Browsing by Subject "työtyytyväisyys"
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(2022)Objectives. This study examines career change into early childhood education (ECE) teaching. According to research literature, second career teachers differ significantly from first career teachers. In the field of ECE, the phenomenon has not been examined before. The purpose of this study is to find out second career ECE teachers´ career choice motives; examine the fulfillment of their expectations of ECE teaching and satisfaction of their career change; and investigate factors that increase their job satisfaction and dissatisfaction. The theoretical framework is based, among other things, on the Factors Influencing Teaching Choice -scale (Watt & Richardson, 2007) and Herzberg's motivation theory (1957). According to previous studies, the career choice of ECE teachers is influenced by internal motives, such as teaching as a calling and the desire to work with children. Children, the social dimension of work, perceived autonomy at work and skilled leadership increases teachers' job satisfaction. Job dissatisfaction is caused by insufficient resources, unclear job description, the structure of ECE and dysfunctional teamwork. Methods. This research was carried out as an electronic survey research (n=76). The data was collected on Facebook through groups of the student organizations of the universities of Helsinki and Tampere and two groups on early childhood education. In addition, the survey was sent to second career teacher students at the University of Helsinki. The data was analyzed using data-based content analysis, cross-tabulation and Spearman's correlation coefficient. Results and conclusions. The most significant career choice motives of second career ECE teachers were interest, meaning, employment prospects and stress from previous work. Interest towards ECE teaching acted as a protective factor against new career change intentions. The second career ECE teachers were quite satisfied with their career changes, and their expectations of the work as an ECE teacher had been fulfilled quite well. Still, 46% of second career ECE teachers considered changing fields again. The most significant factors leading to job satisfaction were children, job description, positive feelings related to the job and social factors. Job dissatisfaction was experienced because of insufficient resources, salary and high job demands.
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(2015)The aim of this study was to test the associations between job satisfaction and job strain, defined according to Karasek's Job Demands-Control Model, as well as type D personality traits. Previous studies have mainly focused on job characteristics and other external circumstances when studying wellbeing at work. The relationship between occupational wellbeing and individual factors such as personality traits has received less attention. Based on previous studies five hypotheses were set: 1) type D personality is associated with lower job satisfaction, 2) type D personality is associated with higher job strain, 3) job strain is negatively associated with job satisfaction, 4) job control moderates the association between job demands and job satisfaction, and 5) the association between type D personality and job satisfaction is mediated by job strain. The data consisted of 1117 participants of the Cardiovascular Risk in Young Finns study. All participants were full-time employed Finns aged 30 to 45. Type D personality was measured with a modified questionnaire based on DS14 (Denollet, 2005), job control was measured using items from the Job Content Questionnaire (Karasek, 1985) and job demands was measured using items from the Occupational Stress Questionnaire (Elo et al, 1990). Job satisfaction was measured with a single-item scale. The hypotheses were tested using linear regression analyses. The effects of gender and education level were controlled for. Employees with type D personality were found to experience lower job satisfaction and higher job strain when compared to non-type D counterparts. Of the two type D traits, only negative affectivity was a statistically significant predictor of job satisfaction. Job strain was associated with lower job satisfaction. The association between negative affectivity and job satisfaction was partly mediated by job strain. Based on these results it seems that type D personality, especially negative affectivity and job strain may be risk factors for lower occupational well-being.
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(2023)This thesis approaches the work of school assistants in a multi-professional work community by examining how the school assistants feel they are part of the school´s work community. On the basis of previous research, it has been found that the feeling of belonging is strengthened when a person feels that their basic psychological needs, i.e., autonomy, competence and relatedness have been met. The feeling of belonging and basic psychological needs increase the school assistants job satisfaction. A motivated and satisfied school assistant enjoys their job better, which also reduces the prevailing turnover rate. The theories of basic psychological needs, sense of belonging and job satisfaction is used as background theories. The research material was collected by using an electronic questionnaire that was published in a closed Facebook group for school assistants in October 2022. 404 school assistants responded to the survey. The SPSS Statistics 27 program was used to analyse the quantitative data. The school assistants’ sense of belonging, the fulfilment of basic psychological needs and the level of job satisfaction were examined with indicators and the differences between variables in relation to different background variables with one-way analysis of variance (ANOVA) and t-test. Connections between variables were examined using Pearson correlation coefficient. In which ways basic psychological needs explained the school assistants’ sense of belonging was determined by means of a linear regression analysis. Most school assistants felt that they belonged to their work community well, that their basic psychological needs were also met well, and they felt that they were satisfied with their work. A closer examination of external job satisfaction showed that especially the ratio of salary and workload caused low satisfaction. The sense of belonging was quite strongly connected with autonomy and relatedness and moderately connected with competence. The material showed that the group most dissatisfied with their work was found in the 30–39-year-olds who had worked as assistants for 6–10 years. The same group also experienced the strongest feelings of not belonging. Among the areas of basic needs, the fulfilment of autonomy explained more strongly job satisfaction while relatedness explained belonging. With the help of these results, more attention should be paid to the formation of school assistants’ sense of belonging by accepting school assistants as equal members of the works community in all schools in Finland.
