Search results for "personal work goals"
showing 7 items of 7 documents
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.…
Conflicting personal goals: a risk to occupational well-being?
2015
Purpose – The purpose of this paper is to investigate the moderating role of goal conflict in the relationship between the contents of managers’ personal work goals and occupational well-being (burnout and work engagement). Eight goal categories (organization, competence, well-being, career-ending, progression, prestige, job change, and employment contract) described the contents of goals. Goal conflict reflected the degree to which a personal work goal was perceived to interfere with other life domains. Design/methodology/approach – The data were drawn from a study directed to Finnish managers in 2009 (n=806). General linear models were conducted to investigate the associations between go…
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…
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…
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…
Johtotehtäviin liittyvien huolenaiheiden yhteydet urasuunnitelmiin ja työtavoitteisiin korkeasti koulutetuilla asiantuntijoilla
2020
Worries about leadership among highly educated professionals: Associations with career aspirations and personal work goals.
 We investigated how highly educated professionals’ worries about leadership roles relate to their career aspirations and personal work goals. Altogether 1151 professionals without leadership positions participated in the survey study. Participants with a high number of leadership-related worries were not planning to pursue leadership positions. Instead, their goals included increasing personal well-being or ending their career. Vice versa, participants with least leadership-related worries strived for career advancement. These findings indicate that worries about…