Mental Well-being at Work. A Sign of a Healthy Organisation and a Necessary Precondition for Organisational Development

One of the aims of the study was to clarify the reliability and validity of the Job Diagnostic Survey (JDS) and the Eigenzustand (EZ) method as measures of the objective characteristics of work and short-term mental work load in the Finnish data. The reliability and validity were examined taking into consideration the theoretical backgrounds of the methods and the reliability of the measurements. The methods were used for finding out the preconditions for organisational development based on self-improvement and clarifying the impacts of working environment (organisational functioning and job characteristics) on a worker���s mental state and health. The influences were examined on a general level - regardless of individual personal or specific contextual factors. One aim was also to clarify how cognitions and emotions are intertwined and how they influence a person���s perception of the working environment. The data consisted of 15 blue-collar organisations in the public sector. The organisations were divided in target and comparison groups depending on the research frames. The data was collected by questionnaires by post. The exploratory and confirmatory factor analyses (Lisrel) were used as the main statistical methods in examining the structures of the methods and impacts between the variables. It was shown that it is possible for organisations to develop their working conditions themselves on specific preconditions. The advance of the development processes could be shown by the amount of the development activity as well as by the changes of the mental well-being (ability to act) and sick absenteeism of the personnel. It was found that the JDS and the EZ methods were reliable and valid measures in the Finnish data. It was shown that, in addition to the objective working environment (organisational functioning and job characteristics), also such a personal factor as selfesteem influences a person���s perception of mental work load. However, the influence did not seem to be direct. The importance of job satisfaction as a general indicator of perceived working conditions was emphasised. Emotional and cognitive factors were found to be functionally intertwined constituting a common factor. Organisational functioning and the characteristics of work had connections with a person���s health measured by sick absenteeism.

Ethical leadership as a way to promote work-related well-being

The purpose of this study was to clarify the connections of ethical leadership with the work-related well-being of employees. Additionally, the role of occupational health care in ethical leadership that promotes work-related well- being was analyzed. The objective of the study was to produce knowledge to support the development of ethical leadership and work-related well-being as well as to find ways for occupational health care to support organizations in these actions. The target groups of this study consisted of the managers (N=43) and employees (N=336) working in one organization in the Finnish energy industry. The population was studied in November 2014 using census. The data was gathered with two different web-based surveys containing structured and open questions. The survey for managers consisted of background questions and statements concerning ethical leadership, work-related well-being and occupational health care. The employee questionnaire consisted of questions about background and statements about work-related well-being and ethical leadership. The structured questions were analyzed with SPSS Statistical Program and the open questions using inductive content analysis. At least 80 % of the managers saw their actions as ethical in all but one part of ethical leadership. The work-related well-being of the employees was found best in the area of ability to work (91 % agreed) and lowest in the area of experience of ethical leadership (67 % agreed). The results showed a strong positive connection between ethical leadership and all the components of work- related well-being. The managers and employees were generally quite happy with the services of occupational health care but managers saw some problems with the collaboration with occupational health care. Several ways to improve work-related well-being and collaboration with occupational health care were found. One of the most important things was thought to be offering ways to maintain ability to work and making these actions visible. Investing in ethical leadership and work-related well-being is extremely important for the success of an organization and the societal benefits cannot be forgotten either. The role of occupational health care in promoting the health and well-being of employees is substantial. Occupational health care should offer managers more tools to recognize difficult situations and acting in them as well as encourage managers to seek help from occupational health care without hesitation in problematic situations of leadership.

