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52. Is work intensification bad for employees? A review of outcomes for employees over the last two decades.

Author

Mauno, Saija, Herttalampi, Mari, Minkkinen, Jaana, Feldt, Taru, and Kubicek, Bettina

Subjects
EMPLOYEE psychology, WORK environment, PROFESSIONAL peer review, WELL-being, EMPLOYEE attitudes, SOCIAL support, JOB stress, SYSTEMATIC reviews, MOTIVATION (Psychology), QUANTITATIVE research, QUALITATIVE research, JOB satisfaction, RESEARCH funding, INDUSTRIAL hygiene
Abstract

Work intensification (WI) is a notable job stressor, which has been hypothesised to result in various negative outcomes for employees. However, earlier empirical studies regarding this stressor hypothesis have not yet been reviewed. Our narrative review focused on the outcomes for employees of WI as a perceived job stressor. Our review was based on selected qualitative and quantitative empirical studies (k = 44) published in peer-reviewed journals between the years 2000 and 2020. Altogether, the findings of these studies showed that WI was related to various negative outcomes for employees, such as impaired well-being and motivation, supporting the stressor hypothesis. Stressful WI manifested as perceived accelerated pace of work and increased effort and demands for effectivity at work. Nevertheless, other manifestations of WI (e.g. increased demands for learning) were not always associated with negative outcomes. The implications of these findings are discussed together with future directions. [ABSTRACT FROM AUTHOR]

Published
2023
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53. Leaders' intensified job demands: Their multi-level associations with leader-follower relationships and follower well-being.

Author

Herttalampi, Mari, Wiese, Bettina, and Feldt, Taru

Subjects
WELL-being, PSYCHOLOGICAL burnout, EMPLOYEE attitudes, VOCATIONAL guidance, PROFESSIONS, WORK, LEADERS, PEER relations, JOB involvement, LEARNING, PSYCHOSOCIAL factors, INDUSTRIAL psychology, EXPERIENTIAL learning, JOB satisfaction, RESEARCH funding, DECISION making, PROFESSIONAL competence, DESCRIPTIVE statistics, STATISTICAL sampling
Abstract

To study the ever-increasing pace of work practices, we investigated leader experiences of intensified job demands (IJDs) and their effects on followers. Based on the challenge-hindrance approach, different kinds of job demands may produce either negative or positive work-related outcomes. Using this perspective, we investigated the leaders IJDs against their followers' satisfaction with them as leaders, follower evaluations of the leader-member exchange (LMX) relationship quality, and their personal well-being (burnout and work engagement). Of the four IJDs, (1) work intensification and (2) career-related planning demands were conceptualised as negative hindrances for leaders, whereas (3) job-related planning/decision-making and (4) knowledge/skill-related learning demands were conceptualised as positive challenges. The data included 236 leaders and 990 followers, analysed with multilevel modelling. Leader feelings of increasing pressure to autonomously plan their job associated positively with followers' satisfaction. These job planning demands also associated with lower burnout and higher work engagement among followers. Contrary to expectation, leaders' career planning demands were positively associated with follower engagement. Our findings contribute to leadership literature by providing novel evidence of the role of IJDs in leadership, not only as strenuous work demands, but also as positive challenges that can be beneficial for leader-follower relationships and follower well-being. [ABSTRACT FROM AUTHOR]

Published
2023
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58. Drivers or Drifters? The 'Who' and 'Why' of Leader Role Occupancy : A Mixed-Method Study

Author

Auvinen, Elina, Huhtala, Mari, Rantanen, Johanna, and Feldt, Taru

Subjects
motivaatio, johtaminen, henkinen hyvinvointi, itsensä johtaminen, mielekkyys, osaaminen, työhyvinvointi, esihenkilötyö, työura, roolit, johtajat
Abstract

