Type of employment relationship and mortality: prospective study among Finnish employees in 1984-2000

2009

Background: The study investigated the relationship between the type of employment (permanent/temporary) contract and mortality. Factors through which temporary employment was expected to be associated with increased mortality were the degree of satisfaction with the uncertainty related to temporary work situation (Study 1) and the voluntary/involuntary basis for temporary work (Study 2). Methods: In Study 1 the data consisted of representative survey on Finnish employees in 1984 ( n = 4502), which was merged with register-based follow-up data in Statistics Finland covering years 1985–2000. In Study 2 the data consisted of representative survey on Finnish employees in 1990 ( n = 3502) with …

Maslachin yleisen työuupumuksen arviointimenetelmän (MBI-GS) rakenne ja pysyvyys: pitkittäistutkimus kuntoutusasiakkaiden keskuudessa

2012

Tämän pitkittäistutkimuksen tavoitteena on tarkastella Maslachin yleisen työuupumuksen arviointimenetelmän (MBI-GS) rakennetta ja sen ajallista pysyvyyttä. MBI-GS on kansainvälisesti tunnetuin ja käytetyin työuupumuskysely, mutta sen aikaisempi tutkimus on rajoittunut poikkileikkausasetelmiin sekä työtekijäaineistoihin, joissa työuupumusoireilu on ollut vähäistä. Tämän tutkimuksen aineisto koostuu työntekijöistä, jotka ovat hakeutuneet kuntoutukseen erilaisten työhön liittyvien terveys- ja hyvinvointiongelmien vuoksi. Kuntoutujat täyttivät MBI-GS-työuupumuskyselyn kuntoutukseen tullessa (T1 n = 155) sekä 4 kuukautta tämän jälkeen (T2 n = 140). Tutkimuksen tulokset osoittivat, että MBI-GS- m…

The Circumplex Model of Occupational Well-being : Its Relation with Personality

2015

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 hig…

Job Resources and Work Engagement: Optimism as Moderator Among Finnish Managers

2014

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 sig…

Työttömyys ja työn epävarmuus koetun terveyden riskitekijöinä: kokemuksia vertaileva tutkimus

2020

Tutkimuksen tavoitteena oli analysoida sitä, onko työttömyys vai työn koettu epävarmuus haitallisempaa terveydelle. Tutkimus perustuu Tilastokeskuksen vuonna 1994 tekemään Elinolotutkimukseen ajautuen työikäisiin, 25-55-vuotiaisiin palkansaajiin ja työttömiin (N = 3 5 70). Vertailua varten sekä työttömät että palkansaajat jaettiin kolmeen ryhmään; työttömillä kriteerinä oli työttömyyden kesto, palkansaajilla työssä koettujen epävarmuustekijöiden määrä. Kuuden ryhmän vertailussa somaattinen oireilu oli yleisintä useita epävarmuustekijöitä työssään kokevilla palkansaajilla ja vähintään puoli vuotta työttömänä olleilla senkin jälkeen, kun keskeiset taustamuuttujat (sukupuoli, ikä, koulutustaso…

Narratives of Burnout and Recovery from an Agency Perspective : A Two-Year Longitudinal Study

2017

Abstract Purpose To provide knowledge about the recovery process during rehabilitation and two years later by exploring the manifestation of agency and spheres of meaning in the narratives of participants in a national rehabilitation course. Material and methods The subjects of the study were four participants in a national rehabilitation course, whose burnout levels had decreased between the initial and follow-up periods of the course. Semi-structured interviews on two occasions and an electronic questionnaire 1.5 years post rehabilitation comprised the main material. In addition, the BBI -15 (Bergen Burnout Indicator) and DEPS-screen were used. Results Thematic narrative analysis revealed…

Työn tuunaamisen profiilit sosiaali- ja terveysalan organisaatiossa : yhteydet työhyvinvointiin

2021

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 t…

The 9-item Bergen Burnout Inventory: Factorial Validity Across Organizations and Measurements of Longitudinal Data