Ethical leadership as a way to promote work-related well-being

The purpose of this study was to clarify the connections of ethical leadership with the work-related well-being of employees. Additionally, the role of occupational health care in ethical leadership that promotes work-related well- being was analyzed. The objective of the study was to produce knowledge to support the development of ethical leadership and work-related well-being as well as to find ways for occupational health care to support organizations in these actions. The target groups of this study consisted of the managers (N=43) and employees (N=336) working in one organization in the Finnish energy industry. The population was studied in November 2014 using census. The data was gathered with two different web-based surveys containing structured and open questions. The survey for managers consisted of background questions and statements concerning ethical leadership, work-related well-being and occupational health care. The employee questionnaire consisted of questions about background and statements about work-related well-being and ethical leadership. The structured questions were analyzed with SPSS Statistical Program and the open questions using inductive content analysis. At least 80 % of the managers saw their actions as ethical in all but one part of ethical leadership. The work-related well-being of the employees was found best in the area of ability to work (91 % agreed) and lowest in the area of experience of ethical leadership (67 % agreed). The results showed a strong positive connection between ethical leadership and all the components of work- related well-being. The managers and employees were generally quite happy with the services of occupational health care but managers saw some problems with the collaboration with occupational health care. Several ways to improve work-related well-being and collaboration with occupational health care were found. One of the most important things was thought to be offering ways to maintain ability to work and making these actions visible. Investing in ethical leadership and work-related well-being is extremely important for the success of an organization and the societal benefits cannot be forgotten either. The role of occupational health care in promoting the health and well-being of employees is substantial. Occupational health care should offer managers more tools to recognize difficult situations and acting in them as well as encourage managers to seek help from occupational health care without hesitation in problematic situations of leadership.

New and Emerging Challenges of the ICT-Mediated Health and Well-Being Services

This monograph dissertation looks into the field of ICT-mediated health and well-being services. Through six chapters that extend the work done in the reviewed and published articles, the dissertation focuses on new and emerging technologies, and to impact of their use on the beneficiary; the individual who eventually derives advantage from the services. As the field is currently going through major changes particularly in the OECD countries, the focus is on shortterm developments in the field and the analysis on the long term developments is cursory by nature. The dissertation includes theoretical and empirical elements. Most of the empirical elements are linked to product development and conceptualization performed in the national MyWellbeing project that ended in 2010. In the project, the emphasis was on conceptualization of a personal aid for the beneficiary that could be used for managing information and services in the field of health and well-being services. This work continued the theme of developing individual-centric solutions for the field; a work that started in the InnoElli Senior program in 2006. The nature of this thesis is foremost a conceptual elaboration based on a literature review, illustrated in empirical work performed in different projects. As a theoretical contribution, this dissertation elaborates the role of a mediator, i.e. an intermediary, and it is used as an overarching theme. The role acts as a ���lens��� through which a number of technology-related phenomena are looked at, pinned down and addressed to a degree. This includes introduction of solutions, ranging from anthropomorphic artefacts to decision support systems that may change the way individuals experience clinical encounters in the near-future. Due to the complex and multiform nature of the field, it is impractical and effectively impossible to cover all aspects that are related to mediation in a single work. Issues such as legislation, financing and privacy are all of equal importance. Consideration of all these issues is beyond the scope of this dissertation and their investigation is left to other work. It follows from this that the investigation on the role is not intended as inclusive one. The role of the mediator is also used to highlight some of the ethical issues related to personal health information management, and to mediating health and well-being related issues on behalf of another individual, such as an elderly relative or a fellow member of a small unit in the armed forces. The dissertation concludes in a summary about the use and functions of the mediator, describing some potential avenues for implementing such support mechanisms to the changing field of ICT-mediated health and well-being services. The conclusions also describe some of the limitations of this dissertation, including remarks on methodology and content.

