Search results for "being"
showing 10 items of 1477 documents
Organizational justice and extrarole customer service: The mediating role of well-being at work
2008
The purpose of this article is to propose and test a model of extrarole customer service (ERCS). We propose that organizational justice (distributive, procedural, interpersonal, and informational) promotes well-being at work (low burnout and high engagement). Well-being at work, in turn, engenders more effective ERCS. Thus, well-being at work is considered a mediator of the relationships from organizational justice to ERCS. This fully mediated model was compared to an alternative fully direct model. The sample consisted of 317 contact employees who were working in the Spanish service sector. The results of structural equation modelling supported the importance of the mediating role of the p…
Employees' motivational orientation and well‐being at work
2004
This study utilises a person‐oriented view to examine what kind of motivational orientations employees have, and how they contribute to their well‐being. Two separate studies were carried out. A total of 286 white‐collar workers employed in a public sector educational institution in a middle‐sized town in Central Finland participated in the first study (116 men and 170 women). All the participants filled in Little's Personal Project Analysis and burnout inventory, a work ability index, Beck's Depression and Diener's Satisfaction with life scales. Analysis of the results found four motivational orientations, work‐, self‐, hobby‐ and health‐orientations among the employees. The work‐orientati…
Does work-family conflict mediate the relationship between work-family culture and self-reported distress? Evidence from five Finnish organizations
2005
This study examined whether perceived work–family conflict would function as a mediator in the link between work–family culture perceptions and self-reported distress. Data were obtained from employees (N=1,297) of five Finnish organizations representing both the public (local social and health care, school, and labour departments) and the private sectors (paper mill, IT company). The results showed that perceived work–family conflict functioned as a partial mediator between employees' perceptions of work–family culture and self-reported distress in two organizations (i.e. in the social and health care department and paper mill), whereas the relationship turned out to be direct in the other…
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…
Chinese immigrants’ occupational well-being in Finland : the role of paternalistic leadership
2018
Purpose The purpose of this paper is to enhance the understanding of paternalistic leadership behaviour in the Finnish organisational context by investigating its relationship with Chinese immigrant employees’ occupational well-being. Design/methodology/approach This research was based on a survey of 117 Chinese immigrants working in Finland. The snowball sampling method was adopted in the present research. Findings The findings show that the dimensions of paternalistic leadership, specifically benevolent leadership behaviour, can be influential in Chinese immigrant knowledge workers’ occupational well-being in the Finnish organisational context. Research limitations/implications Paternali…
Multiple Forms of Professional Agency for (non)crafting of Work Practices in a Hospital Organization
2015
In recent working life studies, professional agency is seen as pivotal to the development of work communities and work organizations. This paper addresses professional agency during a practicebased intervention (work conference) in a Finnish hospital setting. To develop work practices, the intervention sought to create a dialogical space for the promotion of collective professional agency. Here, we present an investigation of the manifestations of professional agency and how they emerged within and between professional groups. We also elaborate how professional positions frame the emergence of different manifestations of professional agency. The audio and video materials from the interventi…
How do differing degrees of working-time autonomy and overtime affect worker well-being? A multilevel approach using data from the German Socio-Econo…
2018
Flextime, or Flexitime, leads to greater worker satisfaction and well-being, but evidence shows increased working-time autonomy also leads to a greater risk of burnout and overload. The aim of this study is to estimate the effects of working-time arrangements with differing levels of autonomy on job and leisure satisfaction as well as subjective health. It uses working excessive hours as the threshold moderator. Based on German data, hypotheses were tested using a balanced sample of 4019 individuals spanning 16,076 person-years. Changing to or remaining in autonomous working-time arrangements had a positive effect on job satisfaction. Advancing to self-managed working time (trust-based wor…
Psychological Well-Being and Career Indecision in Emerging Adulthood: The Moderating Role of Hardiness
2016
Choosing a career path is an important developmental task during the transition from adolescence to adulthood. However, many emerging adults (EAs)-individuals between 18 and 29 years of age (Inguglia et al., 2016)-struggle to get their career decision-making processes under way because they need a long time to explore various possible career directions (Arnett, 2004; Miller & Rottinghaus, 2014). In particular, this condition concerns EAs who are never employed and is traditionally associated with the construct of career indecision (Gati et al., 2011; Gati, Krausz, & Osipow, 1996), referring to the difficulties that can slow or even stop the career decision-making process.Among such difficul…
Interface between work and family: A longitudinal individual and crossover perspective
2010
This study assessed longitudinal individual and crossover relationships between work-family conflict and well-being in the domains of work (job satisfaction) and family (parental distress) in a sample of 239 dual-earner couples. The results revealed only longitudinal individual effects over a 1-year period. First, high family-to-work conflict (WFC) at Time 1 was related to a high level of work-to-family conflict (WFC) 1 year later in both partners. Second, the wife's high level of FWC was related to her decreased job satisfaction 1 year later. Thus, the longitudinal effects identified supported normal causality, that is, work-family conflict led to poor well-being outcomes or increased perc…
The role of goal pursuit in the interaction between psychosocial work environment and occupational well-being
2010
Abstract The relation of the core components of the Effort–Reward Imbalance model (ERI; Siegrist, 1996 ) to goal pursuit was investigated. Goal pursuit was studied through categories of goal contents – competency, progression, well-being, job change, job security, organization, finance, or no work goal – based on the personal work goals of managers ( Hyvonen, Feldt, Salmela-Aro, Kinnunen, & Makikangas, 2009 ). The study focused on the contribution of the ERI components (effort, reward, effort–reward imbalance, OVC) to goal contents, as well as on the mediating and moderating effects of goal contents between the ERI components and occupational well-being (burnout, work engagement) among youn…