This study investigated the reasons that leaders have given for their leader role occupancy. By using a mixed-method approach and large leader data, we aimed to provide a more nuanced picture of how leader positions are occupied in real life. We examined how individual leadership motivation may associate with other reasons for leader role occupancy. In addition, we aimed to integrate the different reasons behind leader role occupancy into the framework of sustainable leader careers and its two indicators: leader’s health (occupational well-being) and performance (measured indirectly as followers’ occupational well-being). The survey data consisted of 1,031 leaders from various sectors of working life. Qualitative analysis revealed that leaders mention various factors behind their leader role occupancy, resulting 26 themes. After inductive investigation of the data, theory-driven analysis focused on the sustainable career components (person, context, time) and agency vs. non-agency. Qualitative data was quantitized based on the theory-driven categories for statistical analysis. Based on the these analysis, we found out that only Affective-Identity MTL predicted all of the studied reasons behind leader role occupancy, whereas the other motivation types (Non-calculative MTL and Social-Normative MTL) did not. All of the reasons for leader role occupancy except non-agentic ones were related to both leaders’ own and their followers’ occupational well-being. Leaders with more person-related and agentic reasons for leader role occupancy experienced better occupational well-being. Person- and context-related and agentic reasons behind leader role occupancy associated also with followers’ occupational well-being, but the associations differed from those of leaders’ well-being: person-related and agentic reasons associated with followers’ exhaustion, but this association was not found among leaders. Our study provided important information for practitioners in the field of human resources and development, as it has shown that if the reasons for leader role occupancy mainly reflect circumstances or other non-person-related reasons, the experienced occupational well-being and person-career fit may remain weak. It is necessary to try to support the leadership motivation for those leaders, or to shape the job description in such a way that it can also offer the experiences of meaningfulness from aspects other than self-realization through a managerial role. peerReviewed

Published
2021

66. Interface between work and family: a longitudinal individual and crossover perspective

Author

Kinnunen, Ulla, Feldt, Taru, Mauno, Saija, and Rantanen, Johanna

Subjects
Work and family -- Research, Job satisfaction -- Research, Human resources and labor relations, Psychology and mental health
Abstract

A study was conducted to evaluate longitudinal and crossover relationships between work-family conflict and well-being in the domains of job satisfaction and parental distress. A total of 239 dual-earner couples were included in the study. Findings show that the longitudinal effects identified in the study supported normal causality.

Published
2010

73. Drivers or Drifters? The 'Who' and 'Why' of Leader Role Occupancy-A Mixed-Method Study

Author

Auvinen, Elina, Huhtala, Mari, Rantanen, Johanna, and Feldt, Taru

Subjects
leader emergence, person-career fit, lcsh:Psychology, lcsh:BF1-990, Psychology, sustainable career, occupational well-being, motivation to lead, leader role occupancy, Original Research
Abstract

This study investigated the reasons that leaders have given for their leader role occupancy. By using a mixed-method approach and large leader data, we aimed to provide a more nuanced picture of how leader positions are occupied in real life. We examined how individual leadership motivation may associate with other reasons for leader role occupancy. In addition, we aimed to integrate the different reasons behind leader role occupancy into the framework of sustainable leader careers and its two indicators: leader’s health (occupational well-being) and performance (measured indirectly as followers’ occupational well-being). The survey data consisted of 1,031 leaders from various sectors of working life. Qualitative analysis revealed that leaders mention various factors behind their leader role occupancy, resulting 26 themes. After inductive investigation of the data, theory-driven analysis focused on the sustainable career components (person, context, time) and agency vs. non-agency. Qualitative data was quantitized based on the theory-driven categories for statistical analysis. Based on the these analysis, we found out that only Affective-Identity MTL predicted all of the studied reasons behind leader role occupancy, whereas the other motivation types (Non-calculative MTL and Social-Normative MTL) did not. All of the reasons for leader role occupancy except non-agentic ones were related to both leaders’ own and their followers’ occupational well-being. Leaders with more person-related and agentic reasons for leader role occupancy experienced better occupational well-being. Person- and context-related and agentic reasons behind leader role occupancy associated also with followers’ occupational well-being, but the associations differed from those of leaders’ well-being: person-related and agentic reasons associated with followers’ exhaustion, but this association was not found among leaders. Our study provided important information for practitioners in the field of human resources and development, as it has shown that if the reasons for leader role occupancy mainly reflect circumstances or other non-person-related reasons, the experienced occupational well-being and person-career fit may remain weak. It is necessary to try to support the leadership motivation for those leaders, or to shape the job description in such a way that it can also offer the experiences of meaningfulness from aspects other than self-realization through a managerial role.

