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Called to Commitment: An Examination of Relationships Between Spiritual Calling, Job Satisfaction, and Organizational Commitment

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  • Mitchell Neubert
  • Katie Halbesleben

Abstract

Religious and spiritual variables have largely been excluded from organizational research. Yet, there is a growing body of literature that suggests religion and spirituality have a significant and substantive role in influencing employees’ attitudes and behaviors at work. This paper aims to add to this literature by looking at the relationships of spiritual calling with job satisfaction and affective organizational commitment after accounting for a range of demographic, religious, and work controls. Furthermore, we explore the interactive effect of spiritual calling and job satisfaction on organizational commitment. The data are drawn from a nationally representative sample of 771 adults in the United States. The results provide evidence of a positive relationship between spiritual calling and both job satisfaction and organizational commitment. Additionally, our results support the interaction of spiritual calling and job satisfaction explaining additional variance in organizational commitment. Specifically, not only is organizational commitment strongest when spiritual calling and job satisfaction are both strong, but the results also indicate that spiritual calling is positively associated with organizational commitment even if one’s job is not very satisfying. Copyright Springer Science+Business Media Dordrecht 2015

Suggested Citation

  • Mitchell Neubert & Katie Halbesleben, 2015. "Called to Commitment: An Examination of Relationships Between Spiritual Calling, Job Satisfaction, and Organizational Commitment," Journal of Business Ethics, Springer, vol. 132(4), pages 859-872, December.
    • Handle: RePEc:kap:jbuset:v:132:y:2015:i:4:p:859-872
    DOI: 10.1007/s10551-014-2336-z
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    References listed on IDEAS

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    1. Monty Lynn & Michael Naughton & Steve VanderVeen, 2009. "Faith at Work Scale (FWS): Justification, Development, and Validation of a Measure of Judaeo-Christian Religion in the Workplace," Journal of Business Ethics, Springer, vol. 85(2), pages 227-243, March.
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    6. Suzanne Chan-Serafin & Arthur P. Brief & Jennifer M. George, 2013. "PERSPECTIVE —How Does Religion Matter and Why? Religion and the Organizational Sciences," Organization Science, INFORMS, vol. 24(5), pages 1585-1600, October.
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    Cited by:

    1. Nicholas Burton & Mai Chi Vu, 2021. "Moral Identity and the Quaker tradition: Moral Dissonance Negotiation in the WorkPlace," Journal of Business Ethics, Springer, vol. 174(1), pages 127-141, November.
    2. Suharto & Suyanto & Nedi Hendri, 2019. "The Impact of Organizational Commitment on Job Performance," International Journal of Economics & Business Administration (IJEBA), International Journal of Economics & Business Administration (IJEBA), vol. 0(2), pages 189-206.
    3. Maryam Dilmaghani, 2021. "Deep-Level Religious Diversity and Work-Life Balance Satisfaction in Canada," Applied Research in Quality of Life, Springer;International Society for Quality-of-Life Studies, vol. 16(1), pages 315-350, February.
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