Perception of calling and turnover intention: the moderating role of perceived mobility

Abstract This research aimed to analyze the existence of positive, negative, direct, and indirect relationships (via job satisfaction and self-efficacy) between perceiving a calling and turnover intention, as well as the moderating role of perceived mobility. We used a quantitative approach and data collection from 230 employees. The analysis was conducted using structural equation modeling. The results show a direct and negative effect between perceiving a calling and turnover intention, and between job satisfaction and turnover intention. We identified a direct and positive effect between perceiving a calling and job satisfaction and between perceiving a calling and self-efficacy. Job satisfaction partially mediates the relationship between perceiving a calling and turnover intention. There is no significant effect between self-efficacy and turnover intention in the analyzed sample. The moderating effect of perceived mobility on the relationship between job satisfaction and self-efficacy with turnover intention was not significant.摘要 本研究旨在分析职业召唤感知（Perceiving a Calling）与离职意向（Turnover Intention）之间的直接、间接正向与负向关联（以工作满意度（Job Satisfaction）与自我效能感（Self-Efficacy）为中介变量），同时考察感知流动性（Perceived Mobility）的调节作用。本研究采用定量研究范式，共收集230名员工的调研数据，并通过结构方程模型（Structural Equation Modeling）开展数据分析。研究结果表明：职业召唤感知与离职意向、工作满意度与离职意向之间均存在显著负向直接效应；职业召唤感知与工作满意度、职业召唤感知与自我效能感之间均存在显著正向直接效应。工作满意度在职业召唤感知与离职意向的关系中发挥部分中介效应。在本次分析的样本中，自我效能感与离职意向之间未呈现显著影响；感知流动性对工作满意度、自我效能感与离职意向间关系的调节效应同样不显著。