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370 results on '"Mauno, Saija"'

101. Työn intensifikaation profiilit suomalaisilla johtajilla: Yhteydet työhyvinvointiin ja työnkuvan vaihtoajatuksiin.

Author

Stenman, Janette, Itkonen, Hanna, Auvinen, Elina, Huhtala, Mari, Mauno, Saija, and Feldt, Taru

Abstract

Copyright of Tyoelaman Tutkimus is the property of Tyoelaman tutkimusyhdistys ry and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Published
2020

107. Patterns of psychological contract and their relationships to employee well-being and in-role performance at work: longitudinal evidence from university employees.

Author

Ruokolainen, Mervi, Mauno, Saija, Diehl, Marjo-Riitta, Tolvanen, Asko, Mäkikangas, Anne, and Kinnunen, Ulla

Subjects
PSYCHOLOGICAL contracts (Employment), EMPLOYEE well-being, JOB performance, JOB satisfaction, INDUSTRIAL relations
Abstract

This study identified patterns of psychological contract (PC) and examined how these patterns were related to employee well-being and in-role performance over time (T1-T3). PC was measured at T1 based on cross-sectional data and well-being and performance longitudinally in two consecutive years (T1−T3) among university employees. Latent profile analysis revealed six different patterns of PC at T1. These were labelled (1) strong and balanced (n = 131), (2) average and balanced (n = 382), (3) employer-focused (n = 79), (4) employee-focused (n = 59), (5) balanced transactional (n = 224) and (6) employee-focused relational (n = 322). The longitudinal findings showed that the employees in PC patterns 1 and 2 experienced more vigour at T1-T3 than those in pattern 5, while the employees in pattern 2 reported higher proficiency at work at T1-T2 than those in pattern 6. Employee job satisfaction did not vary between patterns. Altogether, the PC pattern that included many different obligations on the part of both employee and employer seemed to result in better employee well-being and in-role performance. [ABSTRACT FROM AUTHOR]

Published
2018
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116. Long-Term Reward Patterns Contribute to Personal Goals at Work Among Finnish Managers.

Author

Hyvonen, Katriina, Raikkonen, Eija, Feldt, Taru, Mauno, Saija, Dragano, Nico, and Matthewman, Lisa

Abstract

The research addresses the impact of long-term reward patterns on contents of personal work goals among young Finnish managers (N = 747). Reward patterns were formed on the basis of perceived and objective career rewards (i.e., career stability and promotions) across four measurements (years 2006-2012). Goals were measured in 2012 and classified into categories of competence, progression, well-being, job change, job security, organization, and financial goals. The factor mixture analysis identified a three-class solution as the best model of reward patterns: high rewards (77%), increasing rewards (17%), and reducing rewards (7%). Participants with reducing rewards reported more progression, well-being, job change, and financial goals than participants with high rewards as well as fewer competence and organizational goals than participants with increasing rewards. Workplace resources can be a key role in facilitating goals toward building competence and organizational performance. [ABSTRACT FROM AUTHOR]

Published
2017
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118. Eettisesti haastavat tilanteet ja niiden kuormittavuus johtajien työssä: fokusryhmäkeskusteluiden analyysi

Author

Huhtala, Mari, Puutio, Risto, Lämsä, Anna-Maija, Mauno, Saija, Kinnunen, Ulla, Hyvönen, Katriina, and Feldt, Taru

Subjects
Artikkelit
Abstract

Tässä pilottitutkimuksessa tutkittiin laadullisesti johtajien työssään kokemia eettisesti haastavia tilanteita (sisällöt, kontekstit) sekä niissä koettuja ristiriitakokemuksia. Työtilanteita luokiteltiin laadullisen aineiston pohjalta. Aineisto kerättiin 16 suomalaisen johtajan fokusryhmäkeskusteluista (neljä ryhmää). Tulokset osoittivat, että johtajat kohtasivat usein työssään erilaisia eettisesti haastavia tilanteita suhteessa organisaation sidosryhmiin. Näitä sidosryhmiä olivat organisaation toimintaympäristö eli yhteiskunta, asiakkaat, omistajat sekä henkilöstö (johto, kollegat ja alaiset). Haastavien tilanteiden sisällöt jakautuivat viiteen luokkaan: 1) monimutkaiset työtilanteet, 2) rehellisyys, 3) oma toiminta, 4) vuorovaikutussuhteet ja 5) oikeudenmukaisuus. Psykologisen stressiteorian mukaisesti johtajat kokivat tilanteet kuormittaviksi, jos johtajan ja sidosryhmien välillä vallitsi ristiriitakokemus. Ristiriitoja koettiin johtajan omien arvojen ja ympäristön tarjoamien mahdollisuuksien välillä, sekä ympäristön odotusten ja omien resurssien välillä. Tutkimuksessamme nousi esille myös uusi ristiriitatilanne, joka syntyy, kun johtaja toimii tinkimättömästi omien arvojensa mukaan ulkopuolisia odotuksia vastaan.

Published
2010

120. Does Organizational Work–Family Support Benefit Temporary and Permanent Employees Equally in a Work–Family Conflict Situation in Relation to Job Satisfaction and Emotional Energy at Work and at Home?

Author

Mauno, Saija and Ruokolainen, Mervi

Subjects
CONFLICT (Psychology), EMOTIONS, EMPLOYEE assistance programs, EMPLOYEE attitudes, FAMILIES, HUMAN rights, INDUSTRIAL hygiene, JOB satisfaction, WORK, WELL-being, WORK-life balance
Abstract

This study examined whether work–family support (WF support) buffers permanent and temporary workers similarly against the negative effects of work–family conflict as regard job satisfaction and emotional energy level at work and at home. A total of 1,719 Finnish nurses participated in this study in 2009. The results revealed that high coworker WF support protected temporary workers against the negative effects of high work–family conflict on emotional energy at work. Furthermore, temporary workers with low coworker WF support were at greater risk of job dissatisfaction and diminished emotional energy at home than were their permanent colleagues in the presence of high work–family conflict. Temporary workers may benefit more from coworker WF support if they experience work–family conflict. This should be considered in developing family-friendly practices in organizations where temporary contracts are relatively common. [ABSTRACT FROM AUTHOR]

Published
2017
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133. Työn ominaisuuksien merkitys työn ja yksityiselämän välisen rajan hallinnassa.

Author

Kinnunen, Ulla, Rantanen, Johanna, de Bloom, Jessica, Mauno, Saija, Feldt, Taru, and Korpela, Kalevi

Abstract

Copyright of Tyoelaman Tutkimus is the property of Tyoelaman tutkimusyhdistys ry and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Published
2016

144. Perceived employability

Author

Kinnunen, Ulla, primary, Mäkikangas, Anne, additional, Mauno, Saija, additional, Siponen, Katri, additional, and Nätti, Jouko, additional

Published
2011
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