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Abstract Background This report describes two L. monocytogenes outbreak investigations that occurred in March and September of 2018 and that linked illness to a food premises located in an Ontario cancer centre. The cancer centre serves patients from across the province. Methods In Ontario, local public health agencies follow up with all reported laboratory-confirmed cases of listeriosis to identify possible sources of disease acquisition and to carry out investigations, including at suspected food premises. The Canadian Food Inspection Agency (CFIA) is notified of any Listeria-positive food product collected in relation to a case. The CFIA traces Listeria-positive product through the food distribution system to identify the contamination source and ensure the implicated manufacturing facility implements corrective measures. Results Outbreaks one and two each involved three outbreak-confirmed listeriosis cases. All six cases were considered genetically related by whole genome sequencing (WGS). In both outbreaks, outbreak-confirmed cases reported consuming meals at a food premises located in a cancer centre (food premises A) before illness onset. Various open deli meat samples and, in outbreak two, environmental swabs (primarily from the meat slicer) collected from food premises A were genetically related to the outbreak-confirmed cases. Food premises A closed as a result of the investigations. Conclusions When procuring on-site food premises, healthcare facilities and institutions serving individuals with immuno-compromising conditions should consider the potential health risk of foods available to their patient population.

In an investigation of a listeriosis outbreak in Ontario, Canada, during November 2015–June 2016, pasteurized chocolate milk was identified as the source. Because listeriosis outbreaks associated with pasteurized milk are rare in North America, these findings highlight that dairy products can be contaminated after pasteurization.

The Canadian Integrated Program for Antimicrobial Resistance Surveillance describes a strong correlation (r = 0.9, p

Kokoustamisesta on tullut työelämämme uusi megatrendi, ja virtuaaliset kokoukset ovat yleistyneet, kuten myös niihin liittyvä tutkimus. Tässä kirjallisuuskatsauksessa jäsennetään virtuaalikokoustutkimuskenttää ja vedetään yhteen erityisesti koronapandemian aikana saatuja tutkimustuloksia virtuaalikokousten, työhyvinvoinnin ja tuottavuuden välisistä yhteyksistä. Katsauksen mukaan hallittu virtuaalikokousten käyttö on yhteydessä parempaan työhyvinvointiin. Tämä tarkoittaa esimerkiksi, että työntekijöiden on voitava vaikuttaa kokousten ajankohtaan. Myös kokousten kestoa, videokameran käyttöä ja mikrofonin käyttöä on rajoitettava. Virtuaalisuudesta johtuva kognitiivisen kuorman lisääntyminen aiheuttaa niin sanottua Zoom-väsymystä, mutta esimerkiksi osallistujien yhteenkuuluvuuden tunne vähentää väsymystä. Alustavasti virtuaalikokouksista on koettu olevan hyötyä henkilöstön pysyvyyden, työn tuottavuuden, innovatiivisuuden sekä ympäristörasituksen vähenemisen kannalta. Toisaalta virtuaalikokoukset vaikeuttavat työn koordinoimista, konfliktien käsittelyä, henkilöstön kehittämistä ja luottamuksen rakentamista. Organisaatioilta vaaditaankin kypsyyttä ja suunnitelmallisuutta virtuaalikokouksien mahdollisuuksien hyödyntämiseksi. Virtuaalikokouksien seurauksia koskeva tutkimus on vielä alkuvaiheessa, ja erityisesti voimavara- ja motivaatiopsykologiselle työhyvinvointitutkimukselle sekä tuottavuus tutkimukselle on tarvetta. Lisäksi vain harvat tutkimukset ovat käsitelleet kokouksia kiinteässä yhteydessä kulloiseenkin työkontekstiin tai pyrkineet määrittelemään virtuaalikokouksen luonnetta.

