitative approach should be considered in order to obtain more in-depth information. [ABSTRACT FROM AUTHOR]

Despite the various positive outcomes of perceived calling fulfillment at work that previous scholars have suggested, little effort has been made to understand employees who have a calling but do not identify it with their current work. By integrating self-determination theory into the calling literature, we explore how having a calling outside of one’s workplace can still lead individuals to connect strongly with their work through a mechanism that we term perceived calling enablement. Through an initial qualitative study, we identify four ways through which employees perceive their work as a calling enabler: as a source of (1) financial resources, (2) time flexibility, (3) skill development and learning, and (4) social networks/connections that allow people to pursue their callings. Then, in a series of quantitative survey studies, we developed a measure of perceived calling enablement that reflects these four dimensions and showed that perceived calling enablement facilitated work attitudes and behaviors such as job satisfaction, willingness to sacrifice, and job crafting. [ABSTRACT FROM AUTHOR]

In this article we examine the two crises of the Church: crisis 1, which is the decline of the Church, and crisis 2, which is the Church forgetting its calling. Crisis 1 draws the most attention from churches, but it is crisis 2 that churches should attend first. We argue that the order matters: a church paying attention to its calling will not solve its decline, but will help break free from tiresome attempts at repair. It will also help churches to practise an attitude of receiving, being directed at the kingdom of God. The distinction between crisis 1 and 2 will help churches and theologians name the challenges that the Church faces and will help prioritize them. It requires that discernment as a communal practice with others becomes an important part of the theological method. [ABSTRACT FROM AUTHOR]

Objective: The study investigated the effects of loving-kindness meditation (LKM) on doctors' communication anxiety, trust, calling, and defensive medicine practice. Methods: This study recruited 94 doctors from a hospital in China, randomized them to an LKM group (n = 47), and waited for the control group (n = 47). The experimental group accepted an 8-week LKM interference while the waiting for the control group underwent no interference. Researchers measured four major variable factors (communication anxiety, trust, calling, and defensive medicine practice) before and after the LKM intervention. Results: In the experimental group, trust, and calling were significantly higher, and communication anxiety, and defensive medicine practice were significantly lower than in the control group. In the control group, there were no noticeable differences in any of the four variables between the pre-test and post-test. Conclusions: The results of this study demonstrate that LKM may help to improve trust, and calling, and reduce communication anxiety and defensive medicine practice. The finding of LKM's effect extends the understanding of the integrative effects of positive psychology on the decrease of defensive medicine practice. Trial registration: ChiCTR2300074568. Registered in Chinese Clinical Trial Registry (ChiCTR), 9 August, 2023. [ABSTRACT FROM AUTHOR]

Naming or names (ming 名) is one of the key concepts in Daodejing (道德經). According to a popular understanding, names in Daodejing correspond to features (xing 形) of things; ordinary things have names, but Dao is featureless and nameless. What is missing, however, is atheory of the relationship between names and features explaining why ordinary things have names but Dao does not. In this paper, I develop a theory of names in Daodejing that explains how names relate to things and their features. According to this theory, a name corresponds to a feature that is shared by a group of things, and names provide identity conditions for individuating ordinary things. Further, this theory implies that the various descriptions of Dao in Daodejing do not include names; therefore, talking about Dao while insisting that it is unnamable is not committed to any paradox. [ABSTRACT FROM AUTHOR]

