Introduction and Purpose
Humanitarian aid workers operate in highly demanding contexts that expose them to elevated risks of stress and burnout. This study examined the relationships between Calling, five Character Strengths (Perseverance, Prudence, Hope, Self-Regulation, and Teamwork), and Overcommitment, a form of work-related maladaptive engagement. A further aim was to test whether Character Strengths moderate the relationship between Calling and Overcommitment. Understanding these dynamics is critical for informing organisational strategies that foster sustainable engagement and wellbeing in high-demand roles.


Method
A cross-sectional survey was conducted with 120 humanitarian aid workers across several countries. Participants completed the Calling Scale, the Values in Action Inventory of Strengths, and the Effort-Reward Imbalance Questionnaire. Partial Least Squares Structural Equation Modelling (PLS-SEM) was used to test direct and moderating relationships among the study variables.


Results
The results indicate that Prudence, Hope and Self-Regulation are positively related to Overcommitment, while Perseverance and Teamwork are not related to Overcommitment. None of the Character Strengths moderate the relationship between Calling and Overcommitment, and no significant relationship was identified between Calling and Overcommitment.


Conclusions
Findings reveal a paradox in which certain psychological strengths, typically viewed as resources, may increase vulnerability to overcommitment in humanitarian contexts. This underscores the need for targeted organisational interventions that both promote strengths and provide safeguards against dysfunctional work patterns. The study contributes to Work and Organisational Psychology by offering nuanced insights into the complex role of psychological resources in sustaining employee wellbeing and performance in challenging environments.