Shaping off-job life is becoming increasingly important for workers to increase and maintain their optimal functioning (i.e., feeling and performing well). Proactively shaping the job domain (referred to as job crafting) has been extensively studied, but crafting in the off-job domain has received markedly less research attention. Based on the Integrative Needs Model of Crafting, needs-based off-job crafting is defined as workers’ proactive and self-initiated changes in their off-job lives, which target psychological needs satisfaction. Off-job crafting is posited as a possible means for workers to fulfill their needs and enhance well-being and performance over time. We developed a new scale to measure off-job crafting and examined its relationships to optimal functioning in different work contexts in different regions around the world (the United States, Germany, Austria, Switzerland, Finland, Japan, and the United Kingdom). Furthermore, we examined the criterion, convergent, incremental, discriminant, and structural validity evidence of the Needs-based Off-job Crafting Scale using multiple methods (longitudinal and cross-sectional survey studies, an “example generation”-task). The results showed that off-job crafting was related to optimal functioning over time, especially in the off-job domain but also in the job domain. Moreover, the novel off-job crafting scale had good convergent and discriminant validity, internal consistency, and test–retest reliability. To conclude, our series of studies in various countries show that off-job crafting can enhance optimal functioning in different life domains and support people in performing their duties sustainably. Therefore, shaping off-job life may be beneficial in an intensified and continually changing and challenging working life.

The aim of this study was to investigate experiences of relatedness among higher education staff during enforced remote work caused by the COVID-19 pandemic. Experiences were investigated both at the earliest stages of enforced remote work (April 2020) and in November/December 2021. Remote work experiences were analysed through the lens of Deci and Ryan’s self-determination theory, especially through the concept of relatedness. Within this framework, relatedness is described as one of three basic psychological needs affecting health, well-being, and productivity. The main research focus includes ascertaining which factors affect experiences of relatedness among employees in higher education at work at the beginning of enforced remote work and at the end of it. The study uses qualitative data collected from Finnish university employees, analysed using theory-driven content analysis. The analysis of the two datasets enabled us to identify three categories of relatedness: (1) interaction among co-workers, (2) feelings of care and (3) experiences of connectedness. The results showed that the experience of relatedness was severely challenged during the enforced work period. In the future, the need for relatedness needs to be addressed more deliberately in multi-locational work conditions because remote work is especially affecting the experiences of relatedness. Positive experiences of relatedness can be achieved even in remote work conditions with deliberate and thought-out actions, for example by developing good remote interaction practices within the team and remote leadership practices that convey care for the employees.

Työn tuunaaminen on oma-aloitteista työn kehittämistä työn voimavaroja ja vaatimuksia muokkaamalla. Tutkimme, millaisia tuunausprofiileja voidaan löytää kolmesta erilaisesta tuunaustavasta, jotka olivat työn voimavarojen lisääminen, työn vaatimusten lisääminen ja työn vaatimusten optimoiminen. Selvitimme myös, miten työhyvinvointi vaihtelee profiileissa. Sähköiseen kyselyyn osallistui 1 024 sosiaali- ja terveysalan organisaation työntekijää. K-keskiarvojen klusterianalyysin avulla tunnistimme neljä työn tuunaamisen profiilia: aktiiviset tuunaajat (19 %, monipuolinen tuunaaminen), optimoivat tuunaajat (21 %, työn vaatimusten optimointi), passiiviset tuunaajat (27 %, keskimääräistä vähemmän tuunausta) ja keskiverrot tuunaajat (34 %, keskimääräisesti tuunauksen eri tapoja). Moniulotteinen kovarianssianalyysi osoitti, että aktiiviset tuunaajat kokivat eniten työn imua ja työn merkityksellisyyttä. Passiiviset tuunaajat kokivat niitä vähiten. Aktiivisilla tuunaajilla ja optimoivilla tuunaajilla oli hieman muita profiileja enemmän emotionaalista uupumusta. Nuoremmat työntekijät olivat vanhempia työntekijöitä aktiivisempia työn tuunaajia. Johtopäätöksenä voidaan todeta, että sote-alalla kannattaa edistää työn tuunaamisen tapoja, sillä monipuolinen työn tuunaaminen oli yhteydessä erityisesti työn imuun ja työn merkityksellisyyteen.

In Finland, the Emergency Response Center (ERC) is responsible for the pan-European 112 emergency number service. The service is produced by tax revenues and the call to the emergency number is free of charge all to the citizen. There are six ERC´s in Finland with their own areas and each year they receive more than 3 million emergency calls. Calls include, in addition to emergency treatment, rescue service and police tasks, but also tasks which relating to social emergencies. This article opens the perspective of the general characteristics of the social emergencies of Finnish modern society through the ERC`s. The study examined how many social tasks were created in the ERC´s during the years 2011 – 2015 and what was the quality of those tasks. The material was collected in tabular format and was analyzed by simplest methods for the percentage and frequency distribution. The main customer groups of the social tasks in the ERC´s were the children and young people, as well as the elderly, and the tasks were mainly related to the review of the urgent nurture and care. The number of social tasks seemed to grow yearly. The role of the ERC´s as a recipient of social emergencies in Finnish society was considered a phenomenon. They have been given a permanent foothold as the first receiving authority for urgent social tasks, assistance and security and serving the first authority link via the 112-emergency number.