Background: Nurses play a remarkable role in our healthcare system and contribute to the wellbeing of communities at large. During the coronavirus disease 2019 (COVID-19) pandemic, nurses faced various challenges to provide adequate patient healthcare. Objectives: This study aimed to explore the identity work of public hospital nurses during the COVID-19 pandemic. Method: The study followed a phenomenological qualitative approach with an interpretive view, employing two sampling methods: purposive and snowball sampling. The sample comprised 11 nurses from a public hospital in the Gauteng province. The data were collected using semi-structured interviews and analysed using thematic analysis. Results: The findings revealed that the nurses faced identity demands, which resulted in them experiencing identity tensions. There was also a need for recognition and support; their work served a greater purpose and was meaningful to them. The nurses used different identity work strategies, such as family support, spiritual upliftment and meaningful work to deal with the identity tensions and demands they experienced. Conclusion: Strategies such as counselling and wellbeing programmes should be implemented to assist nurses in dealing with the physical and psychological effects of working in the health sector during pandemics and epidemics. Hospitals and governments should create healthier working environments by conducting workshops, training and upskilling initiatives, encouraging nurses’ inclusion in policymaking and implementation. Contribution: The study provided insight into the challenges nurses encountered during the COVID-19 pandemic, how these challenges affected their nursing identity and roles, and the strategies they used to maintain their sense of self in their work.

Management educators have developed a wide variety of approaches to ensure students develop job-ready skills, resilience, and other forms of career capital to gain and retain employment in an ever-changing, competitive job market. Yet, concerns about the employability agenda's consequences for students' self-concept and wellbeing have gained urgency amid a crisis of confidence in capitalism. Humanistic approaches to management education map an alternative path, starting from students' unique values, voices, and experiences, and leading to the pursuit of a personal purpose. In this essay, we explore the tensions and potential synergies of the career capital and personal purpose approaches to career preparation and support. Building on our experiences at the University of Melbourne's Faculty of Business and Economics, we discuss how integrative learning experiences can combine these two approaches to (1) encourage students to recognize the mutual influence of career capital and personal purpose; and (2) provide rich opportunities for external stakeholder involvement to contribute to students' career capital and personal purpose development efforts. We believe that our proposals for embracing both career capital and personal purpose considerations can help management educators recalibrate their efforts to help students develop personally meaningful and sustainable careers. [ABSTRACT FROM AUTHOR]

Copyright of Humanities & Educational Sciences Journal is the property of Humanities & Educational Sciences Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In recent years, career development scholars and practitioners are increasingly interested in the concept of career calling. However, the psychological mechanisms underlying the process of its discernment remain obscure, and intervention research is scarce. In this study, we implemented a quasi‐experimental pretest–posttest design with intervention (n = 42) and control group (n = 66) to test a 9‐week elective course designed to help college students find their callings. The course included an investigation of strengths, values, and interests, followed by their integration into personal mission and finding occupations that allowed to implement that mission in real life (potential callings). The study was conducted in a major Russian university located in Moscow. Be the end of the course, the participants had a stronger sense of calling, perceived more meaning, and felt more authentic. The results of this study can be used by university career services, as well as private counselors. [ABSTRACT FROM AUTHOR]

Recent research on calling has highlighted its nature as a 'double‐edged sword' that—while conferring benefits generally—may create vulnerabilities in some cases. We suggest an explanation that complexifies our conceptualization of what calling is. Traditional conceptualizations of calling focus on differences in degree, measuring calling on some numerical scale to answer the question, 'To what degree do you perceive a calling?' Our proposed conceptualization of calling argues for differences in the shape of calling, arguing that calling can take different shapes based on three facets: scope (callings can differ between narrow and broad), time proximity (callings can differ between immediate and distal) and duration (callings can differ between short‐term and lifelong). We present a new model depicting these shapes of calling, explain how each advances our understanding of calling above and beyond existing conceptualizations and taxonomies and offer propositions as to how this new conceptualization provides insight into individuals' experiences of pursuing their calling. [ABSTRACT FROM AUTHOR]

The notion of Bildung has been booming in several European countries for almost twenty years now, but it has attracted little attention in vocational education. One reason for this is that Bildung, the process of becoming human as a goal in itself, is understood in opposition to vocational education, which task would be to qualify students for the labour market. The goal of this article is to examine whether a marriage is possible between Bildung and vocational education. This is done by consulting and comparing the ideas of three German thinkers: Von Humboldt's classical view on Bildung in the early 19th century, Spranger's idea of Bildung through vocations in the early 20th century, and Blankertz' critical pedagogy from the 1960s. The relevance of these accounts for vocational education today is evaluated by considering whether the authors enable us to think about Bildung and the preparation for a job in a more integrated way. The three accounts have their pros and cons, but Blankertz' critical approach seems most relevant. He accepts that vocational schools prepare for specific jobs, but on the condition that students learn to critically reflect on the kind of society they will be living and working in. [ABSTRACT FROM AUTHOR]

