This study examines the mediating effect of career resilience and the moderating effect of job resources on the relationship between calling orientations and career satisfaction. A calling orientation is a view toward work in which one expects work to be both purposeful and inherently meaningful, while career resilience in this study refers to an individual's positive psychological states including flexibility, career initiative and achievement motivation. We argue that calling orientations contribute to employees' career resilience, which in turn, may improve ones' career satisfaction. Besides, based on theories and empirical studies of job demand-resources model, we hypothesize that job resources moderate the relationship between calling orientations and career resilience, and consequently may exert indirect influence on the relationship between calling orientations and career satisfaction via career resilience. Data were collected from several companies in China, which covered a great number of occupations like communication industry, wholesale, retail industry, manufacturing, and finance industry. Participants responded to an email that advertised the study by clicking on a link that directed them to an online questionnaire. A consent form was shown before they started the survey, which informed the participants that their responses would be kept private and confidential, and that data would only be reported in aggregate. A total of 410 employees from various education background participated in this survey. In our sample, males covered 37.8%, with an average age of 29.9. Structural equation model, hierarchical regression analysis and conditional indirect effect test were used in the data analysis. The results show that the relationship among career orientations, career resilience, job resources and career satisfaction were significant; employees' career resilience acted as a mediator between calling orientations and career satisfaction. Besides, hierarchical regression analysis and simple slope test results show that the relationship between calling orientations and career resilience became stronger with the increasing level of job resources. In addition, conditional indirect effect test shows that the mediating effect of career resilience on calling orientation-career satisfaction linkage was significant only among those employees who perceived higher level of job resources. 　　Our findings contributed to the literature and practice of human resources management. Firstly, this research offered a new perspective to examine the influence mechanism of calling orientations on subjective career success, which focused on the mediating role of positive psychological states rather than work attitude as shown in previous studies. As a result, our finding enriched the literature on calling orientations and career resilience. Secondly, our study supported the moderating role of job resources on the relationship between calling orientations and career resilience, which also contributed to the theories related to job resources. Additionally, our results implied that it would be important for managers to offer more resources for the employees by various ways to promote the process.