Work engagement is expected to result from job resources such as autonomy. However, previous results have yielded that the autonomy–work engagement relationship is not always particularly strong. Whereas previous longitudinal studies have examined this relationship as an average at a specific point in time, this study examined whether this relationship is different within individuals from one time to another over the years. Furthermore, experiences of work engagement are expected to affect how employees benefit from autonomy, but no studies have so far investigated whether the initial level of work engagement affects the autonomy–work engagement relationship. This study aimed to first identify the different kinds of longitudinal relationship patterns between autonomy and work engagement, and then to investigate whether the identified relationship patterns differ in terms of the initial mean level of work engagement. The four-wave study was conducted among Finnish managers (n = 329) over a period of six years. Multilevel regression mixture analysis identified five relationship patterns. Four of the patterns showed a positive predictive relationship between autonomy and work engagement. However, the relationship was statistically significant in only one of these patterns. Furthermore, when the initial mean level of work engagement was high, autonomy related more strongly to work engagement. However, an atypical pattern was identified that showed a negative association between autonomy and work engagement. In this pattern, the mean level of work engagement was low. Consequently, autonomy may not always enhance work engagement; sometimes this relationship may even be negative.

This study examines the relationship between self-leadership strategies and occupational well-being and whether psychological safety has moderated these relationships in the context of enforced remote work caused by COVID-19. Altogether, 2493 higher education employees, most of whom were working entirely remotely due to the pandemic, responded to an electronic survey in May 2021. Hierarchical multiple linear regression analyses were conducted as the main method of analysis. The results showed that goal-oriented and well-being-related self-leadership strategies as well as psychological safety were positively related to meaningfulness of work and negatively to job burnout. Psychological safety moderated the relation between goal-oriented self-leadership strategies and meaningfulness of work. The study presents much-needed novel knowledge about self-leadership and psychological safety in the context of remote work and sheds light on the interrelatedness between self-leadership strategies, psychological safety, and occupational well-being. It presents a novel category of well-being-related self-leadership strategies and contributes to the measurement of both self-leadership and psychological safety. In order to both enable sufficient well-being and facilitate flourishing at work, it is imperative to support employees in learning and applying diverse self-leadership strategies as well as ensure psychological safety at workplace, especially in post-pandemic multi-locational work.

Suvilahti, a suburb of the city of Vaasa in western Finland, was the first area to use seabed sediment heat as the main source of heating for a high number of houses. Moreover, in the same area, a unique land uplift effect is ongoing. The aim of this paper is to solve the challenges and find opportunities caused by global warming by utilizing seabed sediment energy as a renewable heat source. Measurement data of water and air temperature were analyzed, and correlations were established for the sediment temperature data using Statistical Analysis System (SAS) Enterprise Guide 7.1. software. The analysis and provisional forecast based on the autoregression integrated moving average (ARIMA) model revealed that air and water temperatures show incremental increases through time, and that sediment temperature has positive correlations with water temperature with a 2-month lag. Therefore, sediment heat energy is also expected to increase in the future. Factor analysis validations show that the data have a normal cluster and no particular outliers. This study concludes that sediment heat energy can be considered in prominent renewable production, transforming climate change into a useful solution, at least in summertime.