The case of the revocation of ordination from the two pastors by the Evangelical Lutheran Church in Southern Africa (hereafter, ELCSA) in the Gauteng Province, Pretoria, South Africa has motivated the present conversation. In order to respond appropriately to the scenario mentioned earlier, the research will dialogue with Paul’s teaching on spiritual gifts in Romans 11:29–32. The document released by the High Court of South Africa, Gauteng Division, Pretoria (hereafter, HCoSAP) ruled that ELCSA acted against the law and ordered that the revocation of the ordination be reversed (Case No: 62810/2018). The study comprises three main layers as follows: (1) analysis of ordination in the biblical text, including a dialogue with Paul’s view of calling and spiritual gifts in 11:29–32, (2) a ruling by the HCoSAP, and (3) a critique of ELCSA. Documentary analysis, ethnography, and participant observation are employed as methodological approaches. Contribution: The contribution of this research is two-fold. Firstly, the readership in general and believing communities in particular should adhere to the rules of the game as prescribed by the biblical text so that they will mitigate both conflict and confrontation with other congregants. Secondly, the study aims to educate societies that no one is above the law. Members of the sacred institution can appear at the high court either when their constitutional right is violated or as suspects of crime. [ABSTRACT FROM AUTHOR]

Although internships are increasingly important to business students as part of their education, Christian professors can often find it difficult to integrate a Christian perspective throughout the teaching and academic supervision of interns. This article presents a model that focuses the internship experience through a process of reflection on the concepts of vocation and calling. The article also includes descriptions of assignments used in an internship course taught at a Christian college, including practices for journal writing and a list of books and films that are used in the course. [ABSTRACT FROM AUTHOR]

Paul’s calling presents a conundrum to which many have proposed varied solutions. Not trying to solve the conundrum in toto, this study investigates the existential dynamics of Paul’s calling as narrated to the Galatians within the context of their apostasy. The model used is Heidegger’s understanding of conscience as a call towards authenticity and away from inauthenticity. Rhetorical analysis assists in identifying Paul’s new understanding of authenticity, by analysing the propositio, especially its expositio, which contains soteriological peculiar existential first-person singular expressions. Paul’s preaching of his gospel and his letter to the Galatians are in turn also to them, a call to authenticity and away from inauthenticity. His preaching thus resembles the phenomenological idea of conscience. Thus, Paul’s gospel cannot be separated from his calling. Both are about the same understanding of authenticity. It is at the same time a new self-understanding: to have been crucified with Christ and therefore Christ living in him and the faithful (Gl 2:19–20). This is a concise formula of soteriology as symbolised in baptism. Such calling is never completed: it remains a dynamic process, a tension and movement between authenticity and inauthenticity. This is reflected in the Galatian apostasy and Paul’s letter calling them back to authenticity. The study underlines the crucial importance of soteriology for kerygma and baptism, but especially for understanding a person’s call to faith or ministry. Intradisciplinary and/or interdisciplinary implications: The model is suitable for studying the religious phenomenon of calling in religious texts and in life.

In this article we examine the two crises of the Church: crisis 1, which is the decline of the Church, and crisis 2, which is the Church forgetting its calling. Crisis 1 draws the most attention from churches, but it is crisis 2 that churches should attend first. We argue that the order matters: a church paying attention to its calling will not solve its decline, but will help break free from tiresome attempts at repair. It will also help churches to practise an attitude of receiving, being directed at the kingdom of God. The distinction between crisis 1 and 2 will help churches and theologians name the challenges that the Church faces and will help prioritize them. It requires that discernment as a communal practice with others becomes an important part of the theological method.

