Search results for "job change"
showing 10 items of 11 documents
Once a journalist, not always a journalist? Causes and consequences of job changes from journalism to public relations
2019
Increasingly, journalists do not find permanent jobs and seek work in related fields, often in public relations. However, the two professions differ with regard to some of their normative functions: whereas journalists should report objectively and without bias, public relations practitioners are supposed to represent their clients’ particular interests. Hence, shifts from journalism to public relations have the potential for conflict. This study analyzes whether these shifts cause inter-role conflict and examines the reasons for the job changes. We conducted 17 qualitative semi-structured interviews with former journalists from Germany who have permanently transitioned into public relatio…
The Impact of a Change in Employment on Three Work-Related Diseases: A Retrospective Longitudinal Study of 10,530 Belgian Employees
2020
BACKGROUND: The literature that has investigated to what extent a change in employment contributes to good health is contradictory or shows inconsistent results. The aim of this study was to investigate whether an association exists between a change in employment and cardiovascular, musculoskeletal and neuropsychological diseases in a sample of 10,530 Belgian workers in a seven-year follow-up study period. METHODS: The following factors were analysed: Demographic variables, a change in employment and the work-related risks. Individuals being on medication for cardiovascular, musculoskeletal, and neuropsychological diseases were used as proxies for the three health issues. Logistic regressio…
Changes in personal work goals in relation to the psychosocial work environment: A two-year follow-up study
2011
Associations between changes in the psychosocial work environment and changes in personal work goals were investigated in a two-wave, two-year longitudinal study. Psychosocial work environment was studied within the context of the Effort–Reward Imbalance model (ERI; Siegrist, 1996). The participants consisted of 423 young Finnish managers. Their most important personal work goals were categorized into seven content categories of competence, progression, well-being, job change, job security, organization, and finance at both measurement times. There were differences, especially in changes in the career opportunities factor of reward, between participants whose goals changed during the study.…
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…
Long-Term Reward Patterns Contribute to Personal Goals at Work Among Finnish Managers
2016
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 progressio…
Why Do Managers Leave Their Organization? : Investigating the Role of Ethical Organizational Culture in Managerial Turnover
2016
The aim of the present longitudinal study was to quantitatively examine whether an ethical organizational culture predicts turnover among managers. To complement the quantitative results, a further important aim was to examine the self-reported reasons behind manager turnover, and the associations of ethical organizational culture with these reasons. The participants were Finnish managers working in technical and commercial fields. Logistic regression analyses indicated that, of the eight virtues investigated, congruency of supervisors, congruency of senior management, discussability, and sanctionability were negatively related to manager turnover. The results also revealed that the turnove…
The longitudinal development of employee well-being: a systematic review
2016
This article reports a systematic review of findings on the long-term development of employee well-being, taking into account the effects of time lag, age, and job change. High-quality quantitative empirical studies focusing on employee affective well-being based on the circumplex model and utilizing measurements at more than two points in time were searched from eight databases. The systematic analysis of the 40 studies revealed that the level of employee well-being was generally high but not fixed – instead changes in mean levels over time were typical. In addition, the stability of well-being was found to be relatively low, as the explained variances were below 50%. Age and change of job…
Job change without changing job? Exploring job crafting in Spain
2014
El document de treball analitza el “job crafting” i la seva validesa convergent amb el “work engagement” i la personalitat proactiva a Espanya. Basat en el model de demandes i recursos laborals (Job Demands-Resources model) amb quatre dimensions (augment dels recursos estructurals del treball, disminucio de les demandes de treball, augment dels recursos socials del treball i creixent demanda dels reptes del treball), el document de treball valida una escala de “job crafting” a partir d’una mostra de 896 treballadors d’empreses a Espanya. Els resultats de l’analisi factorial confirmatori i d’invariancia suggereixen que el model de quatre factors descriu satisfactoriament l’estructura dimensi…
Engaged managers are not workaholics: Evidence from a longitudinal personcentered analysis
2013
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 cua…
The role of ethical organizational culture in preventing sickness absence and turnover in organizations
2016
This research examined the role of ethical organizational culture in preventing sickness absence and turnover in organizations, and also validated the Corporate Ethical Virtues (CEV) model used to study ethical organizational culture. More specifically, the research had four aims: 1) to test the factorial validity and group invariance of the 58-item CEV scale, 2) to examine the associations between ethical organizational culture and sickness absence at the individual and work unit levels, 3) to study the role of ethical organizational culture as an antecedent of managerial turnover, and 4) to examine the reasons managers gave for their turnover, and the associations between ethical culture …