Published
2020

74. Yliopistolaisten johtamismotivaatiota ymmärtämässä

Author

Feldt, Taru

Subjects
motivaatio, johtaminen, professorit, yliopistot, johtajuus, tiedeyhteisöt, johtajat
Abstract

Tutkimus, opetus ja yhteiskunnallinen vaikuttaminen ovat professoreiden ja tieteentekijöiden kolme keskeistä perustehtävää. Johtotehtävät nousevat harvoin perustehtäviä koskevaan keskusteluun, vaikka ne kuuluvat lähes jokaisen professorin työnkuvaan. Ne koskettavat myös muita tieteentekijöitä – jos eivät juuri tässä ja nyt – niin todennäköisesti kuitenkin uran myöhemmissä vaiheissa. Mutta millaisella johtamisen motivaatiolla yliopistolaiset johtotehtäviinsä päätyvät? Siihen saimme vastauksia Johtamisen pelko -tutkimuksessamme. nonPeerReviewed

Published
2020

77. Sense of coherence and work characteristics: a cross-lagged structural equation model among managers

Author

Feldt, Taru, Kivimaki, Mika, Rantala, Anne, and Tolvanen, Asko

Subjects
Managers -- Psychological aspects -- Analysis -- Methods, Mathematical statistics -- Analysis -- Methods -- Psychological aspects, Human resources and labor relations, Psychology and mental health, Psychological aspects, Analysis, Methods
Abstract

This study investigated the dominance of predictive relationships between Sense of Coherence (SOC) and work characteristics (organizational climate and job control) in cross-lagged longitudinal data with two measurement points and a time lag of 3 years. The sample consisted of 615 (587 men and 28 women) managers, aged between 27 and 64 years. The cross-lagged longitudinal analysis was done by the use of Structural Equation Modelling (SEM) within the framework by LISREL. The results of the chi-square difference rests indicated that the model where SOC at Time I predicted work characteristics at Time 2 better accounted for the data than the competitive models. However, the only significant path in addition to test-retest stabilities was the path from SOC at Time I to organizational climate at Time 2 indicating that high SOC predicts good organizational climate over a 3-year follow-up period. The path from SOC at Time I to job control at Time 2 was not significant. Thus, it seems that SOC, as a relatively stable disposition, influences the ability to mobilize and generate social resources in the workplace but not the ability to produce job control., Antonovsky's concept of 'Sense of Coherence' (SOC; Antonovsky, 1979, 1987a), referring to a generalized orientation toward the environment, has recently attracted growing interest among researchers. In accordance with Antonovsky's theory, [...]

Published
2004

83. Sense of coherence and health: evidence from two cross-lagged longitudinal samples

Author

Kivimaki, Mika, Feldt, Taru, Vahtera, Jussi, and Nurmi, Jari-Erik

Subjects
Worker absenteeism -- Demographic aspects, Occupational health services -- Analysis, Prediction theory -- Analysis, Personality and cognition -- Influence, Health, Social sciences
Abstract

We explored the stability of sense of coherence (SOC) and the relationship between SOC and health in two cross-lagged longitudinal samples by using structural equation modeling. In Study 1, comprising 577 municipal male and female employees, SOC was found to be stable in both sexes. In women, SOC significantly predicted sickness absences in the 4-year follow-up period. A low SOC, but not a high SOC, was associated with health prospects. Surprisingly, SOC did not influence sickness absences among men. Study 2 further tested the relationship between SOC and health in 320 male technical designers. Although SOC was cross-sectionally associated with psychological and somatic health complaints, it did not predict later health complaints in a 5-year follow-up. Thus, the present study supports the dispositional character of SOC in both sexes and its predictive validity among women. No support was found to the salutogenic status of SOC and an unexpected gender difference was revealed. Keywords: Sense of coherence; Employee health; Sickness absences; Psychological distress; Physical symptoms; Stability; Predictive validity

Published
2000

85. Intensified job demands, stress of conscience and nurses' experiences during organizational change.

Author

Heikkilä, Mikko, Huhtala, Mari, Mauno, Saija, and Feldt, Taru

Subjects
WORK environment, VOCATIONAL guidance, JOB stress, ORGANIZATIONAL change, PSYCHOLOGY of nurses, CONSCIENCE, EMPLOYEES' workload, JOB satisfaction, PSYCHOLOGICAL adaptation, NURSING ethics
Abstract

Background: Nurses frequently face ethically demanding situations in their work, and these may lead to stress of conscience. Working life is currently accelerating and job demands are intensifying. These intensified job demands include (1) work intensification, (2) intensified job-related planning demands, (3) intensified career-related planning demands, and (4) intensified learning demands. At the same time, many healthcare organizations are implementing major organizational changes that have an influence on personnel. Aim: The aim of the study was to investigate the association between intensified job demands and stress of conscience, and whether their association is moderated by organizational change experiences among nurses. Experiences of organizational change may expose employees to stress of conscience or serve as a buffer because employees appraise, involve, and cope with changes differently. Research design: Questionnaires measuring stress of conscience, intensified job demands, and organizational change experiences were completed by nurses (n = 511) in a healthcare district undergoing a major organizational change. Ethical considerations: Throughout, the study procedures were implemented according to the guidelines of the Finnish National Board on Research Integrity and the 1964 Helsinki Declaration and its later amendments. According to the Finnish regulations, because participation was voluntary, informed consent was requested, and participants were advised of their right to withdraw from the study at will. No permission from an ethics committee was necessary. Findings: Work intensification and personal worry considering organizational change were associated with more severe stress of conscience among nurses. Nurses' experiences of managements' competent handling of organizational change buffered the association between work intensification and stress of conscience. Conclusions: During organizational changes, management may alleviate nurses' stress of conscience by proper communication and support procedures. [ABSTRACT FROM AUTHOR]