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(2019)The research task of this Master's thesis is to describe, analyze and interpret how the principals of Finnish elementary schools and high schools experience their workload and their job satisfaction. These are examined by the workload and resource factors of principal’s job. In addition, the ways of how the workload appears and ways of recovery are discussed. The thesis is a qualitative pilot study for a broader welfare research conducted by the Finnish Principals Association, which will be implemented during 2019. Previous studies on the work of a Finnish principal have shown that his job description is extensive, that the workload is high and job satisfaction is put to the test every day. This research was guided by the following research questions: How do principals experience their workload and work satisfaction? What are the factors that the principals feel stressing them on their work and how does the workload show? What do the principals feel are resource factors in their work and how and by what means do they recover? The material consists of interviews with sixteen Finnish principals of elementary schools and high schools. The interviews were conducted as a semi-structured theme interview. The interview questions related to the principal’s own experience of their job satisfaction, workload, the ways in which the workload appears, their experience of the resources of their work, and how they feel they success to recover, and how do they recover. The material was analyzed phenomenographically because the subject of the research were the subjective perceptions and experiences of the principals. According to the material, the Finnish principals are very satisfied with their work, despite its relatively high workload. The experience of satisfaction arises especially through the independence, significance and influence of the work. The principal's experience and attitude also seemed to be relevant to how the workload was experienced. Generally, the workload was described high and the load was described to appear as typical stress-induced warning signs, but the principals, however, judged the workload as being reasonable. The workload was considered to be a natural part of the principal's work and the respondents tended to have a constructive attitude towards it. The principals also reported that their own recovery was generally successful, which according to respondents was of great importance to coping with work.
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(2014)Job satisfaction has proven to be in connection to well-being at work. It also enhances organizational success and promotes willingness to work longer before retiring. Research suggest that, not only work conditions, but also individual variables, such as structural and psychological factors, are important determinants of job satisfaction. Studies indicate that job-satisfaction, as well as general life-satisfaction, are partly heritable. The purpose of this study was to research intergenerational transmission of job-satisfaction. There are no previous studies on the subject. The second aim was to find out if gender has moderating effect in this transition process. It was hypothesized that job-satisfaction is transmitted intergenerationally and gender plays moderating role, so that transmission is stronger among women. Additionally, it was hypothesized that maternal effect is stronger than paternal, among both men and women. The respondents (n=1341, mean age 37,2 years, 56 % women) were men and women who participated in The Cardiovascular Risk in Young Finns Study (LASERI). This study covers working people of Finland within six cohorts of 30 – 45 years old. Job satisfaction was measured as general job-satisfaction using a single question with 5 point scale. Parental job-satisfaction was measured in 1983 and the respondents in 2007. The results showed that there is a connection between job-satisfaction between generations. However, this connection was significant only among women. Furthermore, job-satisfaction of mothers effect to job-satisfaction of their daughters but not son's job-satisfaction. The results remained even after controlling respondents' age and education and parents' education. The results give new insight backgrounds of job-satisfaction. The study brings new insight about intergenerational transition of job-satisfaction and the results can benefit planning and advisory work as well as in clinical practice in order to enhance job-satisfaction and well-being at work.
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(2024)Introduction: The aim of the present study was to examine the associations between school principals’ workplace social support and their job satisfaction. The second aim was to determine whether these associations vary according to the school principals’ age. The relationship between job satisfaction and social support were examined within the framework of social capital theory. Previous research has found statistically significant associations between job satisfaction and social support, therefore, it was hypothesized that job satisfaction and social support would yield statistically significant results. Additionally, the study explored the associations between job satisfaction and social support across different age groups. With regard to age groups, it was hypothesized that the group under 40 years old will get statistically significant associations. Methods: The data used in the study is part of the Principal Barometer 2023 survey. The data is part of the international Principal and Wellbeing research project, which examines the health and well-being of Finnish school principals. A total of 416 principals responded to the survey, of whom 35.1% were male, 63.9% female (1% missing data). The respondents age varied between 30 to 67 years, with an average age of 52.3 years. The data was analyzed using linear hierarchical regression analysis. Results and conclusion: The results of the linear hierarchical regression analysis indicated that principals’ job satisfaction was positively associated with workplace social support. Significant differences in job satisfaction and social support were observed across age the groups. Based on these results, social support received from the work environment and colleagues is positively related to principals’ job satisfaction. In conclusion, it can be stated that social support plays a positive role in principals’ job satisfaction, and the significance of social support may vary according to age.
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