2013

The present study tested the factorial validity of the 9-item Bergen Burnout Inventory (BBI-9) 1) . The BBI-9 is comprised of three core dimensions: (1) exhaustion at work; (2) cynicism toward the meaning of work; and (3) sense of inadequacy at work. The study further investigated whether the three-factor structure of the BBI-9 remains the same across different organizations (group invariance) and measurement time points (time invariance). The factorial group invariance was tested using a cross-sectional design with data pertaining to managers (n=742), and employees working in a bank (n=162), an engineering office (n=236), a public sector organization divided into three service areas: admin…

The energy and identification continua of burnout and work engagement : Developmental profiles over eight years

2017

Abstract Understanding of the mutual developmental dynamics between burnout and work engagement is limited due to the lack of longitudinal studies with long follow-ups and multi-wave data. This study sought to identify subgroups of employees characterized by long-term exhaustion-vigor (energy continuum) and cynicism-dedication (identification continuum). A further important aim was to investigate differences between the identified subgroups in their experiences of progress in their personal work goals. Five-wave, eight-year follow-up data among Finnish white-collar professionals ( n  = 168) were studied using Latent Profile Analysis (LPA). The analysis yielded three exhaustion-vigor subgrou…

Testing the direct and moderator effects of the stressor-detachment model over one year : A latent change perspective

2018

ABSTRACTTo test the direct and moderator effects of the stressor–detachment model from a long-term perspective, we investigated whether workload and detachment are related to changes in exhaustion and sleep difficulties over one year. We also examined whether detachment attenuates the relationship between high workload and these outcomes both cross-sectionally and over time. Questionnaire data with 1722 respondents at Time 1 and 1182 respondents at Time 2 were collected. We used a latent change score approach to analyse the data in order to identify intra-individual change among the studied constructs. Our results showed that high workload and low detachment at baseline were related to an i…

Does mindfulness-, acceptance-, and value-based intervention alleviate burnout? : A person-centered approach

2019

This study investigated individual differences in changes in burnout symptoms during a brief mindfulness-, acceptance-, and value-based intervention. It also studied whether the changes in burnout were simultaneous with the changes in mindfulness skills. The role of practices and learning experiences in these changes were investigated. The participants were employees of various occupations (n = 105, 80% women, Mage = 48 years). Latent profile analysis was used to investigate the associations between burnout and mindfulness skills during the intervention and a 4-month follow-up period. Six distinct profiles were found that differed in levels and changes of both burnout and mindfulness skills…

Self-esteem, dispositional optimism, and health: Evidence from cross-lagged data on employees

2004

Abstract The aims of this one-year follow-up study among Finnish employees ( n =426) were twofold: first, to investigate the relationship between self-esteem and optimism and, second, to examine the prospective relationships between these two personality constructs, mental distress and physical symptoms. The results of Confirmatory Factor Analysis (CFA) showed that the latent variables of optimism and self-esteem were highly interrelated (Time 1, r =.90, Time 2, r =.87), forming the core construct of personal resilience, which turned out to be stable (stability coefficient .86) over the one-year period. The results of Structural Equation Modelling (SEM) indicated that high personal resilien…

Do low burnout and high work engagement always go hand in hand? Investigation of the energy and identification dimensions in longitudinal data

2011

The aim of the present 2-year follow-up study among young managers (N=433) was to investigate the intraindividual developmental patterns of burnout and work engagement as well as their interconnections. More specifically, we examined the interconnectedness of the varying patterns (i.e., latent classes) of exhaustion and vigor (i.e., the energy dimension) and cynicism and dedication (i.e., the identification dimension) across time. The latent class solutions supported by the growth mixture modeling indicated four latent classes for exhaustion and five for vigor. In addition, four latent classes were found for cynicism and six for dedication. Cynicism and dedication represented opposites with…

How does job insecurity relate to self-reported job performance? Analysing curvilinear associations in a longitudinal sample

