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題名 How occupational calling affects service employees’ intent to stay: a moderated-mediation model
作者 潘博宇
Hsu, Ya-Ti;Chang, Kuo-Chien;Pan, Peter Bo-Yu;Kong, Yin-Kan
貢獻者 企博學五
關鍵詞 occupational calling; person-organization fit; intent to stay; subjective norms; fear of COVID-19
日期 2026-03
上傳時間 20-Apr-2026 10:20:29 (UTC+8)
摘要 This study examines how occupational calling influences frontline service employees’ intent to stay by integrating Work as Calling Theory (WCT) and Conservation of Resources (COR) theory. Using a three-wave, time-lagged survey of 319 service employees across Mainland China, Taiwan, Hong Kong, and Macau, this study examined person–organization fit (P–O fit) as a mediator and tested the moderating roles of subjective norms and fear of COVID-19 (FoC). The results support the proposed mediation model, showing that occupational calling is positively associated with intent to stay through P–O fit. Subjective norms strengthened the positive association between calling and P–O fit, confirming a first-stage moderated mediation effect. However, contrary to expectations, FoC did not significantly moderate the relationship between P–O fit and intent to stay. These findings contribute to the occupational calling literature by clarifying how cognitive (P–O fit) and social (subjective norms) mechanisms influence employees’ intent to stay. The study refines COR theory by clarifying its boundary conditions in a resource-constrained post-pandemic context. Implications for employee retention and organizational support strategies are discussed.
關聯 Total Quality Management & Business Excellence, pp.1-17
資料類型 article
DOI https://doi.org/10.1080/14783363.2026.2638971
dc.contributor 企博學五
dc.creator (作者) 潘博宇
dc.creator (作者) Hsu, Ya-Ti;Chang, Kuo-Chien;Pan, Peter Bo-Yu;Kong, Yin-Kan
dc.date (日期) 2026-03
dc.date.accessioned 20-Apr-2026 10:20:29 (UTC+8)-
dc.date.available 20-Apr-2026 10:20:29 (UTC+8)-
dc.date.issued (上傳時間) 20-Apr-2026 10:20:29 (UTC+8)-
dc.identifier.uri (URI) https://ah.lib.nccu.edu.tw/item?item_id=182113-
dc.description.abstract (摘要) This study examines how occupational calling influences frontline service employees’ intent to stay by integrating Work as Calling Theory (WCT) and Conservation of Resources (COR) theory. Using a three-wave, time-lagged survey of 319 service employees across Mainland China, Taiwan, Hong Kong, and Macau, this study examined person–organization fit (P–O fit) as a mediator and tested the moderating roles of subjective norms and fear of COVID-19 (FoC). The results support the proposed mediation model, showing that occupational calling is positively associated with intent to stay through P–O fit. Subjective norms strengthened the positive association between calling and P–O fit, confirming a first-stage moderated mediation effect. However, contrary to expectations, FoC did not significantly moderate the relationship between P–O fit and intent to stay. These findings contribute to the occupational calling literature by clarifying how cognitive (P–O fit) and social (subjective norms) mechanisms influence employees’ intent to stay. The study refines COR theory by clarifying its boundary conditions in a resource-constrained post-pandemic context. Implications for employee retention and organizational support strategies are discussed.
dc.format.extent 109 bytes-
dc.format.mimetype text/html-
dc.relation (關聯) Total Quality Management & Business Excellence, pp.1-17
dc.subject (關鍵詞) occupational calling; person-organization fit; intent to stay; subjective norms; fear of COVID-19
dc.title (題名) How occupational calling affects service employees’ intent to stay: a moderated-mediation model
dc.type (資料類型) article
dc.identifier.doi (DOI) 10.1080/14783363.2026.2638971
dc.doi.uri (DOI) https://doi.org/10.1080/14783363.2026.2638971