Understanding the Existence of Calling in Indonesian Millennials and

Its Impact to Job Satisfaction

Essensia Kasih and Ayu Aprilianti

Faculty of Business and Economics, University of Indonesia, Jl. Prof. Dr. Sumitro Djojohadikusumo, Beji, Kukusan,

Depok, Indonesia

Keyword: Existence of calling, millennials, career commitment, job satisfaction

Abstract: The current study examined the relation of living calling to job satisfaction among 222 Indonesian

millennials workers (age 20-38) who lived in Jabodetabek (Jakarta, Bogor, Depok, Tangerang, and Bekasi).

Using structural equation modelling, this paper trying to find the relationship of living calling to job

satisfaction through mediation of work meaning and career commitment. Work meaning was found partially

mediate the relationship of living calling to job satisfaction, while career commitment doesn’t act as

mediation and didn’t have significant effect to job satisfaction; however, the relationship between living

calling and job satisfaction cannot be doubted. These results suggest that concept of calling may profound in

Indonesian Millennials although having non-western and non-Christian background. Implication for

research and practice are explored.

1 INTRODUCTION

Calling has become one of the topic that growing

popular these days. Not just in the talking of

practitioner, academicians also having interest on

calling and develop better understanding of calling

and its importance to another aspect. Calling has

become a concept that being accepted by many,

especially millennial. The generation who was born

in 1980-1999 (Seppanen and Gualtieri, 2012) has

very familiar with this term as calling been

promoted through many job recruitment

advertisement, such as “Your calling is calling” or

“Work to make a life, not just a living” (Delventhal,

2015; Duffy, Dik, and Steger, 2011). Even more,

millennials are famous by their characteristic as a

generation who prioritizing calling in their life

activities, especially on working. Knowing the

importance of calling in the eyes of millennials,

more understanding of the topic and its impact to

other work outcome, such as job satisfaction—

becoming an important knowledge to gain. The

knowledge is important for the employer who must

deal with millennials at least until the next 20 years.

2 LITERATURE REVIEW

Although term ‘calling’ has been used often,

interpreting this term from history, culture, and

social perspective are needed to gain better

understanding. Below are mentioned the definition

of calling and it relatedness with another construct.

2.1 The Definition of Calling

To learn the history of ‘calling’ is to understand the

used of it since the 16

century. Originally from

western and Christian culture, the term was used for

explaining the spiritual guidance from God and

cannot be used by any other means especially

toward work; when it even sins for human to be too

engaged with work as it means prohibited them to

have more spiritual life (Hardy, as cited in Jaramillo,

2011). Then, in 1517 Martin Luther introducing new

Christian teaching by saying that working diligently

and contributing to society also a way to maintain

spiritual life (Weber, as cited in Bunderson and

Thompson, 2009)—this understanding of calling as

a work for society—are classified as calling in

classic perspective.

As social norms changed, people started to think

work are depend on their own choices and have self-

Kasih, E. and Aprilianti, A.

Understanding the Existence of Calling in Indonesian Millennials and Its Impact to Job Satisfaction.

DOI: 10.5220/0009999000002917

In Proceedings of the 3rd International Conference on Social Sciences, Laws, Arts and Humanities (BINUS-JIC 2018), pages 5-10

ISBN: 978-989-758-515-9

centered purpose—not duty to the society, but to the

self. This developed a modern perspective of calling,

where calling means a self-drive toward work for

their own self-purposed (Wang and Dai, 2017).

Nowadays, as it is popular in millennials, calling

has its own meaning that a combination of classic

and modern perspective—neoclassic perspective.

Dik & Duffy (2009) explained calling in neoclassic

perspective as a beyond the-self force, motivating by

the needs of society and having sense of meaning

and purposes. By this definition, later, several

researches reported positive work outcome of

calling.

Calling reported has direct effect toward career

commitment, meaningful work, organization

commitment, withdrawal intention, and job

satisfaction (Duffy, Dik and Steger, 2011; Allan,

Tebbe, Duffy and Autin, 2015; Duffy, Allan, Autin

and Bott, 2013; Duffy, Allan and Bott, 2012; Duffy,

Bott, Allan, Torrey and Dik, 2012). It was

mentioned that people who have sense of calling on

their work will have better career commitment, work

meaning, organization commitment, job satisfaction,

and lower level of withdrawal intention.