2013

The study focuses on the relationship between job insecurity and self-reported job performance. Based on theoretical, empirical, and statistical arguments, we propose that this relationship is U-shaped and mediated by vigour at work. This assumption was tested cross-sectionally and across two measurement points, and against two alternative explanations, namely that the U-shaped relationship might be due to the influence of the moderators optimism and supervisory support. The findings of a study among a large group of job-insecure employees of two Finish universities ( n = 2,095) confirm the U-shaped effect of job insecurity on self-reported job performance. This effect was shown to be robus…

Is Autonomy Always Beneficial for Work Engagement? A Six-year Four-Wave Follow-Up Study.

2021

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 ident…

Does a Mindfulness-, Acceptance-, and Value-Based Intervention for Burnout Have Long-Term Effects on Different Levels of Subjective Well-Being?

2020

This study investigated whether beneficial intervention effects on burnout and mindfulness skills diffuse and facilitate the long-term development of different levels of subjective well-being: experiential (perceived stress), eudaimonic (psychological and social well-being), and evaluative (life satisfaction). Participants were Finnish employees with notable burnout (n = 105, 80% women). The study utilized individual profiles of burnout and mindfulness skills identified in a previous study (Kinnunen, Puolakanaho, Tolvanen, Mäkikangas, & Lappalainen, 2019). The profiles were based on levels and changes in burnout and mindfulness skills during an 8-week intervention and 4-month follow-up. In …

Does job insecurity threaten who you are? Introducing a social identity perspective to explain well-being and performance consequences of job insecur…

2017

Summary This paper introduces a social identity perspective to job insecurity research. Worrying about becoming jobless, we argue, is detrimental because it implies an anticipated membership of a negatively evaluated group—the group of unemployed people. Job insecurity hence threatens a person's social identity as an employed person. This in turn will affect well-being and job performance. A three-wave survey study amongst 377 British employees supports this perspective. Persons who felt higher levels of job insecurity were more likely to report a weaker social identity as an employed person. This effect was found to be stable over time and also held against a test of reverse causality. Fur…

A longitudinal person-centred approach to the job demands-control model

2016

We used a longitudinal design and a person-centred methodology to test the strain and learning hypotheses of the job demands–control model among Finnish employees (n = 926), who were followed-up at three time points covering a period of 2 years (2008–2010). First, we identified longitudinal subgroups in demands and control across three measurement points. Second, we examined how these subgroups differed in strain (job exhaustion) and motivation-related outcomes (vigour at work, work–family enrichment). Growth mixture modelling revealed four subgroups: “stable high strain”, “stable low strain”, “increasing control”, and “decreasing control”. The stable high- and low-strain subgroups also dif…

Factor Structure and Longitudinal Factorial Validity of the Core Self-Evaluation Scale

2018

Abstract. The personality high-order concept of core self-evaluations (CSE), which refers to a basic evaluation of one’s worth, capability, and effectiveness, has attracted a lot of research interest. Yet little is known about the construct validity of the core self-evaluation scale (CSES) while information on its longitudinal factorial validity is wholly lacking. This study investigated the factor structure of the CSES using both confirmatory and exploratory factor analysis implemented in Mplus program. In addition, the factor loading invariance over time was investigated using exploratory structural equation modeling. Longitudinal data with three follow-ups over 2 years, gathered among u…

Association between vigor and exhaustion during the workweek: a person-centered approach to daily assessments.

2014

The purpose of this quantitative diary study was to investigate daily vigor and exhaustion using a person-centered approach. The study also investigated whether and how experiences of vigor and exhaustion relate to a state of being recovered. A total of 256 Finnish employees filled in a diary questionnaire during five consecutive workdays. Vigor and exhaustion showed strong negative interdependence within and between days. However, by applying a person-centered analysis, we were able to differentiate three groups with meaningful variation in vigor and exhaustion. The groups were labeled as Constantly vigorous (n = 179), Concurrently vigorous and exhausted (n = 30) and Constantly exhausted (…

My Well-Being in My Own Hands: Experiences of Beneficial Recovery During Burnout Rehabilitation.

