Browsing by Subject "työmotivaatio"

The focus in recent research related to household work has been the allocation of time. The results suggest that the overall time spent in household chores has dropped especially amongst the youth and that the work is shared unevenly between genders. Household cleaning is generally regarded as the least pleasant chore despite its necessity in a functional household. Reducing the burden of routine household work has been attempted through rationalization with varying degrees of success. Inspired by this, the major goal of this study is to find out whether understanding the motivation of individuals will provide means for developing more effective methods of rationalization. The focus in this study is the cleaning motivation of young people and, in particular, measuring the motivation through Job Characteristics Model. The research gives insight what factors explain the changes in the cleaning motivation amongst the youth. The motivation is quantified using the so-called motivation potential score. The research data was gathered through a questionnaire based on Job Diagnostic Survey. The answers (N=140) were collected mainly through two Finnish Facebook groups (HC-partiolaiset and Kopeda) although the questionnaire was open to anyone with the correct hyperlink. The answers were analyzed using SPSS statistical analysis software using explorative factor analysis and regression analysis. The results suggest that Job Characteristic Model may work for describing the motivation of household cleaning. The measured mean motivation potential score of the youth was 50.5 with minimum and maximum values 17.5 and 109.6, respectively. Out of the measured factors, only the cleaning frequency clearly explains the changes in the motivation potential score. The results cannot be generalized to the population level due to a small sample size and missing repeated study. More research is required in order to adapt the used models to household cleaning motivation.

The aim of this master's thesis is to examine how representatives of employers describe young employees and their approach to work life. In this thesis I will examine young people using the concept of generation when young employees can be called "Generation Y". Because of demographic changes old employees will retire all the time and young employees are entering to the world of work life. Some researchers are expecting that young employees will change the work life practices because their expectations towards the working life differ from older generations. There is a lot of literature about generation Y but less scientific studies. According to the scientific studies young employees, so called generation Y, are not as different from other generations as it's often implied. According to the studies the differences in approaches to work life between different age groups are based on age and generation affect. The age effect is bigger compared to the generation effect. The generation effect can be observed in the point that family and leisure valuation has increased among young employees. Young employees are also more efforts willing compared to older generations. The research data is formed of 8 interviews. The persons who I interviewed are representatives of employers and they work in Human Resources in different fields. I have collected my data using theme interviews and qualitative attitude research. I have analyzed my results using qualitative content analysis. According to my results the informants describe that young employees are shortsighted, self-confident, ambitious, they have new work standards, and they are individually different. According to the informants, young employees' approach to work life is positive and they are motivated by the work content, the atmosphere of organization, employment framework, tangible benefits of work and increased employability.

Objectives. During the last couple of years, the challenges of early childhood education in terms of work engagement and staying in the field have emerged even more acutely. In particular, there’s a great shortage of qualified early childhood education teachers. This study aims to find out which factors affect early childhood education teachers' work engagement. Previous studies show the connection between teacher well-being and work engagement to the realization of high-quality early childhood education. Internal motivation is a part of coping at work and work engagement. The theoretical background of this study is based on Richard. M. Ryan’s and Edward. L. Deci's Self-Determination Theory. According to the theory, people have three basic needs: achieving a sense of competence and the experience of autonomy and relatedness. The research aims to find out whether these are realized in the work of the early childhood education teachers who answered the research questionnaire. In addition, we will look at which factors support teachers at work, whether teachers are allowed to carry out their work as they wish, what kind of work environment supports their work, and what thoughts teachers have about changing fields. Methods. The research is a qualitative survey. The research material was collected using an electronic questionnaire. Some of the questions on the form were numerical, using a Likert scale to find out the fulfillment of the basic needs of the self-determination theory, and some were open-ended. 148 early childhood education teachers answered the form. The material was analyzed using discourse analysis. The answers were divided according to the research questions into three main groups: Factors that support work and challengers to work implementation, The importance of work environment, and Early childhood education teachers' thoughts about changing fields. Results and conclusions. The research revealed that there are many challenges in the work of early childhood education teachers that challenge engagement. Resources, the role of the director, cooperation in the work community, the team and with parents, professionalism and structures are factors that support the work, but the challenges and shortcomings that appear in these, in turn, cause exhaustion and fatigue. In addition, early childhood education teachers are frustrated by the lack of appreciation from society. However, the teachers experienced a strong sense of competence, autonomy and a sense of relatedness in their work. However, most of the early childhood education teachers who participated in the study had thought about changing fields and named numerous reasons for it, which means dissatisfaction with the things that are not in order (such as sufficient resources, salary and a peaceful work environment).