Associations between alexithymia and mental well-being in adolescents

<b>Nuorten tunneilmaisun yhteys psyykkiseen oireiluun</b> Aleksitymialla tarkoitetaan persoonallisuuden piirteist����, jolle on tyypillist�� heikko kyky tunnistaa ja ilmaista tunteita sek�� v��h��inen mielikuvitus ja konkreettinen, ulkokohtainen ajattelutapa. T��m��n tutkimuksen tarkoituksena on tarkastella aleksitymian yhteytt�� psyykkiseen oireiluun nuorilla sek�� tutkia aleksitymian kehittymiselle altistavia yksil��llisi�� lapsuudenaikaisia tekij��it��. Tutkimusaineisto koostui aiempaan nuorten sy��mish��iri��oireilua tarkastelevaan tutkimukseen osallistuneista nuorista (n = 320) ja heille satunnaisotannalla poimituista verrokeista (n = 640). Seurantakyselyss�� k��ytettiin vastaajan itsens�� t��ytett��vi�� mittareita ja aineisto ker��ttiin postikyselyn��. Yhteens�� 729 henkil���� (78 %) palautti lomakkeen t��ytettyn��, muodostaen n��in lopullisen tutkimusaineiston. Tytt��j�� vastanneista oli 74 % ja poikia 26 %. Aineiston keski-ik�� oli 19 vuotta t��m��n tutkimuksen aikaan. Aineistosta oli k��ytett��viss�� neuvolatiedot syntym��st�� l��htien. Tutkimusaineistossa todettiin aleksitymian yleisyydeksi tyt��ill�� 8,2 % ja pojilla 8,5 %. Sukupuolten v��lill�� ei todettu eroa 20-osioisella Toronto Alexithymia Scale-kyselyll�� (TAS-20) pistem����riss�� (tyt��ill�� 44.7 ja pojilla 46.0). Sy��mish��iri��oireiden todettiin olevan yleisempi�� aleksityymisill�� nuorilla verrattuna ei-aleksityymisiin. Sy��mish��iri��oireita mitattiin SCOFF-mittarilla (���Sick���, ���Control���, ���One���, ���Fat���, ���Food���). Aleksityymisten nuorten keskim����r��inen SCOFF-pistem����r�� oli merkitsev��sti korkeampi kuin ei-aleksityymisten ja SCOFF-positiivisten (pistem����r�� v��hint����n 2) osuus oli aleksityymisten ryhm��ss�� kolminkertainen ei-aleksityymisten ryhm����n verrattuna. My��s ahdistuneisuuden todettiin olevan yhteydess�� aleksitymiaan nuorilla. Ahdistuneisuutta mitattiin State-Trait Anxiety Inventory-mittarilla (STAI) ja lis��ksi mitattiin masennusoireita ja alkoholink��ytt����. Aleksityymisten nuorten STAI-pisteet olivat merkitsev��sti korkeammat kuin eialeksityymisten. Ahdistuneet aleksityymiset nuoret olivat my��s yleisemmin masentuneita ja k��yttiv��t runsaammin alkoholia kuin yht�� ahdistuneet ei-aleksityymiset nuoret. Tutkimuksessa selvitettiin aleksitymian yhteytt�� sosiaaliseen tukeen sek�� koettuun vanhempien hoivaan ja ylisuojelevaisuuteen. K��ytetyt mittarit olivat Multidimensional Scale of Perceived Social Support ja Parental Bonding Instrument. Aleksitymia oli merkitsev��sti yhteydess�� sek�� heikompaan koettuun sosiaaliseen tukeen ��� erityisesti yst��vilt�� saatavaan ��� ett�� korkeampaan vanhempien ylisuojelevaisuuteen. Tutkimuksessa k��ytettiin 5-vuotisneuvolatarkastuksen tietoja sen arviointiin, mitk�� kehitykselliset tekij��t saattavat olla yhteydess�� aleksitymian ilmenemiseen. Puheenkehityksen ongelmien todettiin olevan miehill�� selv��sti yhteydess�� aleksitymiaan. Tutkimuksen perusteella aleksityymisill�� nuorilla esiintyy ei-aleksityymisiin ik��tovereihin verrattuna selv��sti yleisemmin psyykkisi�� oireita. Koska aleksitymia heikent���� hoitovastetta todenn��k��isesti my��s nuorilla, tulisi aleksitymian mahdollisuus selvitt���� tehokkaasti psyykkisesti oireilevilla nuorilla. Lis����ntyv�� tutkimustieto aleksitymian kehittymisest�� mahdollistaa riskitapausten varhaisemman tunnistamisen ja tilanteeseen puuttumisen.

