Browsing by Subject "työhön sitoutuminen"
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(2022)Previous research shows that multicultural and multilinguistic organizations can be more effective and creative than other organizations. Building trust in workplace strengthens commitment to work and eliminates conflicts and disagreements between colleagues. Organizational culture is partly impacted by how trust building materializes in practice in work community. The purpose of the study was to discover how international experts experience trust building and work commitment in a multicultural organization. The study was conducted in the IT organization that is part of a bigger Finnish organization. The study answered two research questions: (1) What should an organization guarantee to its employees to build trust and commitment? (2) What informal factors contribute to building trust in a multicultural work community? This study was conducted qualitatively, and semi-structured interview was used as a method to collect research material. In total, six people were interviewed for the study. They all work for the IT organization and do not speak Finnish as their mother tongue. Three of the interviewees had moved to Finland when they started working for the organization and three others work from their home countries as consultants for the organization. Theoretical content analysis was used as the analysis method. The results of the study suggest that international professional’s benefit from clear goals, roadmaps, and strategies that guide their work. These should be available in English. In addition, multicultural teams’ benefit from being able to build their own ways of working that takes multiculturalism and language barriers into account. Informal acquaintance is also useful in building trust. International colleagues had positive experiences of colleagues and supervisors who had helped them when they moved to Finland, for example. In addition, it has been important for the international experts to learn Finnish and learn about the Finnish culture. In order to build trust and commitment, it is important that the organizational culture supports the needs of multiculturalism and multilingualism, and the employees implements the culture in everyday life. The results of the study can be applied in building trust and commitment of multicultural teams.
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(2014)The purpose of this thesis is to examine if individual's work satisfaction can be improved by coaching. Enhanced identification of work resources, work motivation and work engagement is expected to increase the work satisfaction. Furthermore changes in workers' work related perceptions and attitudes are analyzed and studied whether career coaching had any impact on them. Studied themes are very important and topical. Several employees are dissatisfied with their work conditions, which should be improved by all possible means. One potential way is a goal-oriented coaching. The coaching methods in these study are based on three theories: flow, work engagement and Good Work. The material of the study included individual interviews, guestionnaires and other material accumulated during the coaching process. The number of coached individuals was 12. The duration of a single coaching process was approximately three months. It was also recommended to have a follow-up afterwards. The method of this qualitative research was a content analysis. A coherent frame for the studied phenomenon was accomplished through a diligent analysis of the research material in overall. Study shows a slight improvement can be gained in work motivation and work engagement. After coaching the identification of different work resources was expanded or deepened. However none of these effects can be defined significant. The survey concentrating on perceptions and attitudes showed similar results. The study creates a big picture of general avoidance for extensive changes in short time frame. The coaching impacts was examined also for longer (12+ months) period. The results suggest a possible improvements after one year regardless of the progress in short term (3 months). The given feedback also indicates at least general level usefulness for the majority of the performed coaching processes. The strengthening of individual's own opinions and perceptions was considered both pleasant and empowering.
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(2023)Objectives. The aim of this study was to examine the relationship between job crafting and the perceived work meaningfulness and organizational commitment among school principals. In addition, the study examined how work meaningfulness is associated with school principals' organizational commitment. The study also sought to determine whether principals’ age, gender or work experience would be associated with work meaningfulness or organizational commitment. Job crafting was examined using four dimensions based on the job demands-resources (JD-R) model. Based on previous research, it was hypothesized that increasing structural resources would be positively associated with work meaningfulness. Increasing social and structural resources were assumed to be positively associated with organizational commitment while reducing hindering demands was assumed to be negatively associated with organizational commitment. In addition, work meaningfulness was assumed to be positively associated with organizational commitment. Methods. The data used in the study is part of the Principal Barometer 2022, which mapped the well-being of Finnish school principals. The data was collected in Spring 2022 by sending a questionnaire to all 1200 members of the Finnish Principals’ Association. The data included a total of 841 respondents, of whom 63.9% were women. The average age of the respondents was 51.7 years. The data was analyzed using hierarchical regression analysis. Results and conclusions. The results showed that among the dimensions of job crafting, only the increase in structural resources was positively associated with work meaningfulness and organizational commitment. Age was also positively associated with work meaningfulness. Reducing hindering job demands was negatively associated with meaningfulness and organizational commitment. The results suggest that work meaningfulness experienced by Finnish school principals’ increases organizational commitment. In conclusion, providing opportunities for learning and development through job crafting strengthens principals' work meaningfulness and their commitment to the school community. Providing opportunities for principals to craft their jobs can support their commitment, their experiences of meaningfulness and thus their overall well-being.
