Introduction
Any desire for self-realization through career opportunities reflects individual ambitions, which differ for each person. At the same time, when evaluating such aspiration through the Christian worldview, one can say that regardless of personal preferences, Hardy’s (1990) concept of the divine economy determines professional growth. That is, it is God’s will that is dominant. Analyzing such nuances from the standpoint of modern HR practices regarding the strategic recruitment and selection of employees can help correlate the idea of the divine calling with the relevant mechanisms of personnel management.
Divine Economy and HR Constructs
Motivation is one of the most important constructs in HR practice, and by engaging a vocational perspective, managers can guide subordinates’ performance in the right direction. Valentine et al. (2020) mention Herzberg’s motivation theory, which assesses many factors that influence productivity, including psychological incentives. According to Nye et al. (2021), vocational interests directly affect motivation, and when using individual preferences effectively, an employee can achieve what one wants, thereby addressing the needs of one’s employer. As a result, when speaking of the divine economy as an interpretation of vocation, one may note a direct connection between this phenomenon and motivation.
Organizational commitment is another HR construct that often determines the performance of staff and the success of a particular firm. Valentine et al. (2020) argue that this phenomenon is built from several factors, and job satisfaction is crucial. In other words, an employee whose work interests are fully satisfied is ready to demonstrate high productivity, avoiding incorrect behavior, for instance, absenteeism or conflicts with colleagues. Commitment, in this case, is also associated with the concept of Christian vocation because having no claims against others and having an opportunity to show their full potential, an employee is ready to give in return, which, according to Keller and Alsdorf (2012), is also manifested concerning material and non-material interests. Therefore, commitment is connected with the concept of the divine economy through an employee’s logical desire to repay good for good.
HR Implications for Recruitment and Selection
Regarding recruitment and selection, the concept of vocation can be expressed in implications for such nuances as diversity and competition. Al Jawali et al. (2022) assess the features of talent management and note that the pursuit of diversity in recruiting strategies is easier when the skills and knowledge of job applicants are aimed at realizing potential. That is, a new employee demonstrates a working interest regardless of one’s age or gender. The aspect of competition that Valentine et al. (2020) view through the prism of recruiting ceases to create inconvenience in the selection process if job candidates demonstrate overt work motivation, clearly standing out from others. Thus, the idea of the divine economy makes the work of HR managers easier if the corresponding manifestations are recognized and addressed promptly.
Conclusion
The concept of the divine economy, discussed by Hardy (1990), relates to the individual aspects of HR practice and manifests itself in such factors as motivation and job commitment. From the perspective of influencing the nuances of recruitment and selection, HR managers can use the vocation criterion as a marker to identify talented professionals while simultaneously addressing the nuances of diversity and competition. In general, vocation is comparable to the mission entrusted to humans by God on earth.
References
Al Jawali, H., Darwish, T. K., Scullion, H., & Haak-Saheem, W. (2022). Talent management in the public sector: Empirical evidence from the Emerging Economy of Dubai. The International Journal of Human Resource Management, 33(11), 2256-2284. Web.
Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design of human work. William B. Eerdmans.
Keller, T. & Alsdorf, K. (2012). Every good endeavor: Connecting your work to God’s work. Penguin Random House.
Nye, C. D., Prasad, J., & Rounds, J. (2021). The effects of vocational interests on motivation, satisfaction, and academic performance: Test of a mediated model. Journal of Vocational Behavior, 127. Web.
Valentine, S. R., Meglich, P., Mathis, R. L., & Jackson, J. H. (2020). Human resource management (16th ed.). Cengage Learning.