Neubert, M.J. & Halbesleben, K. (2015). Called to commitment: An examination of relationships between spiritual calling, job satisfaction, and organizational commitment. Journal of Business Ethics, 132, 859-872. DOI 10.1007/s10551-014-2336-z Neubert and Halsbesleben (2013) conducted a study on the role of spiritual calling on employee job satisfaction and organizational commitment. A sample of 771 working American adults participated in the quantitative study, which measured spiritual calling, job satisfaction, and affective commitment. The author’s hypothesized that spiritual calling will increase job satisfaction and commitment to the organization. They also felt that spiritual calling and job satisfaction will impact organizational commitment.
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The authors reference several secular studies that examined how many secular personality characteristics influence job satisfaction and commitment to an organization; however, however, the authors reference that there is a gap in the literature involving the spiritual calling within job performance and commitment. In my opinion, the author’s articulate why spiritual calling is an important aspect of measuring job performance and commitment to the organization.
The authors state that there is a gap in existing literature involving job satisfaction and commitment to an organization. The authors report “considerable attention has been devoted to explaining vocational workplace outcomes, especially employee’s job satisfaction and organizational commitment,” (Neubert and Halsbesleben, 2013, p. 859). Several important secular research studies are referenced, such as Duffy et al. 2011, Hofman et al. 2013, Verquer et al. 2003.
The authors articulate the definition of spiritual calling. The term spiritual calling was constructed to parallel Martin Luther’s understanding of the term, which stated spiritual calling as being “called to do meaningful work, regardless of position or station in life,” (Neubert & Malsbesleben, 2013, p. 860).
Evaluation of Literature …show more content…
The authors gathered their random sample of 1,714 adults, who participated in the 2010 Baylor Religion Survey (BRS) conducted by the Gallup Organization, which measured religious practice, beliefs, workplace attitudes and workplace beliefs. The sample of adults limits the type of participants to participants who participated in the original BRS survey in 2010. Several additional questions were added to the survey and used to reduce the total number of participants to 771 employed adults living in the United States. Individuals who did not take the initial survey or may not have an interest in religion in the workplace may not have the opportunity to participate in the
The authors reference several secular studies that examined how many secular personality characteristics influence job satisfaction and commitment to an organization; however, however, the authors reference that there is a gap in the literature involving the spiritual calling within job performance and commitment. In my opinion, the author’s articulate why spiritual calling is an important aspect of measuring job performance and commitment to the organization.
The authors state that there is a gap in existing literature involving job satisfaction and commitment to an organization. The authors report “considerable attention has been devoted to explaining vocational workplace outcomes, especially employee’s job satisfaction and organizational commitment,” (Neubert and Halsbesleben, 2013, p. 859). Several important secular research studies are referenced, such as Duffy et al. 2011, Hofman et al. 2013, Verquer et al. 2003.
The authors articulate the definition of spiritual calling. The term spiritual calling was constructed to parallel Martin Luther’s understanding of the term, which stated spiritual calling as being “called to do meaningful work, regardless of position or station in life,” (Neubert & Malsbesleben, 2013, p. 860).
Evaluation of Literature …show more content…
The authors gathered their random sample of 1,714 adults, who participated in the 2010 Baylor Religion Survey (BRS) conducted by the Gallup Organization, which measured religious practice, beliefs, workplace attitudes and workplace beliefs. The sample of adults limits the type of participants to participants who participated in the original BRS survey in 2010. Several additional questions were added to the survey and used to reduce the total number of participants to 771 employed adults living in the United States. Individuals who did not take the initial survey or may not have an interest in religion in the workplace may not have the opportunity to participate in the