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Article summary:
1. This paper examines the relationship between calling and work motivation in Chinese employees.
2. Latent profile analysis was used to identify four profiles of calling and work motivation: externally motivated low calling, moderately externally motivated calling, moderately motivated calling, and highly motivated calling.
3. Employees with a strong calling care about external rewards and benefit from external incentives to work.
Article analysis:
The article is generally reliable and trustworthy as it provides a detailed description of the research design, methodology, findings, implications, and originality/value of the study. The authors have also provided an acknowledgement section that acknowledges the sources of funding for the research. Furthermore, the authors have provided a clear explanation of their research objectives and hypotheses which makes it easier to evaluate the results of their study.
However, there are some potential biases in the article that should be noted. Firstly, since this study was conducted among Chinese employees only, it may not be applicable to other cultures or countries where different values or motivations may exist. Secondly, since this study was conducted over a period of four months only, it is possible that longer-term effects were not taken into account which could lead to different results if studied over a longer period of time. Finally, since this study was based on self-reported data from participants it is possible that some responses were biased due to social desirability bias or other factors which could lead to inaccurate results.