The optimal mode of delivery for a pregnant hemophilia carrier is still a matter of debate. The aim of the study was to determine the incidence of intracranial hemorrhage and other major bleeds in neonates with moderate and severe hemophilia in relationship to mode of delivery and known family history. A total of 926 neonates, 786 with severe and 140 with moderate hemophilia were included in this PedNet multicenter study. Vaginal delivery was performed in 68.3% (n=633) and Cesarean section in 31.6% (n=293). Twenty intracranial hemorrhages (2.2%) and 44 other major bleeds (4.8%) occurred. Intracranial hemorrhages occurred in 2.4% of neonates following vaginal delivery compared to 1.7% after Cesarean section (P=not significant); other major bleeds occurred in 4.2% born by vaginal delivery and in 5.8% after Cesarean section (P=not significant). Further analysis of subgroups (n=813) identified vaginal delivery with instruments being a significant risk factor for both intracranial hemorrhages and major bleeds (Relative Risk: 4.78-7.39; P

The role of family members’ support in the burnout recovery process has been recognized in several studies. The role of emotional support provided by the spouse has been found to be significant in reducing burnout levels. Although crossover of burnout and emotional support have been investigated, the partners’ experiences of the individuals’ burnout and recovery have remained largely unexplored. To fill this research gap the study aims to provide in-depth knowledge of the experiences of spouses of individuals who have a history of burnout and are recovering from it by participating in a rehabilitation course. Ten spouses of individuals who had previously suffered and had recovered or was recovering from burnout in a national rehabilitation course, were interviewed. Semi-structured interviews comprised the main research material and were subjected to Thematic Analysis. Results showed that spouses were vicariously affected by the individuals’ burnout and recovery. While they were able to provide significant support, especially if interspousal communication was well-functioning, they also experienced significant distress. In the recovery phase, the positive changes in the individuals’ well-being were transferred in the relationship, and were perceived by both spouses as an increased ease, shared activities and improvement in communication. Knowledge of the spouses’ experiences will allow their possible inclusion in the rehabilitation programme and their training in recognizing the symptoms of burnout in their close ones. This will enable individuals and their spouses to be better equipped to prevent the full development of burnout and to initiate a timely search for professional help.

Introduction: Venous malformations (VMs) are congenital low-flow lesions with a wide spectrum of clinical manifestations. An increasing number of studies link VMs to coagulation abnormalities, especially to elevated D-dimer and decreased fibrinogen. This condition, termed localized intravascular coagulopathy (LIC), may pose a risk for hemostatic complications. However, detailed data on the laboratory variables for coagulation and fibrinolytic activity in VM patients are limited. We addressed this question by systematically analyzing the coagulation parameters in pediatric VM patients. Methods: We included 62 patients (median age 11.9 years) with detailed laboratory tests for coagulation and fibrinolytic activity at a clinically steady phase. We assessed clinical and imaging features of VMs and their correlations with coagulation and fibrinolysis variables using patient records and MRI. Results: D-dimer was elevated in 39% and FXIII decreased in 20% of the patients, as a sign of LIC. Elevated D-dimer and decreased FXIII were associated with large size, deep location, and diffuse and multifocal VMs. FVIII was elevated in 17% of the patients and was associated with small VM size, superficial and confined location, discrete morphology, and less pain. Surprisingly, antithrombin was elevated in 55% of the patients but without associations with clinical or other laboratory variables. Conclusions: LIC was common in pediatric patients with VMs. Our results provide a basis for when evaluating the risks of hemostatic complications in children with VMs. Further research is warranted to explore the mechanisms behind coagulation disturbances and their relation to clinical complications.

OBJECTIVE: The effort–reward imbalance (ERI) model includes the personal characteristic of overcommitment (OC) and the job-related characteristics of effort, reward, and ERI, all of which are assumed to play a role in an employee’s health and well-being at work. The aim of the present longitudinal study was to shed more light on the dynamics of the ERI model by investigating the basic hypotheses related to the role of OC in the model, ie, to establish whether an employee’s OC could be a risk factor for an increased experience of high effort, low reward, and high ERI at work. METHODS: The study was based on 5-wave, 8-year follow-up data collected among Finnish professionals in 2006 (T1, N=747), 2008 (T2, N=422), 2010 (T3, N=368), 2012 (T4, N=325), and 2014 (T5, N=273). The participants were mostly male (85% at T1) and the majority of them worked in technical fields. OC, effort, reward, and ERI were measured at each time point with the 23-item ERI scale. RESULTS: Three cross-lagged structural equation models (SEM) were estimated and compared by using full information maximum likelihood method: (i) OC predicted later experiences of effort, reward, and ERI (normal causation model), (ii) effort, reward, and ERI predicted later OC (reversed causation model), and (iii) associations in normal causal and reversed causal models were simultaneously valid (reciprocal causation model). The results supported the normal causation model: strong OC predicted later experiences of high effort, low reward and high ERI. CONCLUSIONS: High OC is a risk factor for an increased experience of job strain factors; that is, high effort, low reward, and high ERI. Thus, OC is a risk factor not only for an employee’s well-being and health but also for an increasing risk for perceiving adverse job strain factors in the working environment.

