Organizations are always in pursuit of better performance. Accordingly, it is widely considered beneficial to have employees with a higher sense of calling toward a particular organization. To explore the concept and mechanism of calling, we proposed a moderated mediation model to achieve multiple purposes. First, the mediating effect of career commitment illustrates the mechanism of calling that could lead to better affective and normative commitment. Meanwhile, there is no significant effect on continuance commitment. Second, we examined how person-organization fit (P-O fit) moderates this mediated relationship. Data from Taiwan indicates that career commitment mediates the relationship between calling and affective and normative commitment. In addition, P-O fit moderates the relationship between calling and career commitment. On the whole, we discuss the relationship among calling, career commitment, P-O fit, and three components of organizational commitment. The current study contributes to the research on calling using the proposed moderated mediation model. Concurrently, it establishes a comprehensive theoretical framework to advance the understanding and the application of calling.
calling, career commitment, organizational commitment, person-organization fit