The purpose of this study was to investigate the relationships between microaggressions, person-organization fit (P-O fit), job satisfaction, and calling in non-religious individuals. Established research demonstrates that job satisfaction is predicted by P-O fit (Dawis, 2005). Research with minority groups has found that microaggressions are negatively related to P-O fit and job satisfaction (Lyons, Velez, Mehta, & Neil, 2014). However, research has yet to examine these interactions with a non-religious population. Previous investigations have found that calling is positively correlated with both P-O fit and job satisfaction (Duffy & Dik, 2013; Duffy, Allan, & Dik, 2011; Hirschi, 2012), suggesting the presence of a calling may mitigate the negative effects of microaggressions on these variables. It was predicted that P-O fit would mediate the relationship between microaggressions and job satisfaction and calling would moderate the relationship between microaggressions and P-O fit. To examine these relationships, participants were solicited through online communities for non-religious individuals. Results revealed that microaggressions predicted job satisfaction while calling predicted P-O fit and job satisfaction. Contrary to previous findings, microaggressions were not significantly related to P-O fit. Thus, P-O fit did not mediate the relationship between microaggressions and job satisfaction. Additionally, calling did not moderate the relationship between microaggressions and P-O fit. Post-hoc analyses revealed that calling was a significant moderator between microaggressions and job satisfaction. Findings expand research on the growing minority of non-religious individuals and contribute to the body of research in calling and offer additional guidance to vocational counselors working with non-religious individuals.
","abstract_html":"<p>The purpose of this study was to investigate the relationships between microaggressions, person-organization fit (P-O fit), job satisfaction, and calling in non-religious individuals. Established research demonstrates that job satisfaction is predicted by P-O fit (Dawis, 2005). Research with minority groups has found that microaggressions are negatively related to P-O fit and job satisfaction (Lyons, Velez, Mehta, & Neil, 2014). However, research has yet to examine these interactions with a non-religious population. Previous investigations have found that calling is positively correlated with both P-O fit and job satisfaction (Duffy & Dik, 2013; Duffy, Allan, & Dik, 2011; Hirschi, 2012), suggesting the presence of a calling may mitigate the negative effects of microaggressions on these variables. It was predicted that P-O fit would mediate the relationship between microaggressions and job satisfaction and calling would moderate the relationship between microaggressions and P-O fit. To examine these relationships, participants were solicited through online communities for non-religious individuals. Results revealed that microaggressions predicted job satisfaction while calling predicted P-O fit and job satisfaction. Contrary to previous findings, microaggressions were not significantly related to P-O fit. Thus, P-O fit did not mediate the relationship between microaggressions and job satisfaction. Additionally, calling did not moderate the relationship between microaggressions and P-O fit. Post-hoc analyses revealed that calling was a significant moderator between microaggressions and job satisfaction. Findings expand research on the growing minority of non-religious individuals and contribute to the body of research in calling and offer additional guidance to vocational counselors working with non-religious individuals.</p>","abstract_has_math":false,"creators":["Schultz, Jessica"],"institution":null,"degree_name":"Master of Arts (MA)","degree_level":"Masters Thesis","degree_discipline":null,"degree_department":null,"school":null,"contributors":["Dr. Melanie Leuty","Dr. Emily Yowell","Dr. Richard Mohn"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2020,"date_issued":"2020-08-01T07:00:00Z","date_published":"2020-08-01T07:00:00Z","updated_at":"2026-07-24T05:45:19Z","subjects":["Non-religious employees","Calling","Job satisfaction","Person-Organization fit","Microaggressions","Counseling Psychology","Counselor Education","Industrial and Organizational Psychology","Multicultural Psychology","Other Psychology","Other Social and Behavioral Sciences","Personality and Social Contexts"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://aquila.usm.edu/masters_theses/715","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Dr. Melanie Leuty","Dr. Emily Yowell","Dr. Richard Mohn"]},{"key":"dc:creator","label":"Author","values":["Schultz, Jessica"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.available","label":"Dc Date Available","values":["2020-05-14T07:00:00Z"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Masters Thesis"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Arts (MA)"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Non-religious employees","Calling","Job