Published
2022
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88. Mikä johtamisessa huolestuttaa?: Johtajien kokemuksia fokusryhmäkeskusteluissa

Author

Pirttilä, Marja, Hiltunen, Karoliina, Huhtala, Mari, and Feldt, Taru

Subjects
Artikkelit
Abstract

Tässä tutkimuksessa selvitettiin suomalaisten johtajien kokemuksia johtamiseen liittyvistä huolista. Lisäksi näitä kokemuksia verrattiin aiemmassa tutkimuksessa kehitettyyn johtamisen huolenaiheiden malliin ja sen kolmeen ulottuvuuteen: huoli epäonnistumisesta, huoli itsen tai muiden vahingoittamisesta sekä huoli työn ja muun elämän epätasapainosta. Tutkimuksen laadullinen aineisto koostui johtajien välisistä fokusryhmäkeskusteluista, joihin osallistui yhteensä 17 johtajaa. Aineistolähtöisen luokittelun tuloksena havaittiin yhteensä 12 erilaista huoliteemaa, joista enemmistö luokiteltiin johtamisen huolenaiheiden mallin kahden alaulottuvuuden alle. Epäonnistumisen huolen alle kuului yksi luokka: vastuu ja riskit. Huoli itsensä vahingoittamisesta sisälsi kuusi luokkaa: omien taitojen riittämättömyys, käyttämättä jäävät omat vahvuudet, omien arvojen vastainen toiminta, odotusten ristitulessa toimiminen, resurssien puute sekä vertaistuen puute. Huoli muiden vahingoittamisesta sisälsi kolme luokkaa: alaisten tukeminen, viestintä, vuorovaikutus ja palautteenanto sekä henkilöstön motivointi muutoksissa. Lisäksi aineistosta havaittiin kaksi uutta huoliteemaa: luottamus alaisten ja esimiehen välillä sekä organisaatiokulttuurin johtamiseen liittyvät haasteet. Johtajien huolenaiheiden tunnistaminen on tärkeää johtajien työhyvinvoinnin, työyhteisön toimivuuden sekä organisaation menestyksen kannalta. Tietoa johtajien huolenaiheista voidaan hyödyntää suunniteltaessa tukitoimia johtajille ja johtotyöhön aikoville asiantuntijoille.

Published
2019

89. Miksi johtotehtäville sanotaan 'Ei kiitos'?

Author

Auvinen, Elina and Feldt, Taru

Subjects
motivaatio, johtaminen, esimies-alaissuhde, hyvinvointi, urakehitys, johtajat
Abstract

Hyvästä johtajuudesta ja laadukkaasta esimiestyöstä puhutaan paljon. Pitkä tutkimustraditio on pyrkinyt määrittelemään hyvälle johtajuudelle tunnusomaisia piirteitä huomioiden niin tuloksellisuuden, tehokkuuden kuin työyhteisön hyvinvoinninkin näkökulmat. Viime aikainen johtamistutkimus on kuitenkin nostanut esille kaksi uutta tarkastelunäkökulmaa: 2000-luvun alusta lähtien tehty tutkimus on keskittynyt tarkastelemaan johtajuuteen liittyvää uravalintaa puoleensavetävien (motivaatio) ja siitä poispäin työntävien (kielteiset tunteet) tekijöiden näkökulmasta. Millaiset motivaatiotekijät saavat suuntautumaan kohti johtotehtäviä? Entä millaisia ovat ne kielteiset tunteet, erityisesti huolenaiheet, jotka saavat ihmiset suuntaamaan urapolkunsa muualle kuin johtotehtäviin? Nämä kysymykset ovat olennaisia henkilöstöjohtamisen kannalta alkaen aina esimiesvalinnoista parhaiden osaajien tukemiseen ja kehittämiseen heidän koko urakaarensa ajan. Tämä artikkeli pureutuu näihin näkökulmiin esitellen tuoretta suomalaistutkimusta sekä johtamismotivaatiosta että johtotehtäviin liittyvistä huolenaiheista. nonPeerReviewed