2.2 Perceiving Calling & Living Calling

As many researches about calling arise, researcher

doesn’t differentiate between perceiving calling and

living calling. Later, through many research, Duffy

explained the differences between perceiving and

living calling by giving deeper understanding of the

impact of both; one’s cannot live their calling

without perceiving it, and one’s cannot have the

impact of calling without living it. A research found

that the relationship between calling and other

positive work outcome just can be explained by

living it; perceiving calling without living it cannot

explained the impact of calling to positive work

outcome and well-being outcome (Duffy, Bott,

Allan, Torrey and Dik, 2012). Therefore, they

provide new instrument to be able to measure

perceiving calling and living calling as a way to

differentiate both variable in future research (Duffy,

Bott, Allan, Torrey and Dik, 2012).

2.3 Millennials’ Characteristic

In present study, millennials been chosen as a

sample because of their characteristic as an optimist

generation to pursue a career that promotes

transformational act toward better world

(Diamandis, 2015). More than benefit compensation

or organization needs, millennials prefer an

impactful career to pursue; a work that have sense of

purpose to fulfill the needs of society (Seppanen and

Gualtieri, 2012; Alton, 2017; Hays, 2014;

PricewaterhouseCoopers, 2011). Therefore, calling

was popular among millennials, and by learning

about calling could be a greater help to

understanding millennials, their preferences toward

work, and how to maintain them.

2.4 Present Study

In the present study, we explored how concept of

calling be applicable to Indonesian millennials and

its impact toward job satisfaction. Using a model

discussed by Duffy, Allan, Autin, &Bott (Duffy,

Allan, Autin and Bott, 2013) and Allan et al. (Allan,

Tebbe, Duffy and Autin, 2015) this present study

trying to explore the relation of living calling to job

satisfaction by mediation of work meaning and

career commitment. First, we hypothesized that

there is a relationship between living calling to job

satisfaction using mediation of work meaning

variable. Supported by several researches

(Bunderson and Thompson, 2009; Duffy, Allan,

Autin and Bott, 2013; Duffy, Bott, Allan, Torrey and

Dik, 2012) it was explained that people who living

their calling toward their work will find their work

meaningful and it makes them more satisfied toward

their job.

Second, we hypothesized that there is a

relationship of living calling to job satisfaction

mediated by career commitment. Supported by

several researches (Duffy, Dik and Steger, 2011;

Duffy, Allan, Autin and Bott, 2013; Duffy, Bott,

Allan, Torrey and Dik, 2012) it was mentioned that

people who living their calling toward their work

will be more committed toward their career and it

makes them more satisfied toward their job. Last,

supported by Allan et al., (Allan, Tebbe, Duffy and

Autin, 2015) we hypothesized there is also direct

positive relationship from living calling to job

satisfaction and it makes the mediation role of work

meaning and career commitment becoming partial.

3 METHOD

3.1 Participants

Participants were 222 millennials (born 1980-1999)

who lived within Jabodetabek. Of all the

participants, there were 82 men (30.9%) and 140

women (63.1%) with age 20-29 (88.7%) and age 30-

38 (11.3%). Participants were asked to give the

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information of their religion among six options—as

it is obligation among Indonesian citizen to have one

religion. From the participants, there were 154

Muslims (69.4%), 41 Christian (18.5%), 22 Catholic

(9.9%), 3 Hindu (1.4%), and 2 Buddha (0.9%). From

the diversity of the participants, it represented the

diversity of Indonesian culture who has non-western

and non-Christian religion culture.

The monthly income of participants: until 5

million rupiahs (n = 49, 22.1%), 5-10 million

rupiahs (n = 125, 56.3%), and more than 10 million

rupiahs (n = 48, 21.6%). In educational background,

there were 12 participants completed high school

(5.4%), 172 completed bachelor degree (77.5%), 30

completed master degree (13.5%), and 8 others.

Participants reported working in various field, such

as professional worker (18%), entrepreneur (2.3%),

PNS/government employees (11.7%), and private

employees (68%).

3.2 Instruments

Perceiving Calling. This instrument was used to

make sure the participants are having their calling by

asking two items from the Brief Calling Scale (BCS)

(Dik, Eldridge, Steger and Duffy, 2012)—as a

screening question to make sure that people have

their calling, because it impossible for a person to

live their calling without having it.