Strategy for 2012���2015 : The Centres for Economic Development, Transport and the Environment create sustainable well-being

ELY Centres strategy brocshure.

Understanding, Managing And Developing A Well-Being Service Brand

The aim of this study is to analyze and understand a well-being service brand. Brands most definitely are a hot topic of today���s business world. Companies have started to realize the importance of branding, especially when talking about product related industries. Branding of services is a relatively new concept, which has gained less attention within academic literature. Though there is no legal distinction between product and service brands, they both have their own characteristics and qualities. The focus of the study is especially on the current brand images of both internal and external stakeholder groups. Understanding these brand perceptions will help in managing and developing the brand, so that it becomes even stronger, more recognized, and unified. This study is a quantitative, semi hypothetic-deductive single case study. The data for this study was collected throughout an online survey. The respondents represent both internal stakeholders, in direct contact with the service, as well as external stakeholders, who have no previous history with the service brand. The respondents represent a wide age spread, and are also geographically diverse. The study relies on a Finnish context. The study provides numerous managerial takeaways, especially because of its wide scope, on a topic that has never before been studied. All findings strongly reflected existing service brand theory, in addition with making the findings implementable for the case company.

Psychological well-being of the parents and child development, behavior, and quality of life in very low birth weight infants

The parents of premature infants, especially the mothers, are at increased risk for distress. Infants born prematurely are at risk for developmental problems. The aim of this study was to investigate whether the psychological well-being of both parents is associated with child development in very low birth weight (VLBW, ���1500g) children. The burden of prematurity-related morbidity to the children and to the family was also assessed. A cohort of 201 VLBW infants born during 2001���2006 in the Turku University Hospital, Finland, and their parents were studied (I���IV). One study included a control group (n=166) of full-term infants (IV). The psychological well-being of the parents was evaluated by assessments of depressive symptoms, parenting stress, the sense of coherence and general family functioning. Cognitive, behavioral, and socio-emotional development, and the health-related quality of life (HRQoL) of the children were determined when the children were 2 to 8 years old. The psychological well-being of the parents was associated with the cognitive, behavioral and social development of the VLBW children. The VLBW infants with prematurity-related morbidities had a poorer HRQoL and the general functioning of the family was inferior compared to the control children and their families. 64.5% of the VLBW children survived without morbidities. Most of the VLBW children did not have significant behavior problems (93%), had normal social skills (63%), had no emotional problems (64%), and had no problems in executive functioning (62%). Only 3% of the surviving VLBW infants had significant cognitive delay. In conclusion, the depressive symptoms and stress of the parents can be risk factors for disadvantageous child development, while a strong sense of coherence can be protective. Parents of the premature children with developmental delays might also experience more depressive symptoms and stress than other parents. Prematurity-related morbidities were a burden to the VLBW child as well as to the family.

Luovuus ja itsetuntemus ohjaajanty��ss��

This research deals with obstacles and opportunities with respect to creativity. It mainly focuses on the author's most meaningful discoveries as an individual and a professional in the field of theatre during the past two years of her education. The research is a description of that transitional phase in her life. Firstly, the research discusses creativity and presence. Secondly, it describes the author personally and professionally and compares her earlier and current ways of working. It contemplates the obstacles and opportunities considering her self-knowledge and creativity, and disucsses the problems she has faced on the way to freedom and well-being. Following this, the author presents the tools for increasing her creativity, self-knowledge and body awareness in theatre work: the Gestalt Method, Acting with the Inner Partner and the Authentic Movement. She discusses the relativity between overall well-being in life and the quality of theatre work. The final section of the present research discusses the process of directing the play Suurin on rakkaus in 2006. It deals with issues such as self-knowledge in directing, group management, the importance of terror and excitement in directing and ways of enduring both. The conclusion explanes the reasons behind the author's capability of working with small groups, with creative and passionate theatre workers. It also lists the benefits of exploring one's passions, cooperating with enthusiastic and creative artists and the pursuit for balance in art and in everyday life.