Abstract Introduction The presence of calling in medicine has been shown to be related to a preponderance of positive outcomes among medical students. However, only a few studies examined the antecedents of calling. Of this group, little is known about how a calling emerges and develops in a crisis situation. This study examines the processes underlying the emergence and development of calling when confronted with COVID-19. Methods Semi-structured interviews were conducted with medical students (N = 28) from China from February to March 2020. Medical students reported their experiences about the emergence of calling, its antecedents, and its outcomes in the context of the COVID-19 pandemic. Interviews were transcribed and analyzed using a thematic analysis approach. Results Four main themes were identified: (1) the definition of calling, (2) the trajectories of calling development, (3) the factors leading to the emergence of calling, and (4) the outcomes of the emergence of calling. Medical students conceptualized calling as both self- and other-oriented regarding serving the common good. Three calling paths were revealed: significantly enhanced, growing out of nothing, and remaining unchanged. Work sense-making and identity formation interact to facilitate the emergence of calling. The emergence of a calling affects career and study-related outcomes. Discussion Our findings advance the concept of how the calling of medical students emerges and develops in response to life events through work sense-making and identity formation. Academic institutions and medical educators could leverage these events to facilitate calling discernment among medical students.

Max Weber’s thesis on the decisive influence of Protestant ethic on the formation and development of modern capitalism has become one of the best-known and widely shared canonical claims in social sciences. Since its publication at the beginning of the 20th century, this thesis, supported by subsequent great works by the German classic, has rarely been the subject of major controversy. The work of correcting Weber’s thesis was undertaken in the late 20th century by Michael Novak. Novak’s correction is not confrontational, but complementary. The American thinker abandons the research area of minority Protestant communities, which caught Weber’s attention, and undertakes an analysis of the broader religious tradition, developing both before and after the Reformation. In particular, the achievements of Pope John Paul II, interpreted by Novak in terms of the renewal of a liberty current of Catholic social thought, provide important corrective data.

Given the increasing emphasis on teamwork in contemporary organizations and the growing prominence of younger employees in the workplace, it is crucial to encourage their proactivity in navigating complex internal and external environments. Total rewards are a highly effective means of motivating the new generation of employees; however, there is limited research on whether and how total rewards stimulate team member proactivity. To address this objective, this study utilizes survey data (n = 423) and employs hierarchical regression and bootstrap methods. In essence, this paper aims to construct a moderated mediation model to examine the relationship between total rewards and team member proactivity among Chinese new-generation employees (born after 1990). The results indicate that total rewards significantly enhance the team member proactivity of new-generation employees. Furthermore, calling serves as a significant mediator in this relationship. The perception of corporate social responsibility also plays a crucial role, positively moderating the relationship between total rewards and calling. This, in turn, positively influences team member proactivity through the mediation of calling. Accordingly, this research provides valuable insights for managers aiming to effectively engage the new generation of employees and boost team performance. In essence, our model enriches the understanding of how compensation practices can be leveraged to boost proactivity among the new generation of employees.

Abstract Background One factor that influences nursing students' decision to pursue a nursing career is professional calling. It is important to comprehend nursing students' professional calling, which may have an impact on their career choice and career development. Objectives To investigate possible calling types and contributing variables among nursing students. Design Cross-sectional descriptive study. Participants A total of 10,583 nursing students were enrolled in this survey. Methods From November 16th, 2022, to January 17th, 2023, a cross-sectional study was carried out among nursing students using a convenient sampling. The subjects were given the Chinese Calling Scale and the General Demographic Information Questionnaire. Latent profile analysis (LPA) was used to separate nursing students' professional calling into a variety of subgroups. To find the variables connected to the prospective calling categories, we used ordinal and multinomial Logistic regression analysis. Results Respondents were divided into three calling groups, low (N = 3204), moderate (N = 4492), and high calling group (N = 2887), which accounted for 30.3%, 42.4%, and 27.3% of the total respondents, respectively, in accordance with the findings of the latent profile analysis. Across scale scores and dimensions for the three separate categories, three groups demonstrated statistically significant differences (both p

In this article, the leadership of Hans Nielsen Hauge (1771–1824), the founder and main figure of the significant Haugean movement in Norway during the 1800s, will be explored through the lens of servant leadership theory. More specifically, a theoretical framework described and developed by van Dierendonck will be systematically utilized to understand the legacy of Hans Nielsen Hauge better, especially as it relates to his leadership and people development. Thus, three broad questions will be asked: (1) How can Hauge's role as a leader and role model be understood? (2) What are some important characteristics of his leadership thinking and practice, also based on his followers' perceptions? (3) To what extent can servant leadership theory provide a deeper understanding of Hauge's leadership?

