Browsing by Author "Kanerva, Saara"

The purpose of this thesis is to study work engagement, job resources, job demands and their connections in a Finnish organization. The study is conducted from a remote working point of view. The goal is to find out how employees experience work engagement in remote work and whether the experience differs between background variables. In addition, the goal is to find out how the employees experience the job resources and demands in remote work and whether the experience differs between background variables. At last, the study examines the connection between work engagement and job resources and demands, and whether the effect of the job demands classified as challenges or obstacles differ. The concept of work engagement and the job resources and demands model (JD-R model) is used as the background theory. The data was collected through an online survey in a Finnish organization of about 150 employees. The survey was sent on an organization’s internal communication channel. The survey was conducted in September 2021, and it was answered by 67 employees. IBM SPSS 26 was used to analyze the data. The data was first coded in a numerical form, after which variables were formed. Indicators and T-test were used in evaluation of experiencing job resources and demands as well as work engagement. Linear regression analysis was used to analyze the connection of work engagement and job resources and demands. Non-parametric Kruskal-Wallis test and U-test were used to investigate the effect of the background variables. The results showed that work engagement was experienced quite highly, and it was statistically significantly related to age, duration of employment and type of employment. Job resources were mostly experienced rather high, and job demands mainly low. Strong correlation was found between work engagement and work resources but, no statistically significant connection was found between work engagement and job demands, before dividing them into challenges and obstacles. The results mostly supported earlier research, but also brought up new information that at least in the target organization, remote working hasn’t influenced how work engagement, and job resources and demands are experienced. The results also supported the JD-R model in context of remote work. Work engagement was statistically significantly in relation to job resources but not to job demands. The organization gets important information about well-being at work: how work engagement is experienced, which job resources increase well-being and which job demands are experienced the most. With these results the organization can further employee’s well-being at work, strengthen the job resources and support with experiencing job demands. In addition, the organization can make needed changes in the work environment, work community, as well as possible changes in work tasks and organizing and planning the work.