Henkil��st��raportointi - tunnuslukujen valinta ja seuraaminen henkil��st��strategian toteuttamisessa, case: UPM-Kymmene Oyj, Voikkaa

Tutkimusalueena on henkil��st��raportointi ja henkil��st��tilinp����t��ksen tekeminen. Tavoitteena on selvitt���� henkil��st��raportoinnin tekemisest�� saatava taloudellinen hy��ty yritykselle. Teoriaosuudessa olen k��ytt��nyt deskriptiivist�� tutkimusmenetelm���� ja empiriaosuudessa normatiivista. Empiriaosuus on rajattu UPM-Kymmene Oyj:n Voikkaan paperitehtaaseen. Case-organisaatiolle valitaan henkil��st��tunnusluvut ja kehitet����n sille sopiva henkil��st��tunnuslukujen seurannan malli. Tunnusluvut ovat ty��kaluna analysoitaessa henkil��st��n t��m��n hetkist�� rakennetta, laatua ja ty��hyvinvointia. Pitk��n aikav��lin tuloksen tekemisess�� henkil��st��n osaamisella, ty��kyvyll�� ja ty��motivaatiolla on suuri merkitys. Osaamisen kehittymist�� ja ty��hyvinvointia on seurattava kyselyill��. Br��ndilupausten, kuten esim. laadun ja osaamisen kehitt��misen seurannassa voidaan my��s hy��dynt���� henkil��st��raportoinnin tuottamia tunnuslukuja. Henkil��st��raportointi tuottaa informaatiota eri sidosryhmille: omistajat, sijoittajat, henkil��st��, asiakkaat, pankit, analyytikot ja toimittajat.

My��nteisi�� kokemuksia ulkoistamisesta; yksil��n ty��hyvinvoinnin n��k��kulma

Tutkimuksen tarkoituksena on selvitt����, miten yksil�� kokee ulkoistetunty��suhteensa ty��hyvinvoinnin n��k��kulmasta. Kirjallisuuskatsauksessa tuodaan esiin ulkoistamisen erityispiirteit�� ja ty��hyvinvoinnin osalta sit�� kuormittavia ja s����televi�� tekij��it��. Tutkimus on laadullinen tutkimus, jonka empiirinen osuus on koottu yksil��haastatteluilla Ruokolahden kunnassa. Kunnanjohdon edustajilta ker��ttiin tietoa ulkoistamisesta strategisena ratkaisuna. Ulkoistettuja teht��vi�� hoitavien pienyritt��jien haastatteluiden fokus oli ty��hyvinvointikokemuksissa. Ulkoistetuissa suhteissa l��ytyi paikallisten, perinteisten ty��olotekij��iden lis��ksi hajautetulle organisaatiolle spesifisi�� ty��n kuormitustekij��it��, joilla oli vaikutusta ty��hyvinvointikokemuksiin. Mm. ty��ntekij��iden autonomisuuden lis����ntyminen ja sopimusosapuolten luottamuksen molemminpuolinen kasvu ulkoistamissopimuksen aikana ovat t��ss�� tutkitussa tapauksessa tehneet ty��hyvinvointikokemukset positiivisemmiksi verrattuna aiempiin palkkaty��suhteisiin, vaikka ty��hyvinvoinnin pohdinta on ollut sekundaarista pohdintaa niin ulkoistajilla kuin ulkoistetuillakin.

Toiminnan laadun parantaminen organisaation itsearvioinnilla ��� tutkimus Suomen puolustusvoimien tulosyksik��iss��

