Validity and measurement invariance of the Unified Multidimensional Calling Scale (UMCS): A three-wave survey study

The accumulation of scientific knowledge on calling is limited by the absence of a common theoretical and measurement framework. Many different models of calling have been proposed, and we do not know how much research results that refer to a specific model are generalizable to different theoretical accounts of calling. In this article, we investigate whether two leading models of calling tackle the same construct. The two models were merged into a comprehensive framework that measures calling across seven facets: Passion, Purposefulness, Sacrifice, Pervasiveness, Prosocial Orientation, Transcendent Summons, and Identity. We then developed the Unified Multidimensional Calling Scale (UMCS) drawing from previous published items. Across two surveys involving college students (N = 5886) and adult employees (N = 205) the UMCS was proved to be valid and reliable. We also observed that the UMCS is invariant across time and calling domains. Finally, we found that facets of calling have very different relationships with outcomes and concurrent measures, suggesting that results obtained with a smaller set of facets are not generalizable to the higher-order construct of calling or to a different model that does not share the same facets. \ua9 2018 Vianello et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited

Chapter The Role of Mentors on the Development of Calling in Students: a 3-Year Investigation

In a three-wave longitudinal study, we investigated the role of mentoring on calling development. The results suggest that the mere presence of a mentor is associated with higher levels of calling and the development of a calling is fostered by the mentors’ calling orientation, yet it is restrained by mentors’ job and career orientatio

The Emotion of Admiration Improves Employees' Goal Orientations and Contextual Performance

Admiration is the other-praising emotion elicited by the display of outstanding skills, talents, or achievements. Most leadership theories state that effective leaders are ad mired role models that fo llo wers emu late. Nevertheless, no dem- onstration has been provided so far about the actual role of ad miration in the leader-follower relationship. This paper shows that leaders who display technical and managerial co mpetences motivate employees by means of the positive emotion of admiration they elicit. Specifically, we hypothesized and demonstrated that admirat ion elicited in employees by their leader's skills increases both their goal orientation to prove and imp rove their own skills and their contextual performance. In a first field experiment on 137 sales representatives we observed an indirect positive relationship between leader's skills and followers' state-goal orientations. Admiration mediated the positive effect o f leader's skills on emp loyees' motivation. In this study, we also observed a direct and detrimental impact of leaders' skills on employees learn ing and proving goal orientations. In a second, cross-sectional, study on 146 full-t ime teachers we observed that admiration -co mpared with happiness and gratitude- is the best predictor of state-learning-goal orientation and organizat ional citizenship behaviors. Implications and limits are d iscussed

The Developmental Trajectories of Calling: Predictors and Outcomes

There are many open questions concerning the development of calling, and longitudinal empirical evidence is limited. We know that a calling is associated with many beneficial outcomes, but we do not know how it changes through time and what predicts these changes. Previous studies have shown that calling is relatively stable at the sample level. We show that, at the individual level, calling shows huge variations through time. We identified nine developmental trajectories that are typical across facets of calling, and we found evidence that the development of a calling is fostered by the extent to which individuals have lived it out. We also observed that the more a calling has grown over a 2-year period, the more it is lived out during the third year. These results provide support for a developmental model of calling according to which having a calling and living it out reciprocally influence each other. The practical and theoretical implications of these results are discussed

The Developmental Trajectories of Calling: Predictors and Outcomes:

There are many open questions concerning the development of calling, and longitudinal empirical evidence is limited. We know that a calling is associated with many beneficial outcomes, but we do not know how it changes through time and what predicts these changes. Previous studies have shown that calling is relatively stable at the sample level. We show that, at the individual level, calling shows huge variations through time. We identified nine developmental trajectories that are typical across facets of calling, and we found evidence that the development of a calling is fostered by the extent to which individuals have lived it out. We also observed that the more a calling has grown over a 2-year period, the more it is lived out during the third year. These results provide support for a developmental model of calling according to which having a calling and living it out reciprocally influence each other. The practical and theoretical implications of these results are discussed

Many Labs 2: Investigating Variation in Replicability Across Samples and Settings

We conducted preregistered replications of 28 classic and contemporary published findings, with protocols that were peer reviewed in advance, to examine variation in effect magnitudes across samples and settings. Each protocol was administered to approximately half of 125 samples that comprised 15,305 participants from 36 countries and territories. Using the conventional criterion of statistical significance (p \u3c .05), we found that 15 (54%) of the replications provided evidence of a statistically significant effect in the same direction as the original finding. With a strict significance criterion (p \u3c .0001), 14 (50%) of the replications still provided such evidence, a reflection of the extremely highpowered design. Seven (25%) of the replications yielded effect sizes larger than the original ones, and 21 (75%) yielded effect sizes smaller than the original ones. The median comparable Cohen’s ds were 0.60 for the original findings and 0.15 for the replications. The effect sizes were small (\u3c 0.20) in 16 of the replications (57%), and 9 effects (32%) were in the direction opposite the direction of the original effect. Across settings, the Q statistic indicated significant heterogeneity in 11 (39%) of the replication effects, and most of those were among the findings with the largest overall effect sizes; only 1 effect that was near zero in the aggregate showed significant heterogeneity according to this measure. Only 1 effect had a tau value greater than .20, an indication of moderate heterogeneity. Eight others had tau values near or slightly above .10, an indication of slight heterogeneity. Moderation tests indicated that very little heterogeneity was attributable to the order in which the tasks were performed or whether the tasks were administered in lab versus online. Exploratory comparisons revealed little heterogeneity between Western, educated, industrialized, rich, and democratic (WEIRD) cultures and less WEIRD cultures (i.e., cultures with relatively high and low WEIRDness scores, respectively). Cumulatively, variability in the observed effect sizes was attributable more to the effect being studied than to the sample or setting in which it was studied