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Varhaiskasvattajien työhön sitoutuminen sekä työn kokeminen työn voimavarojen ja vaatimusten valossa (2016)Early childhood educators' experiences about their working conditions are often characterized by hurry, ongoing changes, diversity of work assignments and insufficiency of workforce resources. In order to understand the work of early childhood educators one has to take into account both sides of the work: it is both very demanding and highly rewarding. Job demands and job resources are in touch with job involvement. The aim of this study was to explore how early childhood educators experience different job demands and job resources and which of them are emphasized. The aim of this study was also to examine which forms of job commitment early childhood educators experience most and which factors predict job commitment. Also the change of early childhood education work was discussed in this study. Sample consisted of early childhood educators who worked in Helsinki metropolitan area. The data was collected by an online questionnaire in the April of 2016. Total of 250 educators answered to the questionnaire. Data was analyzed by using statistical methods. Primary findings were received by using variance analysis, cluster analysis, Pearson correlation and regression analysis. The results of this study showed that the most important job resources for early childhood educators were children and meaningfulness of the work. Biggest of the job demands were low salary and rush. Early childhood educators are very involved to their current job, committed to their work community and experience work engagement. Best predictors for different forms of commitment were work community, possibilities to influence at work, children, valuation of early childhood education work and the experiences of vocation. In open answers early childhood educators said that possibilities to do own work properly and ethically right no longer exists due to intensified welfare work. Wider investigating of this matter and its relationship with job commitment would be important in the future. Results of this study forward mainly positive picture of early childhood educators' job commitment. However, results show that those of whom have more job resources are also more job involved and experience more work engagement. It was the younger workers who had experienced more job demands and whose vocation to the job was not as strong. Because of that it would be a good time in the field of early childhood education to do something so that there would be motivated and competent workers in the future as well. The results of this study can be utilized in future researches of job commitment and can also act as a benefit in development projects that are meant to improve the working conditions of early childhood educators.
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(2020)The purpose of this study is to determine which factors support and impair the well-being of early childhood education teachers in private kindergartens. In addition, the aim is to find factors that influence the commitment of early childhood education teachers to their work. Previous research has shown that well-being at work in the early childhood education sector is perceived to be quite variable and is particularly affected by leadership, team functioning and the adequacy of resources. Previous research has shown that well-being at work is strongly linked to commitment to work. This study is qualitative and the material was collected by interviewing six early childhood education teachers who worked in private day care centers across Finland. The framework of the interview contained 14 questions and was developed on the basis of previous theoretical knowledge. The interviews were conducted in April 2020 via Zoom video calls. The length of the interviews ranged from 25 minutes to an hour and 10 minutes. Eventually, 47 pages of spelled material were collected. The material was analyzed using theory-based content analysis. The guiding theory in the analysis phase is previous research on the topic. Based on the interview material, the factors supporting well-being at work were a well-functioning management and team, their own opportunities to influence and the necessary resources. A functioning team, leadership, and collaboration with parents were seen as an important combination for well-being at work. Weak leadership, team inactivity, lack of resources and hurry were factors that weaken well-being at work. The interviewees also highlighted the difficulty of leaving work behind, which caused an unpleasant twist in well-being at work. Factors influencing work commitment included experiencing the relevance of work, a functioning work community, finding one's own strengths and relying on one's own professional skills. Commitment to work was negatively affected by the sector's poor career prospects, low valuation and salary. The effects of well-being at work on commitment to work can be clearly seen on the basis of the interview data. Those interviewees who felt they were doing well in their work were more committed to their work than those who felt their well-being at work was weaker.
Now showing items 1-5 of 5