Laajoilla kyselylomaketutkimuksilla on tutkittu organisaation itsearvioinnin k��ytt����noton motiiveja, k��ytt���� ja k��yt��n hy��tyj�� 1990-luvulla ja 2000-luvun alussa. Organisaation itsearviointia on my��s tutkittu laatupalkintomallien soveltamisen yhteydess��. Kolmas tutkimussuuntaus, johon my��s t��m�� tutkimus sis��ltyy, on organisaation itsearvioinnin tutkiminen erilaisissa asiayhteyksiss��. T��m��n tutkimuksen tarkoituksena on lis��t�� tietoa ja ymm��rryst�� organisaation itsearvioinnista ja sen vaikuttavuudesta tutkimalla, miten organisaatiota itsearvioidaan maavoimien valmiusyhtymiss�� ja Maasotakoulussa. N��iss�� nelj��ss�� paikallistutkimuksessa k��ytin tutkimusotteena tapaustutkimuksen mukaista tutkimusstrategiaa. Aiempien tutkimuksien tulosten perusteella t��rkein yhdist��v�� tekij�� toiminnan parantamisessa on pyrkimys kokonaisvaltaisuuteen toiminnan laadun parantamisessa ja erinomaisuuden tavoittelussa. Osin kokonaisvaltaisuuteen sis��ltyvi�� ja sit�� tukevia tekij��it�� ovat jatkuvan parantamisen periaatteen k��ytt��minen ja oppivan organisaation edellytt��mien toimintaedellytyksien luominen ja niiden huomioon ottaminen toiminnassa. Edelleen yhteisen�� tekij��n�� ovat johdon sitoutumisen ja osallistumisen vaikutukset ty��ntekij��iden osallistumiseen ja sitoutumiseen. Teorian perusteella olen arvioinut muodostuvan kolme organisaation itsearvioinnin strategisen tason johtamisk��yt��nt����, jotka ovat ���Laatupalkinnon hakeminen���, ���Toiminnan ja tulosten arviointi��� sek�� ���Toiminnan kypsyyden arviointi���. Tutkimuksen tulosten perusteella organisaation itsearvioinnin vaikuttavuuden merkityskokonaisuus on selitett��viss�� viiden teeman avulla. Koko tutkimusaineiston yhdist��v��ksi vaikuttavuuden teemaksi, josta my��s organisaation itsearvioinnin vaiheistus saa tukea, muodostuu teema ���organisaation itsearviointi ja tulosjohtaminen���. T��m��n teeman perusteella organisaation itsearvioinnin vaikuttavuus perustuu itsearvioinnin k��ytt��miseen sek�� tulosyksik��n sis��isen�� ett�� johdon strategisen tason itsearviointina osana tulosjohtamista. Samoin teema ���ollaanko samaa perhett����� l��ytyy jokaisesta tutkimuskohteena olleesta tulosyksik��st��. Teeman perusteella vaikuttavuus perustuu siihen, ett�� organisaation itsearvioinnin tilaisuus koetaan sosiaalisena tapahtumana ja organisaation itsearviointi vahvistaa ty��ntekij��iden osallistumista ja sitoutumista toiminnan laadun parantamiseen. Vaikuttavuuden teemoissa ���poistetaan kivi keng��st��, ja hiert��minen loppuu siihen���, ���strateginen valinta��� ja ���henkil��st��n ty��hyvinvoinnin edist��minen��� organisaation itsearvioinnin vaikuttavuus on tulosyksikk��kohtainen. Organisaation itsearvioinnista haetaan vaikuttavuutta organisaation itsearvioinnista saatavien tulosten nopealla toimeenpanolla. Vaikuttavuuteen pyrit����n systemaattisella eri organisaation tasoilla teht��vill�� toiminnan kuvauksilla, mihin liittyy laatupalkinnon hakeminen. Vaikuttavuuteen voidaan my��s p����st�� ty��pistel��ht��isesti henkil��st��n johtamisen ja hallinnon kautta. Vaiheistettua organisaation itsearviointia voidaan k��ytt���� osana tulosjohtamista. Muita keskeisi�� tutkimustuloksia ovat organisaation itsearvioinnin v��litt��m��t ja v��lilliset vaikutukset. Tutkimuksen tulosten perusteella teen suositukset organisaation itsearvioinnin johtamisk��yt��nn��ist�� ja organisaation itsearvioinnin vaiheistuksesta osana tulosyksik��n tulosjohtamista. Kolmas suositus k��sitt���� organisaation itsearvioinnin k��yt��n palautej��rjestelm��n��.