2015

Purpose To explore how burnout rehabilitation clients experienced their recovery from burnout and what they found beneficial in rehabilitation. Subjects Twelve clients whose burnout levels had declined during rehabilitation were interviewed at the end of the second period of the rehabilitation course. Methods Semi-structured interviews comprised the main material of the study and were analysed by content analysis. In addition, the Bergen Burnout Indicator (BBI-15) was used to measure the reduction in burnout levels. Results The analysis yielded a single overarching theme, Mywell-being in my own hands, and four categories. The overarching theme describes the overall process of recovery and t…

Psychosocial work stressors and well-being: self-esteem and optimism as moderators in a one-year longitudinal sample

2003

The purpose of the present follow-up study was to investigate the roles of self-esteem and optimism in the relationship between psychosocial work stressors and well-being for a sample of Finnish employees (n=457). The data were obtained by means of questionnaires which were completed twice, in 1999 and 2000. The results of the moderated hierarchical regression analyses revealed that low levels of self-esteem and optimism had a direct negative effect on emotional exhaustion and mental distress among men employees. Furthermore, self-esteem moderated the relationships between poor organizational climate and emotional exhaustion and mental distress among male employees. Among female employees o…

A person-centred approach to investigate the development trajectories of job-related affective well-being: A 10-year follow-up study

2011

The primary aim of this three-wave 10-year follow-up study was to investigate the intra-individual change trajectories of job-related affective well-being among Finnish managers (n = 402). Job-related affective well-being as indicated by anxiety, depression, comfort, and enthusiasm was measured in 1996, 1999, and 2006. The characteristics of the trajectories were sought from experienced career disruptions (i.e., periods of unemployment or lay-offs) and perceived job insecurity. The growth mixture modelling (GMM) revealed altogether three latent trajectories that differed from each other in their mean levels and regard to changes in job-related affective well-being over time: (1) high and im…

Job resources and flow at work : modeling the relationship via latent growth curve and mixture model methodology

2010

The aim of the present three-wave follow-up study (n = 335) among employees of an employment agency was to investigate the association between job resources and work-related flow utilizing both variable- and person-oriented approaches. In addition, emotional exhaustion was studied as a moderator of the job resources-flow relationship, and as a predictor of the development of job resources and flow. The variable-oriented approach, based on latent growth curve analyses, revealed that the levels of job resources and flow at work, as well as changes in these variables, were positively associated with each other. The person-oriented inspection with the growth mixture modelling identified four tr…

Longitudinal factorial invariance of the Maslach Burnout Inventory-General Survey among employees with job-related psychological health problems

2011

The study provides new knowledge about the longitudinal factorial invariance of the Maslach Burnout Inventory-General Survey (MBI-GS). In order to investigate the factor structure of the MBI-GS and its invariance across time, a full panel data with two measurements gathered among employees with job-related psychological health problems was used. Consistent with previous study findings, the results indicated that the correlated three-factor model of the MBI-GS (i.e. exhaustion, cynicism and professional efficacy) showed a better fit with the data than the alternative factor models. The correlated three-factor structure was invariant across time, indicating that the scale has good construct v…

Long-term patterns of effort-reward imbalance and over-commitment: Investigating occupational well-being and recovery experiences as outcomes

2013

The aim of this study was, first, to identify long-term patterns of effort-reward imbalance (ERI) and over-commitment (OVC), and, second, to examine how occupational well-being (burnout, work engagement) and recovery experiences (psychological detachment, relaxation, mastery and control) differ in these patterns. The study was based on follow-up data with three measurement points (2006, 2008, 2010) collected from Finnish managers (N=298). Latent Profile Analysis resulted in five long-term ERI-OVC patterns: a high-risk pattern (high ERI, high OVC), found in 20% of the participants; a low-risk pattern (low ERI, low OVC), found in 24% of participants; a relatively low-risk pattern (low ERI, mo…

Burnout during a long-term rehabilitation: comparing low burnout, high burnout - benefited, and high burnout - not benefited trajectories.