Calling is a very important concept in Christianity. In the medieval era, calling was restricted to ecclesiastical work alone, a devotion to the life of contemplation. Ordinary work or physical labour was not considered qualified to be a calling. Martin Luther was the one who taught that the ordinary work of the ordinary people was also God’s calling and equally spiritual as the ecclesiastical work. However, Miroslav Volf, a Croatian theologian, criticised Luther that his view of calling was too static and irrelevant to the modern context where people often choose to quit a job because of its negative effects and some people have to do multiple jobs in order to make ends meet. While recognising the validity of Volf’s critique, this article seeks to demonstrate that even in the modern context, calling is still a very important theological concept to reflect upon work. Luther’s vocational view of work could be retrieved in discussing the theology of work by putting it in dialogue with Calvin, Kuyper, and other theologians. Contribution: This article seeks to show that the concept of calling is indispensable in constructing a sound theology of work for the modern context. By understanding work as calling, Christian workers are enabled to see how they are participating in God’s redemptive work through their jobs.

The case of the revocation of ordination from the two pastors by the Evangelical Lutheran Church in Southern Africa (hereafter, ELCSA) in the Gauteng Province, Pretoria, South Africa has motivated the present conversation. In order to respond appropriately to the scenario mentioned earlier, the research will dialogue with Paul’s teaching on spiritual gifts in Romans 11:29–32. The document released by the High Court of South Africa, Gauteng Division, Pretoria (hereafter, HCoSAP) ruled that ELCSA acted against the law and ordered that the revocation of the ordination be reversed (Case No: 62810/2018). The study comprises three main layers as follows: (1) analysis of ordination in the biblical text, including a dialogue with Paul’s view of calling and spiritual gifts in 11:29–32, (2) a ruling by the HCoSAP, and (3) a critique of ELCSA. Documentary analysis, ethnography, and participant observation are employed as methodological approaches. Contribution: The contribution of this research is two-fold. Firstly, the readership in general and believing communities in particular should adhere to the rules of the game as prescribed by the biblical text so that they will mitigate both conflict and confrontation with other congregants. Secondly, the study aims to educate societies that no one is above the law. Members of the sacred institution can appear at the high court either when their constitutional right is violated or as suspects of crime.

We examine the significance of a calling from God in an individual’s experience of seeking to move between jobs and the implications for career theory and career counselling practice. In-depth interview data from 31 ministers in the Church of England (C of E) demonstrate how they invoke, interpret and navigate calling when planning and attempting a job move. Calling was often prominent in participants’ accounts, but institutional practices were experienced as undermining calling and the customary ways in which it was discerned when engaged in moving on. A social constructivist method identified four significant themes in faith-based narratives of calling in relation to job mobility. Prospects for integrating the findings into career theory and counselling practice are discussed. [ABSTRACT FROM AUTHOR]

