Search results for "LONG"
showing 10 items of 3969 documents
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…
Job demands and resources as antecedents of work engagement: A longitudinal study
2007
Abstract By utilizing a 2-year longitudinal design, the present study investigated the experience of work engagement and its antecedents among Finnish health care personnel ( n = 409). The data were collected by questionnaires in 2003 (Time 1) and in 2005 (Time 2). The study showed that work engagement—especially vigor and dedication—was relatively frequently experienced among the participants, and its average level did not change across the follow-up period. In addition, the experience of work engagement turned out to be reasonably stable during the 2-year period. Job resources predicted work engagement better than job demands. Job control and organization-based self-esteem proved to be t…
Work values and the transition to work life: A longitudinal study
2015
Abstract Research on career development has shown that work values play a key motivational role in job selection and career development. In the context of the current economic crisis, it is of particular relevance to examine the role of work values for employment in the transition from school to work. This longitudinal study examined the role of intrinsic (perceived importance of having a job that is interesting and matches one's own competences), rewards (having a good salary and high chance for promotion), and security (having a stable job) work values on subsequent employment status and person–job fit (how an individual's job matches one's own characteristics such as education and job pr…
Job skill discretion and emotion control strategies as antecedents of recovery from work
2014
Recovery from work protects employees’ health and well-being, and therefore it is important to understand its antecedents. The aim of this study conducted among 183 middle-aged participants drawn from the Finnish Jyvaskyla Longitudinal Study of Personality and Social Development was to examine whether job skill discretion and emotion control strategies (emotional rumination and emotional inhibition) are related to psychological aspects of recovery from work (subjective recovery evaluation, psychological detachment and relaxation). The results of hierarchical general linear models confirmed the hypothesis that job skill discretion is positively associated with subjective recovery evaluation …
How perceived changes in the ethical culture of organizations influence the well-being of managers: A two-year longitudinal study.
2015
The first aim of this study was to identify long-term patterns of ethical organizational culture based on the perceptions of 368 Finnish managers over a period of two years. The second aim was to investigate whether there is a difference in the long-term occupational well-being (burnout and work engagement) of managers exhibiting different patterns of ethical culture. Based on latent profile analysis, five different patterns of the strength of ethical culture were identified: moderate, high, increasing, decreasing, and low. The results show that managers exhibiting either the low or decreasing pattern of ethical culture experienced significant changes in their well-being over time. Decreasi…
Personality Antecedents of Career Orientation and Stability among Women Compared to Men
1999
Abstract The study was part of the Jyvaskyla Longitudinal Study of Personality and Social Development in which 151 women and 160 men were followed from age 8 through age 36. Data were collected at ages 8, 14, 27, and 36 using teacher ratings, interviews, and personality inventories. The participants' career paths are defined in terms of “career orientation,” which is a composite score made up of four indicators: occupational status, education, present work situation, and career stability. In accordance with our hypotheses, the results for both sexes showed that high career orientation was explained by personality characteristics indicating high self-control of emotions (constructiveness, st…
Disengagement in work-role transitions
2010
The present study examines whether disengagement from previous work-roles positively predicts adaptation to a new work-role (here, becoming self-employed) by reducing negative consequences of psychological attachment to these previous roles. Disengagement involves an individual's effort to release attention from thoughts and behaviours related to the previous work-role. A three-wave longitudinal study investigated the relationship between psychological attachment (measured as affective commitment) to a prior work-role, disengagement from the prior work-role, and adaptation to a new work-role [pursuit of learning, fit perceptions with self-employment, task performance over time]. Participant…
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…
Increasing the probability of finding an interaction in work stress research: A two-wave longitudinal test of the triple-match principle
2010
Research into work stress has attempted to identify job resources that can moderate the effects of job demands on strain. The recently developed triple-match principle (TMP) proposes that job demands, resources, and strain can be conceptualized as being composed of cognitive, emotional, and physical dimensions. When a psychological imbalance is induced by job demands, individuals activate corresponding resources to reduce the effects of the demands. A closer match occurs when the resources are processed in the same psychological domain as the demands. The further away from a match, the less likely an interactive effect will become. Put simply, the likelihood of finding an interactive effect…