Search results for "johtaja"

Views from the Inside: Roles of Deputy Directors in Early Childhood Education in Finland

2021

This study explored the perceptions of deputy directors about their leadership in Early Childhood Education (ECE) centres in Finland. Our aim was to look beyond task distribution and understand how deputy directors enacted leadership with their colleagues. Six deputy directors employed in one municipality in Finland participated in this study. Interviewed individually, the participants discussed how they themselves perceived being in a leadership position and what their leadership looked like in practice. The emphasis they placed on the various relationships highlight the importance of paying attention to the relational dynamics amongst staff within a centre, taking into account both formal…

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…

Organisaatiokulttuurin eettisyys suomalaisten johtajien silmin : työhyvinvoinnin näkökulma

2010

Tutkimuksessa selvitettiin suomalaisten johtajien arvioita organisaationsa kulttuurin eettisyydestä. Eettistä organisaatiokulttuuria arvioitiin kahdeksalla kuvaajalla (selkeys, esimiehen esimerkki, johdon esimerkki, toteutettavuus, organisaation tuki, läpinäkyvyys, keskusteltavuus, toiminnan seuraukset) sekä näiden summana. Lisäksi tutkittiin eettisen organisaatiokulttuurin yhteyttä johtajien työhyvinvointiin (työuupumus, työn imu). Ilmiöitä tarkastellessa huomioitiin johtajien erot taustatekijöissä (sukupuoli, ikä, johtotaso, toimiala, yrityksen koko). Tutkimus perustuu syksyllä 2009 toteutettuun kyselytutkimukseen, johon osallistui 902 johtajaa eri puolilta Suomea. Vastaajista yli kaksi k…

Henkilöstön johtaminen Valkeakosken tehdasyhteisössä Rudolf ja Juuso Waldenin aikakaudella 1924-1969

2012

Distributed leadership in Finnish and Shanghai schools

2016

The present research employed mixed-methods approach to further theorise distributed leadership and to investigate its manifestations in Finnish and Shanghai schools. The whole research comprised two phases. The first phase contained a meta-analysis (Sub-study I), which systematically reviewed 85 key distributed leadership articles published between 2002 and 2013. The meta-analysis identified two main research paradigms: the descriptive-analytical paradigm and the prescriptive-normative paradigm. It also yielded a resource–agency duality model of distributed leadership. In this model, distributed leadership is seen as a process with both organisational and individual perspectives. From the …

Shall we follow? Impact of reputation concern on information security managers’ investment decisions

2020

Information security (infosec) is important for organizations. While budgeting for infosec is a crucial resource allocation decision, infosec managers may choose to follow other fellow experts’ recommendations or baseline practices. The present paper uses reputational herding theory to explain the decision made by infosec managers to use a “let's follow others” strategy in this context. Based on a sample of 106 organizations in Finland, we find that infosec managers’ ability to accurately predict the benefit of infosec investment, as well as their reputations, have significant effects on motivating them to discount their own information. Infosec managers’ discounting of their own informatio…

Hyvä ja huono johtajuus suomalaisessa pankkiorganisaatiossa

2017

Tämän tutkimuksen fokus on hyvässä ja huonossa johtajuudessa suomalaisessa pankkiorganisaatiossa. Tutkimuksen tarkoituksena on etsiä hyvän ja huonon johtajuuteen tekijöitä organisaation kolmella eri tasolla: ylimmässä johdossa, keskijohdossa ja alimmalla tasolla. Lisäksi tutkimuksen tarkoituksena oli selvittää, löytyykö organisaation eri tasoilla eroja tai yhtäläisyyksiä näkemyksistä hyvästä ja huonosta johtajuudesta. Teoreettisena viitekehys koostuu monista eri johtajuuden tunnetuista teorioista. Viitekehys on jaettu kahteen osaan: hyvän ja huonon johtajuuden teorioihin. Hyvän johtajuuden teoriat ovat johtajuuden tutkimuskentän merkittävimpiä teorioita, jotka tuovat eri näkökulmia johtajuu…

Sivutoimisen tohtoriopiskelun kehykset kauppatieteissä - johtajat tohtoriputkessa ja opetushallinnon pyörteissä

2020

An enabling environment for female leadership in Finnish comprehensive school

2016

Though women account for over one-half of the potential talent known throughout the world, as a group they have been subordinated and their economic, social and environmental contributions go in large part unrecognized. This is due to gender socialization which is based on the socially-constructed and historically- developed roles of men and women; putting men as actors whilst women are at the recipient end. However, the scenario in Finland shows a slightly high level of equality as there are many female leaders in Finland. Global Gender Gap Report 2013 p. 9. Thus this study aimed to explore the factors that have created an enabling environment for female leadership in Finnish comprehensive…

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.…