2009

To focus rehabilitation activities among burnout clients more effectively, it is important to investigate who benefits from burnout interventions. This study (N=85) aimed at identifying burnout trajectories in terms of benefit, that is, subgroups of clients who share similar mean levels and changes in burnout during a one-year rehabilitation intervention (17 days in total) with a six-month follow-up. After identifying the burnout trajectories, the relations of the trajectories with factors describing the clients, antecedents, and consequences of burnout during the one-year intervention were examined. Three burnout trajectories were identified by growth mixture modeling: (a) low burnout (n=3…

Illegitimate tasks, job crafting and their longitudinal relationships with meaning of work

2021

The aims of this study were twofold: first, to investigate whether illegitimate tasks and job crafting are associated longitudinally with meaning of work, and, second, to explore whether job crafti...

Recovery from burnout during a one-year rehabilitation intervention with six-month follow-up: Associations with coping strategies.

2013

The prospective effects of work–family conflict and enrichment on job exhaustion and turnover intentions: comparing long-term temporary vs. permanent…

2015

This study investigated work–family conflict (WFC) and enrichment (WFE) in relation to job exhaustion and turnover intentions among long-term temporary (n = 384) and permanent (n = 430) workers. We used three-wave data collected among Finnish university employees in 3 consecutive years. The participants were either permanently or temporarily employed for the whole 3-year period. The results showed that permanent employees reported both higher WFC and WFE during the follow-ups than temporary employees. Temporary workers reported higher job exhaustion and turnover intentions compared to permanent workers. Job contract functioned as a moderator: high WFC showed a prospective effect on increase…

Cross-lagged associations between perceived external employability, job insecurity, and exhaustion: Testing gain and loss spirals according to the Co…

2012

Summary This study investigates perceived external employability (PEE) as a personal resource in relation to job insecurity and exhaustion. We advance the idea that PEE may reduce feelings of job insecurity and, through felt job insecurity, also exhaustion. That is, we probe the paths from PEE to job insecurity and from job insecurity to exhaustion. We furthermore account for possible reversed causality, so that exhaustion  felt job insecurity and felt job insecurity  PEE. This aligns with insights from the Conservation of Resources Theory, which is built on the assumption of resource caravans passageways and associated gain and loss spirals. We based the results on a sample of 1314 workers…

Toward an understanding of a healthy organizational change process : A three-wave longitudinal study among university employees

2019

This study aimed to improve our understanding of what constitutes a healthy organizational change process among university employees. Positive attitudes and proactive participation toward organizational change were presumed to affect and be affected by personality resources measured via core self-evaluations and work-related motivational well-being (vigor). The study used 3-wave longitudinal data collected in 2 large Finnish universities during their recent process of organizational change (N = 926). Structural equation modeling was used to establish the direction of the relationships between the variables. The results showed that high levels of both core self-evaluations and vigor were ass…

A longitudinal person-centred view on perceived employability : The role of job insecurity

2013

The primary aim of the present 1-year longitudinal study among university employees (N = 1314) was to investigate individual development of perceived employability (PE) by utilizing a person-centred approach. Thus, we identified latent classes of PE across 1 year based on growth mixture modelling. In addition, the latent classes were characterized by perceived job insecurity and the type of employment contract and its changes over the 1-year time period. The results showed four latent classes of PE that differed in the level and the direction of mean-level changes over time. These latent classes were: (1) stable relatively high PE (n = 641); (2) unstable decreasing PE (n = 45); (3) unstable…

Overcommitment as a predictor of effort-reward imbalance: evidence from an 8-year follow-up study.