Solar heat, already captured by vast asphalt fields in urban areas, is potentially a huge energy resource. The vertical soil temperature profile, i.e., low enthalpy geothermal energy, reveals how efficiently the irradiation is absorbed or radiated back to the atmosphere. Measured solar irradiation, heat flux on the asphalt surface and temperature distribution over a range of depths describe the thermal energy from an asphalt surface down to 10 m depth. In this study, those variables were studied by long-term measurements in an open-air platform in Finland. To compensate the nighttime heat loss, the accumulated heat on the surface should be harvested during the sunny daytime periods. A cumulative heat flux over one year from asphalt to the ground was 70% of the cumulative solar irradiance measured during the same period. However, due to the nighttime heat losses, the net heat flux during 5 day period was only 18% of the irradiance in spring, and was negative during autumn, when the soil was cooling. These preliminary results indicate that certain adaptive heat transfer and storage mechanisms are needed to minimize the loss and turn the asphalt layer into an efficient solar heat collector connected with a seasonal storage system.

The aim of the present study was to investigate the moderating role of optimism in the relationship between job resources (organizational climate, job control) and work engagement among Finnish young managers (N = 747). Hierarchical regression analyses showed that both job resources and optimism exerted a positive effect on work engagement and its three dimensions of vigor, dedication, and absorption. The moderation results showed that optimism can diminish the negative impact of low job resources on work engagement. These findings provide evidence to the importance of including personal resources in future research conducted on motivational process. Additionally, these findings provide significant suggestions for the utilization of these resources in organizational practice too, i.e., in staff recruitment, retention and development.

Geothermal energy is a form of renewable energy, which offers carbon-free solutions for heating and cooling spaces. This study evaluates the use of renewable asphalt heat energy in frozen ground conditions. Asphalt heat energy can be harnessed using a low-energy network, heat collection pipes and heat pumps. This study measured temperatures under the asphalt layer during a three-year period between 2014 and 2017. Measurements were made using a distributed temperature sensing method based on light scattering. Temperatures taken at four different depths under the asphalt (0.5 m, 1.0 m, 3.0 m and 10 m) are presented here. These temperatures are compared with that detected at the depth at which the temperature remains constant all year round. The temperature difference curve between 0.5 m depth and the constant soil temperature depth indicates that from April to October the soil at 0.5 m depth is warming and the temperature difference is positive, even as much as 18 °C. Instead, at the 3.0 m depth, the difference curve is smoother and it varies only from −5 to +5 °C. It is positive from June to November. The surface layer (0 m−1.0 m) is suitable for harvesting heat that can be stored in a deeper (1.5 m−3.0 m) purpose-built storage or in a bedrock heat battery. The calculated heat capacities indicate that asphalt energy, because of high temperatures, is a noteworthy renewable energy source.

El objetivo de este estudio longitudinal entre directivos finlandeses ( n = 463) fue doble: en primer lugar investigar la relación entre el engagement (E) y la adicción al trabajo (AT) mediante enfoques centrados en la persona y en la variable y, en segundo lugar, explorar si (y cómo) se relacionan las experiencias de engagement y la adicción al trabajo con el cambio de trabajo durante el período de estudio. El análisis centrado en las variables, basado en modelos de ecuaciones estructurales, mostró que los factores latentes del engagement y la adicción al mismo no correlacionan entre sí, lo que sugiere que son constructos independien- tes. Los análisis centrados en la persona indicaron cuatro perfiles de engagement-adicción al trabajo: 1) “gran disminución de E - baja estabilidad de AT” (18%), 2) “poco aumento de E - disminución moderada de AT” (7%), 3) “poca disminución de E - poca estabilidad de AT” (6%) y 4) “gran estabilidad de E - moderada estabilidad de AT” (68%). En conjunto, estos resultados sugieren en primer lugar que también a nivel intra- individual el engagement y la adicción al trabajo son estados psicológicos independientes: los cambios en el engagement y la adicción al trabajo se referían únicamente al perfil “poco aumento de E - disminución moderada de AT” (7%). En segundo lugar, las condiciones de trabajo influyeron en los niveles tanto de enga- gement como de adicción al trabajo ya que, por lo general, los participantes del perfil “poco aumento de E - disminución moderada de AT” habían cambiado de trabajo durante el período de estudio. El hecho de que el engagement y la adicción al mismo sean sensibles a los cambios de trabajo sugiere que ambas condiciones psicológicas dependen –al menos parcialmente– de la situación laboral de la persona.

