Browsing by Subject "työn imu"

Objectives. The aim of the present study was to examine the differences in experiences of non-material rewards and work engagement in relation to individual- and employment factors. In addition, the study examined relationships between non-material rewards and experiences of work engagement. Non-material rewards refers to organization's policies, values and practices that individuals experience as rewarding. Work engagement is a fulfilling, positive, affective–cognitive and work-related state of mind that is characterized by vigor, dedication, and absorption. Both, non-material rewards and work engagement have been found to be related to individuals' emotions and well-being. Based on previous research, the assumption is that the experiences of non-material rewards and work engagement differ when comparing individual- and employment factors. In line with research on well-being at work, this study assumes also that there are positive relationships between non-material rewards and the experiences of work engagement. Methods. The study involved 512 employees who work in vocational schools. Factor analysis was formed to describe the internal structures of non-material rewards and work engagement. General Least Squares analysis with Direct Oblimin rotation was performed for the non-material rewards and the solution was forced into four factors, based on the previous research. For work engagement, Maximum Likelihood analysis was performed and one factor was extracted. Because there came only one factor, the rotation could not be performed. The differences in experiences of non-material rewards and work engagement in relation to individual- and employment factors were examined by using t-test and analysis of variance. The relationships between non-material rewards and experiences of work engagement was examined with regression analysis. Results and conclusions. Experiences of non-material rewards differed by gender and form of employment relationship. Men experienced more fairness regarding rewards than women, and employees in fixed-term employment relationship experienced more appreciation and feedback at work than employees in permanent employment relationship. Experiences of work engagement differed by gender and age. Women experienced more work engagement than men, and 51-55 year-old employees experienced more work engagement than employees under 35. There was positive relationship between two of the dimensions of non-material rewards (rewards from formal competence and appreciation and feedback) and experiences of work engagement. According to the results, experiences of non-material rewards and work engagement differed between some of the individual- and employment factors. In addition, there were positive relationships between non-material rewards and work engagement. Taking these results into account when designing reward systems, can promote well-being and even work engagement in organizations.

Aim. The aim of this Thesis was to find out what kind of needs for well-being the working-age Finns have and how they experience work-engagement. The Research problem was that even though the well-being need have been proved to be universal it is motivated to study the connection between well-being and work-engagement out of a subjective perspective on needs. The Classical Well-being model the Subjective Well-being Theory, SWB and Self-Determination Theory, SDT were used as the Theoretical Reference frame of this Thesis. Methods. The study was conducted in a qualitative manner. Eight people took part in this study and were interviewed. The respondents were interviewed and filled in a questionnaire regarding their background information. The interviews were conducted using a half-structured theme interview. The data was coded with the Atlas.ti programme and analyzed with the theory bound content analysis method. Results. The results confirmed that the pursuit of well-being is a value of great meaning to the respondents in this study. The results showed that well-being according to the respondents consists mainly of the satisfaction of basic needs like nurture and rest - but also of satisfying the higher level needs like self-fulfillment. Part of the basic needs were seen even as important as the higher-level needs hence, diet and working out were given a lot of attention. Work engagement was mostly affected by how one sees oneself or how other people see oneself. The results even showed that most of the working-aged people have experienced exhaustion or burnout at some point of their lives.

Aim of the study: The study discusses work engagement as part of wellbeing at the work place within a specific target organization. The purpose is to investigate the level of work engagement within the target organization operating in the private employment agency service industry as well as to understand the possible connection between the difficulty of work tasks and possibility to influence work as part of experiencing work engagement among the organization's employees in Finland and Sweden. The choice of study is strongly influenced by the interest towards work engagement and the possibility to gain further insight thereof as well as factors affecting work engagement and how they appear within the target organization. The topic can be regarded as current and interesting as the demand for outsourcing services has grown in the previous years. The private employment agency service industry has cemented its position within the labor market and the organizations operating within the industry are today an integral part of Finnish business environment. Methods: The target organization of this study is an international private employment agency. The organization's business is based on selling its services in accordance with their client's needs, covering especially the technology and IT sectors, in addition to marketing and financial administration tasks. This study is based on the answers received from the target organization's Finnish employees. The sample (N) is 59 of the target organization's internal employees of which 32.2 % were male (N=19) and 67.8 % were female (N=40). The data was collected by sending out separate electronic questionnaires by way of utilizing the e-questionnaire software designed for the students at the University of Helsinki. The sums of the variables in this study were created by utilizing an exploratory factor analysis. Work engagement was investigated within the target organization as well as the correlation between the various concepts. In addition, a variance analysis was conducted. Results and conclusions: Compared to the Finnish Institute of Occupational Health's reference values, the sum of work engagement as well as the results of the work engagement's dimensions were high. The values varied between 5.0-5.4 reflecting that the target organization's employees sensed work engagement a few times per week. The women sensed work engagement slightly more than the men. Ability to influence one's own work as well as the difficulty of work tasks was assumed to be associated to sensing work engagement. The independence of work, as the sum of the variable for possibility to influence work among the target organization's employees, correlated statistically significantly with the work engagement dimensions of energy and dedication. The difficulty of work tasks correlated statistically significantly with the sum of work engagement, immersion in work as a dimension of work engagement as well as the ability to influence one's working hours.

