Recently, interest in calling is rising. However the previous studies on calling lacked consideration in mechanism that it affects. And in case of Korea, it was difficult to generalize calling because the studies on it was limited to specific types of jobs. Therefore, this study analyzed the process that calling has the effect on organizational commitment and turnover intention targeting the Korean office workers. Concretely, it supposed that psychological capital and organizational identification would have the mediated effect on the process that calling have the effect on organizational commitment and turnover intention. And it predicted that organizational commitment would act as the variable which antecedes turnover intention. And it tried to verify the moderating effect of transformational leadership and perceived supervisor support in the relationship between calling and mediator variables. The analytical result has found that psychological capital and organizational identification mediates the process that calling has the effect on organizational commitment and turnover intention and organizational commitment acts as the leading variable of turnover intention. And transformational leadership and perceived supervisor support moderated the relationship between calling and psychological capital, but they did not show the statistically significant moderated effect in the relationship between calling and organizational identification. The study is meaningful in that it clarified mechanism of calling which was insufficient in the existing studies, investigated and revealed the relationship among calling, organizational commitment, and turnover intention, and the studies on Korean calling which was limited to specific jobs in the meantime were extended to general office workers.
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Yoon et al. (2013) studied this question.
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