Published
2019

90. Testing cross-lagged relationships between work‐related rumination and well‐being at work in a three‐wave longitudinal study across 1 and 2 years

Author

Kinnunen, Ulla, Feldt, Taru, and Bloom, Jessica de

Subjects
recovery, psyykkinen kuormittavuus, työn kuormittavuus, työhyvinvointi, detachment, rumination, pondering, vigour, uupumus
Abstract

The aim of this three‐wave longitudinal study conducted among 664 Finnish employees was to examine the cross‐lagged relationships between various work‐related ruminative thoughts (affective rumination, problem‐solving pondering, lack of detachment from work) during off‐job time and employee well‐being (exhaustion, vigour). We tested normal, reversed, and reciprocal temporal relationships across 1 and 2 years using structural equation modelling. The analyses lent most support to the reversed temporal relationships, showing first that high exhaustion predicted low problem‐solving pondering 2 years later and second, that high vigour predicted low affective rumination both 1 and 2 years later. In addition, a normal temporal relationship was supported in one model, indicating that high affective rumination predicted high exhaustion 1 year later. Thus, our study suggests that affective ruminative thoughts, in particular, play a negative role in cross‐lagged relationships. On the basis of our results, occupational health interventions intended to reduce both affective work‐related rumination and exhaustion and to increase vigour at work are desirable. peerReviewed

Published
2019

91. Johtotehtäviin liittyvät huolenaiheet korkeasti koulutetuilla johtajilla : selittäjät, seuraukset ja alaisten kokemukset

Author

Auvinen, Elina, Kilponen, Kiia, Tsupari, Heidi, Huhtala, Mari, Muotka, Joona, and Feldt, Taru

Subjects
tekniikan akateemiset, work engagement, työuupumus, burnout, career aspirations, alaiset, urasuunnitelmat, työn imu, error orientation, tieteentekijät, professorit, satisfaction with leadership, virheorientaatio, professors, Johtotehtäviin liittyvät huolenaiheet, ekonomit, academics, economists, engineers, worries about leadership, tyytyväisyys johtajaan, johtajat
Published
2019

92. Miltä johtotehtävä tuntuisi? : johtotehtävien seurauksiin liittyvät huolenaiheet korkeasti koulutetuilla asiantuntijoilla, niiden selittäjät ja seuraukset

Author

Feldt, Taru, Tsupari, Heidi, Kilponen, Kiia, Auvinen, Elina, Huhtala, Mari, Muotka, Joona, and Mauno, Saija

Subjects
work engagement, tekniikan akateemiset, työuupumus, burnout, työn imu, error orientation, virheorientaatiot, tieteentekijät, professorit, intensified job demands, työn intensifikaatio, johtotehtäviin liittyvät huolenaiheet, professors, johtamisen motivaatio, ekonomit, motivation to lead, academics, economists, johtotehtäviin pyrkiminen, leadership aspirations, engineers, worries about leadership
Published
2019

98. Profiling development of burnout over eight years: relation with job demands and resources.

Author

Mäkikangas, Anne, Leiter, Michael P., Kinnunen, Ulla, and Feldt, Taru

Subjects
PSYCHOLOGICAL burnout, KUZNETS curve, CYNICISM, EMOTIONAL labor
Abstract

The aim of the present study was twofold: First, to profile the long-term development of burnout symptoms (exhaustion, cynicism and reduced professional efficacy), and second, to investigate the associations of developmental burnout profiles with job demands and resources. The study focused on Finnish white-collar professionals (N = 169) who participated in a survey five times during eight years (in 2006, 2008, 2010, 2012, and 2014). At each measurement time, the participants filled in the same scales of burnout, job demands and job resources. Using Latent Profile Analysis (LPA), three developmental profiles of burnout symptoms were identified: 1) Stable, low burnout (78%), 2) Exhaustion instigated, increasing burnout (12%), and 3) Cynicism and reduced professional efficacy dominated, inverted U-shaped burnout (10%). Exhaustion instigated, increasing burnout profile displayed the highest levels of job demands, whereas Cynicism and reduced professional efficacy dominated, inverted U-shaped burnout profile reported the lowest levels of job resources compared to members in other profiles. Recognizing the existence of the multiple sequential development of burnout symptoms and different patterns of job demands and the job resources behind them, this study suggests that burnout development does not follow a uniform shape, which reconciles previously inconsistent findings of variable-centred burnout research. [ABSTRACT FROM AUTHOR]

Published
2021
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