2016

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)…

Perceived employability: Investigating outcomes among involuntary and voluntary temporary employees compared to permanent employees

2011

PurposeThe purpose of the present study is to examine how perceived employability relates to job exhaustion, psychological symptoms and self‐rated job performance in involuntary and voluntary temporary employees compared to permanent employees.Design/methodology/approachThe study is based on a cross‐sectional design using a sample of university teachers and researchers (n=1,014) from two Finnish universities. Of the sample, 40 percent (n=408) are permanent employees, 49 percent (n=495) involuntary and 11 percent (n=111) voluntary temporary employees. Most respondents (54 percent) have education above a Master's degree, the average age is 43 years, and 58 percent are women.FindingsThe result…

Improvements in Mindfulness Facets Mediate the Alleviation of Burnout Dimensions

2020

Abstract Objectives While interventions using mindfulness have been effective in treating burnout, the mechanisms of change need more research. This study investigated which of five mindfulness facets (observing, describing, acting with awareness, non-judging, and non-reacting) mediated the intervention effects on three burnout dimensions (exhaustion, cynicism, and reduced professional efficacy) during an 8-week mindfulness-, acceptance-, and value-based (MAV) intervention and a 10-month follow-up. Methods The participants were a heterogeneous sample of employees suffering from burnout (n = 202, 80% women, mean age = 47.5 years). Latent change score modeling was conducted for each combinati…

The role of job resources in the relation between perceived employability and turnover intention: A prospective two-sample study

2011

Abstract We hypothesize that the relationship between perceived employability (PE) and turnover intention is stronger when job resources (job control, social support from the supervisor and colleagues) are low. Results from a prospective study one year apart were similar in samples of Finnish university ( N  = 1314) and hospital workers ( N  = 308). The interaction between PE and job control related significantly to turnover intention at Time 2 in both samples, and in the hospital sample also when controlling for turnover intention at Time 1: PE related positively to turnover intention when job control was low. Furthermore, PE at Time 1 was not significantly related and job resources at Tim…

Young managers’ drive to thrive: A personal work goal approach to burnout and work engagement

2009

This study approaches young managers’ occupational well-being through their work-related goal pursuit. The main aim was to identify content categories of personal work goals and investigate their associations with background factors, goal appraisals, burnout, and work engagement. The questionnaire data consisted of 747 young Finnish managers (23–35 years; M = 31 years) who were mostly men (85.5%). Seven work-related content categories were found on the basis of qualitative data analysis: (1) competence goals (30.5%), (2) progression goals (23.7%), (3) well-being goals (15.2%), (4) job change goals (13.7%), (5) job security goals (7.4%), (6) organizational goals (5.6%), and (7) financial goa…

Psychological consequences of fixed-term employment and perceived job insecurity among health care staff

2005

The present study sought to clarify the roles of fixed-term employment and perceived job insecurity in relation to an employee's job attitudes (job satisfaction, turnover intentions) and well-being (work engagement, job exhaustion). Specifically, we examined which of the two situations, high subjective job insecurity and a permanent job (i.e., violation hypothesis) or high subjective job insecurity and a fixed-term job (i.e., intensification hypothesis), would lead to the most negative job attitudes and well-being. Data from 736 employees in one Finnish health care district were collected by questionnaires. The results supported the violation hypothesis: Under conditions of high perceived j…

Autonomy and Workload in Relation to Temporary and Permanent Workers’ Job Involvement

2010

The aim of the study was to investigate contract type (temporary vs. permanent employment) as a possible moderator in the relationship between autonomy and workload on the one hand, and job involvement on the other hand in samples from two countries: Belgium and Finland. The results on possible interactions were similar in the two countries. Contract type moderated the relationship between autonomy and job involvement: The relationship was stronger in permanent than in temporary workers. No moderation was found for workload. Instead, workload associated positively with job involvement in both temporary and permanent workers. These findings are discussed with reference to the activation hyp…

Multilevel Latent Profile Analysis With Covariates : Identifying Job Characteristics Profiles in Hierarchical Data as an Example

