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Browsing by Subject "työn hallinta"

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  • Mielialan havainnoinnin, tunnistamisen ja säätelyn yhteydet luokanopettajien työstressiin 
    Salavirta, Essi (2014)
    Objectives. The aim of this study was to examine the associations between attention to mood, mood clarity, mood repair and class teachers' job strain. There is a lot of evidence of the harmful effects of work stress on health and well-being. Previous research has specifically noted the psychological strain teachers experience in their working life and has called for more efforts to manage teachers' work well-being. Also, teaching has been described as highly emotional work, but there is very little research done on the associations of mood and emotion and school teachers' job strain. This study aims to examine whether attention to mood, mood clarity, and mood repair are associated with class teachers' job strain. Methods. The data were from a pilot study, which was collected from primary school class teachers in the metropolitan area of Finland during the spring 2013. The participants (n=55) were 44 years old on average and 89 percent of them were women. Job strain was measured using Karasek's Demand/Control model. Job demands and job control were measured with Job Content Questionnaire (JCQ) and job strain was calculated by subtracting decision authority from demands. Attention to mood, mood clarity, and mood repair were measured using a self-report questionnaire Trait Meta-Mood Scale (TMMS). Two separate linear regression models were used. In the first model age and number of years of education were controlled and in the second one, also the other mood traits were controlled. Results and conclusions. The results showed that mood clarity and mood repair predicted lower job stain among class teachers. In addition, mood clarity and mood repair predicted higher job control. The results of this study suggest that mood clarity and mood repair are associated with class teachers' job strain especially through job control. Mood clarity and mood repair can be viewed as a resource that can be enhanced and learned in order to decrease job strain. It may be that mood clarity and mood repair decrease negative feelings, increase self-reflection, and increase adaptive actions and predictability of situations. Further, these positive changes may increase feelings of control and reduce job strain.
  • Työn hallinnan ja työyhteisön toiminnan vaikutus koettuun yrityskuvaan : kartoitus erään sosiaali- ja terveysalan toimijan sisäisen yrityskuvan rakentumisesta 
    Rastas, Elisa (2020)
    This study investigated the effect of behavior of a work community, work autonomy, and the number of working years, working as a supervisor and as well as any experiences of bully-ing or harassment to the internal employer brand in a healthcare and social service organiza-tion. The study was based on the results of a personnel survey done amongst employees in the organization. Previously, it has been found that the internal employer brand has had sig-nificance on employees’ organizational commitment. Work autonomy and the behavior of the work community are also linked to organizational commitment which increases the productiv-ity of an organization. This study tries to find a model that explains the formation of an internal employer brand within the organization. The analysis was done by investigating the results of the organization’s annual personnel survey. The research data was employees’ 4276 answers which were analyzed by using factor analysis, regression analysis, Mann-Whitney U test and Kruskal-Wallis H test. The results showed that the behavior of a work community explained the internal employer brand the most. The second factor that explained the internal employer brand the most was work autonomy and the third one was working as a supervisor. The results also depicted that supervisors’ internal employer brand was more positive than that of other employees’. Experience of bullying or harassment and the number of working years explained the internal employer brand slightly, but was still statistically significant. In conclusion, the behavior of one’s work community and work autonomy have a significant effect on building an internal employer brand and also organizational commitment. This is why the organization should pay attention to improving these elements.

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