![]() ![]() The role of arousal in the creation and control of the halo effect in attitude models. ![]() Journal of Occupational Psychology, 63: 1–18. The measurement and antecedents of affective, continuance and normative commitment to the organization. Our research sheds light on how individuals’ subjective view of the meaning of work influences their objective career success, highlighting workplace signals and managerial perceptions as important mechanisms. Furthermore, observing a calling-oriented employee prompts managers to perceive them more favorably in other domains, creating a halo effect. In Study 1-analyses of the Wisconsin Longitudinal Study-we find support for the main effect, and in Study 2-an online experiment-we constructively replicate this effect and find evidence for our predicted explanatory mechanisms. Drawing on theories of signaling, cognitive biases, and reciprocity, we propose that calling-oriented employees enjoy better objective career outcomes than job-oriented employees via an external pathway: managers misperceive employees’ calling orientation as evidence of better performance and stronger organizational commitment. We suggest that the impasse is partially due to prior research’s exclusive focus on how work orientation affects one’s effort and subsequent job performance. This summit was sponsored by the Census Bureau and the Interagency Household Survey Nonresponse Group, a subcommittee of the Federal Committee on Survey Methodology.Views differ on whether individuals with a calling orientation toward work (i.e., seeing work as personally fulfilling and contributing to a better world) enjoy more favorable objective career outcomes, such as higher income and chance of promotion, versus those with a job orientation (i.e., seeing work as a means to a financial end).
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