2018

Latent profile analysis (LPA) is a person-centered method commonly used in organizational research to identify homogeneous subpopulations of employees within a heterogeneous population. However, in the case of nested data structures, such as employees nested in work departments, multilevel techniques are needed. Multilevel LPA (MLPA) enables adequate modeling of subpopulations in hierarchical data sets. MLPA enables investigation of variability in the proportions of Level 1 profiles across Level 2 units, and of Level 2 latent classes based on the proportions of Level 1 latent profiles and Level 1 ratings, and the extent to which covariates drawn from the different hierarchical levels of th…

Antecedents of daily team job crafting

2017

This study investigated potential antecedents of team job crafting defined as the extent to which team members engage together in increasing (social and structural) job resources and challenges, and decreasing hindering job demands. Mindful of the teamwork literature, we hypothesized that individual employee factors (self-efficacy for teamwork, daily affect), team features (team cohesion, climate) and the organizational context of teams (engaging leadership and organizational resources for teamwork) relate positively to daily team job crafting behaviour. Data were collected among 46 multi-professional rehabilitation teams whose members completed two daily surveys after their weekly meetings…

Work-family conflict and its relations to well-being: the role of personality as a moderating factor

2003

Contains fulltext : 63496.pdf (Publisher’s version ) (Closed access) The aim of the present study was to examine the role of the Big Five personality dimensions as possible moderating factors between two types of work–family conflicts: work interference with family (WIF); and family interference with work (FIW); and their relationship to well-being in the domains of work and family generally as well. The participants were fathers (n=296) who took part in a national family research project in the Netherlands in 1995. All fathers were employed full-time. The results showed that emotional stability moderated the relationships between WIF and job exhaustion and between WIF and depression. In ad…

Occupational well-being as a mediator between job insecurity and turnover intention: Findings at the individual and work department levels

2013

This study examined the relationship between job insecurity and turnover intention by applying occupational well-being (exhaustion, vigour) as a mediator. The study was inspired by two theories: the conservation of resources and emotional contagion theories. We investigated the relationships at the individual and work department levels by utilizing Multi-Level Structural Equation Modeling (ML-SEM) with the aim of clarifying whether the mediating mechanism was similar at both levels. In addition, we examined the relationships across the levels (cross-level interactions). Self-report data for the study were obtained from Finnish University staff (N = 2137 individual respondents from 78 work d…

Trajectories of Perceived Employability and Their Associations With Well-Being at Work

2014

The first aim of this study was to identify trajectories of perceived employability (PE) with a longitudinal person-centered approach, accounting for both the level of PE and changes in PE. The second aim was to examine how the trajectories were related to well-being at work (i.e., vigor at work, job satisfaction, and job exhaustion) with a variable-centered approach. The data were collected in two Finnish universities (N = 926) during 2008–2010 with three measurement points. Growth Mixture Modeling identified four trajectories, which differed in level, stability, and change in PE across time: we established two trajectories with stable PE (88% of the participants), and two trajectories wi…

Work engagement-team performance relationship : shared job crafting as a moderator

2016

The aims of this study were twofold: first, to investigate whether both individual and team work engagement are associated with team members' perceived team performance, and, second, to explore whether shared job crafting within teams moderates the relationship between work engagement and team members' perceived team performance. Data were collected from 1,074 Finnish educational sector employees working in 102 teams. Multilevel analysis revealed that both individual and team work engagement were associated with high levels of perceived team performance. The association between work engagement (both individual and team) and perceived team performance, however, varied across teams. The varia…

The person-oriented approach to burnout : A systematic review

2016

The variable-oriented approach has dominated empirical burnout research, but during the last 10 years a person-oriented approach to burnout has also become common. The aim of this systematic literature review was to identify, categorize and evaluate the empirical research to date that has adopted a person-oriented approach to burnout. The results of these studies were then compared with those generated by variable-oriented burnout research. An electronic search of seven databases was conducted in spring 2015. Initially 470 publications were identified, 24 of which met the selection criteria. The reviewed articles were categorized into three groups based on their research target(s): (1) intr…

Patterns of psychological contract and their relationships to employee well-being and in-role performance at work: longitudinal evidence from univers…