Paul's calling presents a conundrum to which many have proposed varied solutions. Not trying to solve the conundrum in toto , this study investigates the existential dynamics of Paul's calling as narrated to the Galatians within the context of their apostasy. The model used is Heidegger's understanding of conscience as a call towards authenticity and away from inauthenticity. Rhetorical analysis assists in identifying Paul's new understanding of authenticity, by analysing the propositio , especially its expositio , which contains soteriological peculiar existential first-person singular expressions. Paul's preaching of his gospel and his letter to the Galatians are in turn also to them, a call to authenticity and away from inauthenticity. His preaching thus resembles the phenomenological idea of conscience. Thus, Paul's gospel cannot be separated from his calling. Both are about the same understanding of authenticity. It is at the same time a new self-understanding: to have been crucified with Christ and therefore Christ living in him and the faithful (Gl 2:19–20). This is a concise formula of soteriology as symbolised in baptism. Such calling is never completed: it remains a dynamic process, a tension and movement between authenticity and inauthenticity. This is reflected in the Galatian apostasy and Paul's letter calling them back to authenticity. The study underlines the crucial importance of soteriology for kerygma and baptism, but especially for understanding a person's call to faith or ministry. Intradisciplinary and/or interdisciplinary implications: The model is suitable for studying the religious phenomenon of calling in religious texts and in life. [ABSTRACT FROM AUTHOR]

Introduction: The presence of calling in medicine has been shown to be related to a preponderance of positive outcomes among medical students. However, only a few studies examined the antecedents of calling. Of this group, little is known about how a calling emerges and develops in a crisis situation. This study examines the processes underlying the emergence and development of calling when confronted with COVID-19. Methods: Semi-structured interviews were conducted with medical students (N = 28) from China from February to March 2020. Medical students reported their experiences about the emergence of calling, its antecedents, and its outcomes in the context of the COVID-19 pandemic. Interviews were transcribed and analyzed using a thematic analysis approach. Results: Four main themes were identified: (1) the definition of calling, (2) the trajectories of calling development, (3) the factors leading to the emergence of calling, and (4) the outcomes of the emergence of calling. Medical students conceptualized calling as both self- and other-oriented regarding serving the common good. Three calling paths were revealed: significantly enhanced, growing out of nothing, and remaining unchanged. Work sense-making and identity formation interact to facilitate the emergence of calling. The emergence of a calling affects career and study-related outcomes. Discussion: Our findings advance the concept of how the calling of medical students emerges and develops in response to life events through work sense-making and identity formation. Academic institutions and medical educators could leverage these events to facilitate calling discernment among medical students. [ABSTRACT FROM AUTHOR]

Objective: Employment conditions in the care sector are changing, and precarious employment (PE) is becoming more widespread, manifesting as undervaluation, adverse leadership, work overload, and inadequate control over work. This study aimed to examine changes in psychosocial health, work well-being, PE, and calling over time and explore the effects of PE and calling on psychosocial health and work well-being. Methods: The longitudinal study collected follow-up panel data in the three time points (2020, 2022, and 2023) from care workers (n = 1502), linear mixed effects models. Results: PE decreased (β = – 0.02), and perceived work well-being increased (β = 0.04), but there were no change in psychosocial health (β = – 0.01) and calling (β = 0.01) during the three-year period. Younger (< 39) care workers perceived higher levels of PE and had poorer psychological health. Moreover, PE had a negative effect on psychosocial health (β = – 0.63) and work well-being (β = – 0.68) and calling had a positive effect on psychosocial health (β = 0.41) and work well-being (β = 0.49) in multivariate models. Conclusion: PE conditions affect work performance and employee well-being and may threaten patient care; therefore, it should be further investigated in the care sector. It is noteworthy that calling still seems to be central in care work. The results deepen the understanding of the current shortage crisis in health and social care workplaces but can also provide keys to resolving the crisis. [ABSTRACT FROM AUTHOR]

Three categories of work orientation – job, career and calling – have been widely used to characterise how people perceive and behave towards their work. While this typology has been generative, this paper adopts a different perspective (based on Discursive Psychology) by prioritising what and how teachers talk about their work on their own terms during research interviewing. Even though the sample of primary and secondary school teachers from Singapore drew on aspects of these work categories, these teachers were also flexibly managing moral accountability and identities for specific interactional purposes. Specifically, the three work orientations were discursively enlisted to validate, justify, censure and so forth during research interviews. We argue that social-science categories are not just 'ready-made' items to be transplanted from the world of research but are indubitably participants' categories as part of their available rhetorical toolkit. The findings warrant a greater examination than what is currently being done methodologically to understand the world of teachers' work through research interviews. [ABSTRACT FROM AUTHOR]