It's been only lately since the research of early education has started to pay attention to kindergarten teachers job demands and resources or their work engagement. International researches according teachers work engagement to date have mainly concerned school teachers, and they are not directly generalizable to kindergarten teachers due to some major differences in job descriptions. This study aimed to find out which factors contribute to the work engagement of kindergarten teachers. There were four research problems: 1) What are the job resources of kindergarten teachers work? 2) What are the job demands of kindergarten teachers work? 3) What are the tensions between the job resources and demands of kindergarten teachers work? 4) How work engagement is formed? This study was carried out as a part of a study in University of Helsinki called Koulutuksesta valmistuminen ja työssä pysyminen lastentarhanopettajan työuralla. This study was conducted as a qualitative survey. The data used in this study was part of University of Helsinki study Koulutuksesta valmistuminen ja työssä pysyminen lastentarhanopettajan työuralla and included two open-ended questions (n = 490). The subject of the study were kindergarten teachers working in the metropolitan area and the surrounding municipalities (a total of five municipalities). The data was analysed using Content Analysis and to support the analysis were used JD-R (Job Demands – Resources) –model. The results of the study brought out that the job resources of kindergarten teachers work were children, pedagogical skills, good working environment and working atmosphere and the superior. Demands on the other hand were the small size of the salary, increased labor challenges, large class sizes, unclear job descriptions and lack of appreciation of the industry. Tensions between the job resources and demands were caused by conflicts between experiencing one's work meaningful and the social recognition of the profession, the disproportion between the salary and job demands, lack of labor peace and blurred job as also increasing in writing and administrative work, that do not match the given resources. Work engagement was formed working with and for the children, personal job resources, appreciation of one's work, self-challenging and adequate time for one's work. The results of this study can be used developing kindergarten teachers work conditions and supporting the work of adhesion.

In my study I researched work load and work engagement of day-care managers in Helsinki. This research is quantitative with 39 participants and query material was collected 2014. The work load was studied by means of questions, with the added bonus of two questions according to the Karasek job demands and control model of job demands and job opportunities for influence. Work engagement was studied by using work demand-work resources model translated in Finnish by Hakanen. Answers about open questions are elaborated with content analysis. In this study the biggest single work load factor was haste. It was reported the most often as a disadvantage factor for work load The research of the kindergarten managers job requirement factors, it can be said that when the job demands level increases, work engagement is reduced The higher the impact on the possibilities for the day-care center managers is, the higher they perceive the work engagement. Also open questions highlighted the haste, which forces to prioritize their work. It also reduces the leaders' possibilities to face the workers and to reduce the share of the pedagogical work. Prioritization also reflects the complexity of work experienced by managers and their limited opportunity to influence. One of the main reasons of this study was to find a day-care managers concrete tools to be able to cope with the work load. For the managers the most important way is the separation of work and leisure.

The aim of this thesis was to examine what kind of achievement orientation goal profiles can be identified among employees, and how the employees belonging in different profiles differ in work burnout and engagement. The topic was viewed in the context of transition from studies to working life. Achievement goal orientations describe individual and generalized ways of dealing with achievement situations and preferring certain types of goals. Work burnout consists of exhaustion, inefficacy and cynicism, and work engagement consists of vigor, dedication and absorption. Connections between achievement goal orientations and well-being have been found in the study context, so it is meaningful to study this topic in the work context as well. The first hypothesis was that three or four achievement goal profiles can be found among the employees. According to the second hypothesis, learning- and success-oriented employees will experience high work engagement, but success-orientation is connected to higher burnout. Avoidance-orientation and being uncommitted is most likely connected to lower engagement and higher burnout. The data of this thesis was a part of a data collected for the FinEdu-study in the fall 2016 and spring 2017. The participants (n = 535) were 28- to 30-year-old employees who were at the beginning of their professional careers, and they filled in a questionnaire that measured achievement goal orientations, work burnout and work engagement. A person-centered approach was used, so the participants were first divided into achievement goal profiles using a cluster analysis. The differences between the profiles concerning work burnout and engagement were analyzed with analysis of variance. Four different achievement goal orientation profiles were identified in the data: mastery-oriented, success-oriented, indifferent and disengaged. Mastery-oriented employees experienced quite a lot of work engagement and only a bit of burnout. Success-oriented employees were also engaged, but they experienced more burnout than mastery-oriented employees. The indifferent and disengaged employees weren’t as engaged, indifferent employees experienced efficacy and cynicism, whereas burnout of the disengaged employees was average. Overall, however, the employees experienced more work engagement than work burnout. The results can be applied for example when there is a will to help employees set their personal goals, improve work environment and tasks and enhance well-being at work.

