Workplace microaggressions are related to person–organization fit (P-O fit) and job satisfaction. Additionally, P-O fit and calling predict job satisfaction. Given the religious connotations of calling, research has excluded study of these relationships in nonreligious samples, a growing segment of the U.S. population. To address this, 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. In a sample of 296 nonreligious employed adults, microaggressions predicted job satisfaction, while calling predicted P-O fit and job satisfaction; however, P-O fit did not mediate these relationships, and calling did not moderate microaggressions and P-O fit. Post hoc analyses revealed that calling moderated microaggressions and job satisfaction. Implications for research and vocational guidance with nonreligious individuals are discussed.

工作场所的小攻击行为与人与组织的适应度（PO适合度）和工作满意度有关。此外，PO适合度和致电率可以预测工作满意度。考虑到通话的宗教含义，研究已排除了非宗教样本中对这些关系的研究，非宗教样本是美国人口中不断增长的一部分。为了解决这个问题，据预测，PO拟合将介导微攻击与工作满意度之间的关系，而召唤将缓和微攻击与PO拟合之间的关系。在296个非宗教就业成年人的样本中，微攻击预测了工作满意度，而预测了PO适合度和工作满意度。但是，PO适应并不能调解这些关系，而呼唤并不能缓解微攻击和PO适应。事后分析显示，需要进行适度的微攻击和工作满意度。讨论了对非宗教人士的研究和职业指导的意义。