satisfaction","Person-Organization fit","Microaggressions","Counseling Psychology","Counselor Education","Industrial and Organizational Psychology","Multicultural Psychology","Other Psychology","Other Social and Behavioral Sciences","Personality and Social Contexts"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://aquila.usm.edu/masters_theses/715"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["The purpose of this study was to investigate the relationships between microaggressions, person-organization fit (P-O fit), job satisfaction, and calling in non-religious individuals. Established research demonstrates that job satisfaction is predicted by P-O fit (Dawis, 2005). Research with minority groups has found that microaggressions are negatively related to P-O fit and job satisfaction (Lyons, Velez, Mehta, & Neil, 2014). However, research has yet to examine these interactions with a non-religious population. Previous investigations have found that calling is positively correlated with both P-O fit and job satisfaction (Duffy & Dik, 2013; Duffy, Allan, & Dik, 2011; Hirschi, 2012), suggesting the presence of a calling may mitigate the negative effects of microaggressions on these variables. It was predicted that P-O fit would mediate the relationship between microaggressions and job satisfaction and calling would moderate the relationship between microaggressions and P-O fit. To examine these relationships, participants were solicited through online communities for non-religious individuals. Results revealed that microaggressions predicted job satisfaction while calling predicted P-O fit and job satisfaction. Contrary to previous findings, microaggressions were not significantly related to P-O fit. Thus, P-O fit did not mediate the relationship between microaggressions and job satisfaction. Additionally, calling did not moderate the relationship between microaggressions and P-O fit. Post-hoc analyses revealed that calling was a significant moderator between microaggressions and job satisfaction. Findings expand research on the growing minority of non-religious individuals and contribute to the body of research in calling and offer additional guidance to vocational counselors working with non-religious individuals.
"]},{"key":"dc:title","label":"Title","values":["Non-Religious Employee's Perceptions of Microaggressions and Their Relationship with Job Satisfaction as Moderated by Calling"]}]}],"canonical_facts":{"dc:contributor":["Dr. Melanie Leuty","Dr. Emily Yowell","Dr. Richard Mohn"],"dc:creator":["Schultz, Jessica"],"dc:date.available":["2020-05-14T07:00:00Z"],"dc:description.abstract":["The purpose of this study was to investigate the relationships between microaggressions, person-organization fit (P-O fit), job satisfaction, and calling in non-religious individuals. Established research demonstrates that job satisfaction is predicted by P-O fit (Dawis, 2005). Research with minority groups has found that microaggressions are negatively related to P-O fit and job satisfaction (Lyons, Velez, Mehta, & Neil, 2014). However, research has yet to examine these interactions with a non-religious population. Previous investigations have found that calling is positively correlated with both P-O fit and job satisfaction (Duffy & Dik, 2013; Duffy, Allan, & Dik, 2011; Hirschi, 2012), suggesting the presence of a calling may mitigate the negative effects of microaggressions on these variables. It was predicted that P-O fit would mediate the relationship between microaggressions and job satisfaction and calling would moderate the relationship between microaggressions and P-O fit. To examine these relationships, participants were solicited through online communities for non-religious individuals. Results revealed that microaggressions predicted job satisfaction while calling predicted P-O fit and job satisfaction. Contrary to previous findings, microaggressions were not significantly related to P-O fit. Thus, P-O fit did not mediate the relationship between microaggressions and job satisfaction. Additionally, calling did not moderate the relationship between microaggressions and P-O fit. Post-hoc analyses revealed that calling was a significant moderator between microaggressions and job satisfaction. Findings expand research on the growing minority of non-religious individuals and contribute to the body of research in calling and offer additional guidance to vocational counselors working with non-religious individuals.
"],"dc:identifier":["https://aquila.usm.edu/masters_theses/715"],"dc:subject":["Non-religious employees","Calling","Job satisfaction","Person-Organization fit","Microaggressions","Counseling Psychology","Counselor Education","Industrial and Organizational Psychology","Multicultural Psychology","Other Psychology","Other Social and Behavioral Sciences","Personality and Social Contexts"],"dc:title":["Non-Religious Employee's Perceptions of Microaggressions and Their Relationship with Job Satisfaction as Moderated by Calling"],"thesis:degree_level":["Masters Thesis"],"thesis:degree_name":["Master of Arts (MA)"]},"updated_at":"2026-07-24T05:45:19Z"}