The purpose of this study was to identify different types of occupational well-being based on the circumplex model (Russell, 1980; Warr, 1994), and to examine how these types are related to the Big Five personality profiles. The middle-aged participants were drawn from the Jyväskylä Longitudinal Study of Personality and Social Development (N = 183). Application of a person-oriented approach with latent profile analysis yielded four types of occupational well-being: (a) Engaged (30%), (b) Ordinary (54%), (c) Bored-out (9%), and (d) Burned-out (7%). The personality profiles showed a strong relationship with these occupational well-being types. Resilient individuals (low in neuroticism and high in the other Big Five traits) typically belonged to the Engaged type, whereas Overcontrolled individuals (high in neuroticism and low in the other Big Five traits) typically belonged to the Burned-out type. Overall, the findings suggest that personality can be consistently located within the circumplex model of occupational well-being.

Thermal energy collected from the sediment layer under a water body has been suggested for use as a renewable heat source for a low energy network. A prototype system for using this sediment energy was installed in Suvilahti, Vaasa, in 2008 and is still in use. It provides a carbon-free heating and cooling solution as well as savings in energy costs for 42 houses. To be a real, renewable heat source, the thermal energy of the sediment layer needs to replenish annually. The goal of this paper is to verify the possible cooling or annual heat regeneration. The sediment temperatures were measured and analyzed in the years 2013–2015. The data were compared to the same period in 2008–2009. All measurements were taken in the same place. This paper also confirms the potential of the sediment heat, especially in the seabed sediment, using the temperature differences between the lowest and the highest values for the year. The results demonstrate that the collection of the heat energy does not cause permanent cooling of the sediment. This result was obtained by calculating the temperature difference between measurements in the warmest month and the month with the coldest temperatures. This indicates the extracted energy. The difference was found to be around 9.5 °C in 2008–2009, rising to around 11 °C for the years 2013–2014 and 2014–2015. This indicates the loaded energy. The energy utilization is sustainable: the sediment temperature has not permanently decreased despite the full use of the network for the heating and cooling of houses between 2008 and 2015.

Tutkimuksen tavoitteena oli selvittää miten vakinaiset, vapaaehtoisesti määräaikaiset ja vastentahtoisesti määräaikaiset työntekijät eroavat toisistaan erilaisissa taustatekijöissä, työn psykososiaalisissa piirteissä (vaatimukset ja voimavarat) ja hyvinvoinnissa (työhyvinvointi ja yleinen koettu henkinen hyvinvointi). Tutkimus kohdistui kahden suomalaisen monialaisen yliopiston tutkimus- ja opetushenkilöstöön. Aineistossa vakinaisia työntekijöitä oli 40 % (n = 408), vastentahtoisesti määräaikaisia 49 % (n = 495) ja vapaaehtoisesti määräaikaisia 11 % (n = 111). Vastaajista 58 % oli naisia, 54 %:lla oli maisteritasoa korkeampi koulutus, ja vastaajien keski-ikä oli 43 vuotta. Tulokset osoittivat iän ja koulutuksen vakioinnin jälkeen, että vapaaehtoisesti määräaikaiset arvioivat positiivisimmin sekä työnsä vaatimukset ja voimavarat että työhyvinvointinsa. Vastentahtoisesti määräaikaiset ja vakinaiset työntekijät olivat arvioissaan lähellä toisiaan, mutta ensin mainitut raportoivat kuitenkin eniten työn epävarmuutta ja työpaikan vaihtoaikeita sekä tunsivat vähiten tarmokkuutta työssä. Kaikkiaan tutkimus viittaa siihen, että vastentahtoisesti määräaikaiset työntekijät voivat huonoiten työssään todennäköisesti siksi, että he tuntevat jääneensä määräaikaisen työn loukkuun.