The tendency to see one's work from certain point of view is called work orientation. A big focus in scholary work is placed on an orientation called occupational calling. According to this orientation, individuals view work as a their life calling and do their work because they find deeper meaning in it. Some individuals know what their calling in life is, but often due to contextual factors, they do not actually do it, which is called having an unanswered occupational calling. On the other hand, individuals who truly live their occupational calling have an anwered occupational calling, and there are also some who are simply without an occupational calling. Given that this area of research is new in Croatia, the aim of this research was to examine whether employees with an anwered occupational calling, unanswered occupational calling and those without a calling differ according to various personal and business variables. The results of a one-way ANOVA on a sample of 194 employees show that those with an anwered occupational calling have higher levels of work and life satisfaction and work and life meaningfulness, aswell as lower levels of stress and intention to quit than employees with an unanwered occupational calling, while employees without and occupational calling have higher levels of job satisfaction and meaningfulness and lower intentions to quit, while they do not differ in terms of satisfaction and meaning in life and perceived stress. Furthermore, it was shown that employees an unanwered occupational calling have lower levels of meaning in life and job satisfaction and a higher intention to quit than employees without an occupational calling, while they do not differ in terms of life satisfaction, perceived stress and meaningfulness of work. The research offers practical and theoretical implications in the field of organizational psychology and human resources.