Living Calling. Using Living Calling Scale

(LCS) (Duffy, Bott, Allan, Torrey and Dik, 2012),

the participants were asked by six questions to

measure if they are living their calling in the job

they have right know. One (strongly disagree) to

seven (strongly agree) point scale was used for it.

Work Meaning. Using Work as Meaning

Inventory (WAMI) (Steger, Dik and Duffy, 2012),

participants were asked 10 questions to measure

their view toward their job and navigating their

answers into three dimensions of work meaning.

Career Commitment. Using career commitment

scale (CCS) developed by Colarelli & Bishop

(Colarelli and Bishop, 1990), participants were

asked four reverse questions to measure their

commitment toward their career. One (strongly

disagree) to seven (strongly agree) point scale was

used for it.

Job Satisfaction. Using job satisfaction index

(JSI) modified by Judge, Locke, Durham, and

Kluger (Judge, Locke, Durham and Kluger, 1998),

participants were asked five questions to measure

their satisfaction toward their job. Also, one

(strongly disagree) to seven (strongly agree) point

scale was used for it.

3.3 Procedure

Authors gather the data using a google form to make

it convenient and easy to be analyzed. Using non-

probability sampling method (by mentioning the

criteria of participants we need)—questionnaires

were collected. From 255 data, only 222 data were

used to be analyzed by selecting participants who

has several criteria needed; (a) employed for at least

1 year, (b) born in between 1980-1999, (c) staying

within Jabodetabek, (d) perceiving calling (by not

answering ‘very disagree’ on both items of the

BCS), and (e) living their calling (by NOT

answering ‘did not have a calling’ on any question

of the LCS).

4 RESULT

4.1 Measurement Model

Result of the data were analyzed using Lisrel 8.51,

and the result of T-value, SLF score, Construct

Reliability (CR), and Variance Extracted (VE) were

used to analyze the score of validity and reliability.

Six items of LCS, four items of CCS were fully used

by having Cronbach’s Alpha (CA)≥0.6, t-value

score ≥1.94, SLF ≥0.5, CR ≥0.7, and VE ≥0.5—

indicated good validity and reliability score (LCS, t-

value = 12.05,17.28,15.36,14.21, 18.02, 18.04, SLF

= 0.71, 0.9, 0.84, 0.8, 0.93, 0.93, CR = 0.94, VE =

0.73, CA = 0.910; CCS, t-value = 15.85, 16.12,

17.43, 14.16, SLF = 0.86, 0.87, 0.92, 0.8, CR = 0.92,

VE = 0.75, CA = 0.941).

However, for WAMI and JSI, both needed to be

re-specification by eliminating item WAMI8 ‘My

work really makes no difference to the world’ and

item JSI3 ‘Each day of work seems like it will never

end’. Later, nine items of WAMI and four items of

JSI were accepted (WAMI 1

Order CFA, SLF

=0.89, 0.91, 0.91, 0.85, 0.88, 0.88, 0.79, 0.8, 1, CR1

= 0.94, VE1 = 0.80, CR2 = 0.89, VE2 = 0.72, CR3 =

0.90, VE3 = 0.81, WAMI 2

Order CFA, SLF = 1,

0.76, 0.7, CR = 0.87, VE = 0.69, CA1= 0.940, CA2

=0.877, CA3 = 0.874; JSI, t-value = 14.59, 16.79,

15.71, 9.94, SLF = 0.82, 0.9, 0.86, 0.62, CR = 0.88,

VE = 0.65, CA= 0.780).

After validity and reliability test approved, we

examined the goodness-of-fit with following indices:

with score of RMSEA 0.078, NNFI 0.92, IFI 0.93,

CFI 0.93, ECVI, AIC, and CAIC model score close

to saturated rather than independence score—

indicate good fit, GFI 0.83, NFI 0.89, and RFI

Understanding the Existence of Calling in Indonesian Millennials and Its Impact to Job Satisfaction

0.88—indicate marginal fit; the model can be

applicable for structural model analysis (Hair, Black,

Babin, and Anderson, 2009).

In structural model, we examined the causal

relationship of the model to answer the hypotheses.

4.2 Structural Model

Figure 1: Final model with path diagram and every t-value

of the relationship that indicate the meaning of

relationship; with t-value≥1.65 (one-tailed) indicate

positive significant relationship (Hair, Black, Babin and

Anderson, 2009). So, there are four significant effect (t-

value≥1.65) and two insignificant effect (t-value≤1.65).