2016

AbstractThis 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 i…

Warr's scale of job-related affective well-being: A longitudinal examination of its structure and relationship with work characteristics

2007

Abstract The aims of this 3-year follow-up study among Finnish managers (n=615) were first, to test the theoretically-based structure of the job-related affective well-being scale (Warr, 1990b), and second, to examine the linear and curvilinear longitudinal associations between work characteristics and job-related affective well-being. Confirmatory factor analysis showed that the hypothesized four-factor model best described the structure of the job-related affective well-being scale; that is, the scale included four interrelated factors of job-related anxiety, comfort, depression, and enthusiasm at both measurement times. Structural equation modelling showed that high feelings of comfort a…

Profiling development of burnout over eight years: relation with job demands and resources

2020

The aim of the present study was twofold: First, to profile the long-term development of burnout symptoms (exhaustion, cynicism and reduced professional efficacy), and second, to investigate the associations of developmental burnout profiles with job demands and resources. The study focused on Finnish white-collar professionals (N = 169) who participated in a survey five times during eight years (in 2006, 2008, 2010, 2012, and 2014). At each measurement time, the participants filled in the same scales of burnout, job demands and job resources. Using Latent Profile Analysis (LPA), three developmental profiles of burnout symptoms were identified: 1) Stable, low burnout (78%), 2) Exhaustion in…

Spouses’ Experiences of Rehabilitees’ Burnout and Recovery

2021

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 re…

Los directivos vinculados psicológicamente en el trabajo no son adictos al mismo: datos de un análisis longitudinal centrado en la persona

2013

The aims of this two-year follow-up study among Finnish managers (n = 463) were twofold: first, to investigate the relation between work engagement and workaholism by utilizing both variable- and person-centered approaches and second, to explore whether and how experiences of work engagement and workaholism relate to job change during the study period. The variable-centered analysis based on Structural Equation Modelling revealed that the latent factors of work engagement and workaholism did not correlate with each other, thereby suggesting that they are independent constructs. The person-centered inspection with Growth Mixture Modelling indicated four work engagement-workaholism classes: 1…

Personality, well-being and job resources : from negative paradigm towards positive psychology

2007

Anne Mäkikangas tutki väitöstyössään suomalaisten persoonallisuutta, työtä ja terveyttä. - Ihmiset, jotka arvostavat itseään ja näkevät itsessään vahvuuksia, suhtautuvat usein myös luottavaisesti tulevaisuuteensa. Oman itsensä arvostaminen, vahva luottamus asioiden järjestymiseen ja hallittavuuteen ovat myös tärkeitä terveyden edistäjiä. Erityisesti nämä persoonallisuuden voimavarat ovat merkityksellisiä psyykkisen terveyden näkökulmasta, Mäkikangas havaitsi. Mäkikangas osoitti, että lapsilähtöinen kasvatus ja hyvä koulumenestys ennustivat optimistisuutta myöhemmin aikuisiällä. Merkittävä havainto tutkimuksessa oli, että tyytyväisyys elämän keskeisiin osa-alueisiin, kuten työhön ja vapaa-ai…

Työn stressitekijät ja hyvinvointi työssä : persoonallisuus yhteyksiä muuntavana tekijänä

2000

Multilevel Latent Profile Analysis With Covariates : Identifying Job Characteristics Profiles in Hierarchical Data as an Example

2018

Latent profile analysis (LPA) is a person-centered method commonly used in organizational research to identify homogeneous subpopulations of employees within a heterogeneous population. However, in the case of nested data structures, such as employees nested in work departments, multilevel techniques are needed. Multilevel LPA (MLPA) enables adequate modeling of subpopulations in hierarchical data sets. MLPA enables investigation of variability in the proportions of Level 1 profiles across Level 2 units, and of Level 2 latent classes based on the proportions of Level 1 latent profiles and Level 1 ratings, and the extent to which covariates drawn from the different hierarchical levels of the…