Teachers’ well-being at work is an important factor for both teachers themselves and school community. This Master’s Thesis focuses on teachers’ well-being at work in a certain elementary school in Helsinki Metropolitan Area during one school year. Aim of the research was to find out 1) level of teachers’ well-being at work during one school year, 2) which factors teachers find decreasing their well-being at work, 3) which factors teachers find supporting their well-being at work. The level of well-being at work is measured by five different factors: stress, strain caused by teaching and guiding, burnout, work engagement and meaningfulness of the work. The research is a mixed methods case study. The level of teachers’ well-being at work was studied through quantitative data and both decreasing and supporting factors of well-being at work was studied through qualitative data. The quantitative data was analysed by studying statistics and averages and the qualitative data was analysed by tools of data-driven and theory-driven content analysis. Research material consists of answers of questionnaires which measure teachers’ well-being at work. The material was collected as a part of ”KILO Työhyvinvointia / KILO Well-being at work” -project during school year 2022–2023. The project was funded by OAJ’s Occupational Wellbeing Fund (Trade Union of Education, Työhyvinvointirahasto), Finnish Basic Education Unit of city of Espoo and Elementary School of Kilo. Findings of the research show that teachers’ well-being at work was on relatively good level during the whole school year. Amount of stress, strain caused by teaching and guiding and burnout remained at reasonable level and at the same time experiences of work engagement and meaningfulness of the work were strong. Factors that especially decreased teacher’ well-being at work were different demands towards the work of a teacher and pressure as well as pupils and teaching group. Most often mentioned demands towards the work of a teacher were tasks outside of teaching work, amount of the work and lack of time. Among factors that put a strain on teachers and were connected to pupils and teaching group were mentioned behaviour of pupils and pupils that need support, and tasks related to this supportive work. The study shows that the most important factors that increased teachers’ well-being at work were delimitation of the work, work community and support it can offer, as well as focusing and investing in both physical and mental well-being. Results of the research indicate that it is important to focus on teachers’ well-being at work also in the future. This Master’s Thesis produces important information about factors that cause stress and strain in teachers’ work, and which should be taken into account. In addition to this, research points out factors that teachers can use, in order to support their well-being at work.

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.

The aim of this research was to describe the work engagement that Finnair cabin attendants experience and those factors, which generate and prevent work engagement. Due to the nature of cabin attendants work it was also studied how work engagement appears in the interaction of changing teams. The concept of work engagement is relatively new on the field of work well-being and it is characterized by vigor, dedication, and absorption. Work engagement is based on positive psychology, which focuses on researching strengths and resources instead of weaknesses. The main research questions were: 1. How do the cabin attendants describe the work engagement they experience? 2. What generates and what prevents work engagement? 3. How does work engagement come true in the interaction of changing teams? The data was collected through theme interviews involving 12 cabin attendants. In addition participants filled out the UWES-inquiry, which measured three elements of work engagement numerically. The purpose was to achieve information about the intensity of work engagement. As a research method the theme-analysis was used. Research findings pointed out that cabin attendants did experience work engagement and the conclusion was based on the interviews and the "work engagement"-inquiry. Work engagement occurred as energetic and professional customer service. The employees had a positive attitude towards work and working in general. The factors that generated work engagement were such as shift work and colleagues, preventive factors in turn were broken or missing tools and the lack of respect by the organization. Changing teams were mostly regarded as a positive thing. Interaction of teams was mentioned to be good in general, but also problems in teams were recognized. A negative team member or neglect of rules were some of those problems. As a conclusion of the research, it can be said that work engagement occurred with high quality and professional customer service. Job resources affect work engagement more than job demands. From the employees perspective changing teams were a positive thing, but the challenges in feedback and supervising lead to study the need for more permanent teams.

Tämän työn tavoitteena oli luoda työhyvinvointia mahdollisimman kattavasti mittaava kysely ja toteuttaa se valitsemassani organisaatiossa. Tavoitteena oli myös tuottaa tutkimustuloksiin perustuvia kehitys- ja toimenpide-ehdotuksia henkilöstön työhyvinvoinnin ylläpitämiseksi ja parantamiseksi kohdeorganisaatiossa. Tarkastelin työhyvinvointia kuormituksen ja uupumisriskin, psykologisten perustarpeiden täyttymisen, työn imun kokemisen sekä työn vaatimusten ja voimavarojen näkökulmasta. Loin työhyvinvointikyselyn aiemmissa tutkimuksissa käytettyjen, erilaisia hyvinvoinnin osa-alueiden tutkimiseen luotujen mittareiden pohjalta. Toteutin kyselyn kohdeorganisaatiossa koko sen henkilöstölle ja analysoin tuloksia kvantitatiivisin menetelmin. Kokonaisuudessaan työhyvinvoinnin tila näyttäytyi kohdeorganisaatiossa hyvänä: psykologiset perustarpeet tyydyttyivät ja työn imua koettiin hyvin, minkä lisäksi työn voimavarat olivat työn vaatimuksia vahvemmat. Työhyvinvoinnin osa-alueiden väliltä löytyi tutkimuskirjallisuutta tukevia yhteyksiä. Työn voimavarat korreloivat positiivisesti psykologisten perustarpeiden toteutumisen ja työn imun kanssa. Työn imu korreloi puolestaan negatiivisesti kuormituksen määrän kanssa. Työn vaatimusten kasvaessa myös kuormitus kasvoi, kun taas psykologisten perustarpeiden toteutumisen vahvistuessa kuormituksen määrä laski.