The Influence Of Employees’ Calling On Their Workaholism

Looking back on the academic research on calling in recent years,we can clearly ind that in addition to exploring the theoretical connotation and dimensions o calling,scholars have also ocused their attention on the e ect o calling ocus in two directions: The irst is to continue to explore the positive e ects o calling and the underlying mechanism.The second is to explore the Dark Side o calling(Xie,2016).On this basis,workaholism,as one o the negative results o calling,has gradually entered the perspective o scholars in this ield.In today’s increasingly competitive society,individuals in organizations need to invest a lot o time and energy in their work to ensure that they are not abandoned by the accelerated development society.Some individuals have to invest a lot o time and energy at work because o social pressure,work pressure or personal amily pressure;However,some individuals have a strong subjective and intrinsic emotion(Berg,2010).For example,driven by his calling,he is obsessed with work,and can hardly separate personal time and work time.He is willing to sacri ice time or sel-leisure,amily and social li e.(Madden,Bailey & Kerr,2015).During the treatment o new coronary pneumonia this year,a large number o ront-line medical sta and scienti ic researchers behind them ought long and high-intensity on the job,which may be guided by the sense o pro-society and sense o pro essional mission.It is not denied that investing time and energy in work can improve work ability and work quality,and help individual career development and organizational per ormance improvement.However,some studies have shown that i you can’t get rid o work rom the psychological and physical level and ocus too much on work,it can have a potentialadverse e ect on an individual’s health(Clinton,Conway & Sturges,2017).In the real world,the phenomenon o "sub-health","overwork" and even "sudden death" caused by long-term and high-intensity work is common.Is the cause closely related to workaholism? Studies have also ound that job addiction reduces individual job satis action and job per ormance and increases turnover(Clark,Michel &Baltes,2016).Existing research results mostly ocus on one aspect: calling will lead to workaholic behavior(Bunderson,2009;Du y,2015;Hirschi,2016),and the other is what in luence workaholics will lead to results(Scott,1997;g,2007;Yaniv,2011).That is,employees who only realize that a high calling will be more prone to workaholism,and workaholism will lead to a series o e ects such as health,relationships,and organization.However,how to adjust the relationship between the calling and workaholism has rarely been deeply explored.To this end,can we think about what actors in the organizational environment may have a signi icant impact on the relationship between the two?Aiming at the above problems,this paper explores the in luence o calling on workaholism based on WCT(Work as Calling Theory)theory and personality traits theory,and selects the big ive personality as a moderating variable to explore personality actors(extraversion,agreeableness,conscientiousness,neuroticism,openness)as the boundary action mechanism o the impact o calling on workaholism.It is to strengthen the relationship between the two.The research in this article begins with a detailed literature review o the three variables o calling,workaholism,and the big ive personality to clari y the relevant supporting theories,constructs and measurement tools.Then according to the appropriate theoretical support to build the ramework model o this paper.Finally,collect and analyze the empirical data.During the data collection process,online questionnaires were mainly used,and a total o 275 valid questionnaires were collected.A ter a simple summary processing o the recovered data,urther analysis o the data was per ormed using analysis so tware such as SPSS and Amos to veri y the theoretical assumptions proposed in this paper.Finally,based on the results o empirical data,the ollowing main conclusions are drawn: First,calling has a signi icant positive e ect on workaholism,that is,thehigher the calling,the more likely it will lead to the occurrence o workaholism.Second,extraversion has a negative regulating e ect on the relationship between calling and workaholism.Third,agreeableness has a positive regulating e ect on the relationship between calling and workaholism.Fourth,conscientiousness has a positive regulating e ect on the relationship between calling and workaholism.Fi th,neuroticism has a positive regulating e ect on the relationship between calling and workaholism.Sixth,openness has a negative regulating e ect on the relationship between calling and workaholism.This article uses new sample data to re-veri y the relationship between calling and workaholism,and clearly con irmed the boundary conditions o the mechanism o action,providing certain theoretical and practical experience or uture research in related ields,and also hoping to help organizational managers correctly treat and deal with employees’ workaholism behavior.