From the figure 1 we can see that there is

positive significant effect from living calling (LC) to

job satisfaction (JS) through work meaning (WM).

LC to WM with direct positive effect 9.83, WM to

JS with direct positive effect 9.01. However, there is

no significant effect from LC to JS through career

commitment (CC) as there is no direct significant

effect from CC to JS as it is less than 1.65 (1.27)

although there is direct significant effect form LC to

CC 1.98. For direct effect from LC to JS is

positively significant with t-value 3.77. As

conclusion, by this model we can see that WM

played the role as partially mediated the relationship

between LC to JS, while CC didn’t play the role of

mediation as doesn’t have direct effect to JS.

Later, using reduced form equation we knew the

coefficient determination of every variable include.

WM with R

= 0.54 indicate that the 54% variance

of WM can be explained by LC. CC with R

= 0.048

indicate that the 4.8% variance of CC can be

explained by LC, and JS with R

= 0.58 indicate that

the 58% variance of JS can be explained by LC.

5 DISCUSSIONS

From the result we can see that there is a positive

significant relationship from LC to JS through the

WM as it was mentioned by several researches

(Bunderson and Thompson, 2009; Duffy, Allan,

Autin and Bott, 2013; Duffy, Bott, Allan, Torrey and

Dik, 2012). It means, when people living their

calling they have more tendency to see their work as

meaningful and it makes them more satisfied with

their job. As also direct effect from LC to CC

explained that when people living their calling they

more committed to their calling even though is

doesn’t mean they more satisfied with their job (as

no significant result from CC to JS). This result

quite different with before findings (Duffy, Dik and

Steger, 2011; Duffy, Allan, Autin and Bott, 2013;

Duffy, Bott, Allan, Torrey and Dik, 2012) however,

it could be mean, JS was explained more with

another variable rather than CC—in sample of

Indonesian millennials who live in Jabodetabek. As

for direct relationship from LC to JS explained that

when people living their calling they will be more

satisfied toward their job and it makes the mediation

role of WM becoming partial (while CC are not

played the mediation role of relationship between

LC to JS).

As highlight, the result explored that there is a

positive significant relationship from LC to JS

whether it is direct effect or through WM; it means,

it is important to understand the concept of calling

and to be more paying attention toward calling—to

gain positive result from job satisfaction and

maintaining the millennials. Also, from the present

study we can conclude that the concept of calling is

applicable and being used by Indonesian millennial,

even though their background is from non-western

and non-Christian culture.

6 PRACTICAL IMPLICATIONS

From the study, there are several practical

implications that can be benefit for the organization

and millennials. For the organization, this result

could enhance the solution toward maintaining

performance management by using calling as a

common conversation during recruitment, selection,

development, and retention programs—making sure

that the organization are always willing to provide

any support possible to help employee living their

calling and finally be benefit from it. Moreover, the

same support should be given to talent management

program; highlighting the calling to fulfill the needs

of best talent as one way to have them stay and

giving their best performance toward organization

(as we understood the benefit of job satisfaction on

better performance and retention). Later, by

applying calling on common management system

could possibly improve company’s employer value

proposition (EVP) and employer branding (EB)

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especially in the eyes millennials as it is important

for them to have the job that could help them living

their calling—better EVP and EB are important

factor for improving company’s competitive

advantage.

Other than that, the result of the study could also

give important knowledge for university and the

millennials itself. As it is important to live the

calling through the job, it’s important for the

university as a final education institution to help the

graduates toward better understanding about their

preferences by providing career counseling for their

soon-to-be graduates. As is for millennials, having

better understanding of their own calling could help

them to be more profound about their career choices.

7 LIMITATIONS AND FUTURE

DIRECTION

There are several limitations of this study that

should be noted to have better understanding toward

the conclusions. First, in this study, the data were

gathered using online form, where it can lead to

limited understanding about the questions and

probably affecting the inaccurateness of the answers.

Second, it was unfortunate that scope of the data

being gathered is just from millennials who stayed in

Jabodetabek—as it may lack representation of

Indonesian millennials. In the future, having wider

scope of sample is preferable so the result may

represent the characteristic of Indonesian Millennial

and finally, adding more variable of organizational

aspects such as; organizational commitment,

withdrawal intention, performance, etc. are expected

to have more impactful result for the organizational

needs

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