Estudi sobre la influència de l'equilibri treball-família en la satisfacció i l’estrès a una organització catalana

A partir dels estudis previs sobre l’equilibri entre la vida familiar i laboral, es desenvolupa el present estudi sobre les relacions de l’equilibri treball-família en la satisfacció i l’estrès en una organització pública catalana. S’utilitza una mostra diversa de 123 treballadors, la qual inclou treballadors dediversos departaments amb diferenciació de treballs i tasques. L’estudi utilitza la tècnica multivariable dels models d’equacions estructurals que realitza estimacions de relacions causals a partir de dades estadístiques, les quals expressen el grau en què les dades s’ajusten a un model proposat, confirmant la seva validesa.Els resultats dels models d’equacions estructurals van demostrar que existeix una relació positiva entre l’equilibri treball-família amb la satisfacció laboral i la satisfacció familiar, en canvi aquesta relació és negativa quan es tracta de l’estrès. A més a més, els models d’equacions confirmen que existeix una correlació negativa entre la satisfacció laboral i l’estrès. Aquest estudi també confirma que l’equilibri treball-vida és un bon predictor sobre la satisfacció laboral.

Are we wasting our talent? Overqualification and overskilling among PhD graduates

Drawing on a very rich data set from a recent cohort of PhD graduates, we examine the correlates and consequences of qualification and skills mismatch. We show that job characteristics such as the economic sector and the main activity at work play a fundamental direct role in explaining the probability of being well matched. However, the effect of academic attributes seems to be mainly indirect, since it disappears once we control for the full set of work characteristics. We detected a significant earnings penalty for those who are both overqualified and overskilled and also showed that being mismatched reduces job satisfaction, especially for those whose skills are underutilized. Overall, the problem of mismatch among PhD graduates is closely related to demand-side constraints of the labor market. Increasing the supply of adequate jobs and broadening the skills PhD students acquire during training should be explored as possible responses.

Intraorganizational Benefits of Customer Orientation in International Businesses - Empirical Evidence fromFinnish Service Exporters

This research concentrates to find out whether service employees' customer orientation has positive consequences relating to job attitudes in international context. A literature review is conducted in order to define the essential concepts and to see what kind of results researchers have found between customer orientation and job attitudes. The job attitudes researched in this research arejob satisfaction, role ambiguity, role conflict and commitment. This research differs from the previous customer orientation and job attitudes researchers with its international context. International services are thus discussed. Upon the previous literature and findings, four hypotheses are formed. They are tested with data from Finnish service exporters. Three hypotheses are supported, indicating that customer orientation has positiveeffect on job attitudes also in international context. Upon this research and literature review, future research recommendations are presented as well as managerial implications.

Human Capital Questionnaire (PHCQ): Assessment of European nurses' perception as indicators of human capital quality

Healthcare accreditation models generally include indicators related to healthcare employees' perceptions (e.g. satisfaction, career development, and health safety). During the accreditation process, organizations are asked to demonstrate the methods with which assessments are made. However, none of the models provide standardized systems for the assessment of employees. In this study, we analyzed the psychometric properties of an instrument for the assessment of nurses' perceptions as indicators of human capital quality in healthcare organizations. The Human Capital Questionnaire was applied to a sample of 902 nurses in four European countries (Spain, Portugal, Poland, and the UK). Exploratory factor analysis identified six factors: satisfaction with leadership, identification and commitment, satisfaction with participation, staff well-being, career development opportunities, and motivation. The results showed the validity and reliability of the questionnaire, which when applied to healthcare organizations, provide a better understanding of nurses' perceptions, and is a parsimonious instrument for assessment and organizational accreditation. From a practical point of view, improving the quality of human capital, by analyzing nurses and other healthcare employees' perceptions, is related to workforce empowerment.

Satisfacción laboral: una breve revisión bibliográfica

En la presente era en la que imperan las presiones para la contención de los costes, se hace necesario que los profesionales enfermeros gestores garanticen que los profesionales enfermeros asistenciales tengan un entorno de trabajo estrechamente relacionado con la satisfacción laboral, de forma que se logren buenos resultados, fruto de una óptima mejora de la calidad de los cuidados enfermeros prestados.

Satisfacción en el trabajo y factores laborales en la profesión enfermera

La satisfacción se considera como un constructo de carácter multidimensional y asociada a la calidad de vida en términos de condiciones objetivas y componentes subjetivos, siendo inevitable la relación satisfacción laboral y conducta o acción. El análisis de la satisfacción en el trabajo (ST), como indicador del equilibrio entre trabajo y vida familiar, se entiende como el grado de bienestar percibido por el individuo, siendo un...

Satisfacción en el trabajo y factores laborales en la profesión enfermera

La satisfacción se considera como un constructo de carácter multidimensional y asociada a la calidad de vida en términos de condiciones objetivas y componentes subjetivos, siendo inevitable la relación satisfacción laboral y conducta o acción. El análisis de la satisfacción en el trabajo (ST), como indicador del equilibrio entre trabajo y vida familiar, se entiende como el grado de bienestar percibido por el individuo, siendo un...

Conciliación de la vida laboral y familiar y satisfacción en el trabajo en enfermería

Los profesionales de enfermería que desarrollan sus actividades en el ámbito asistencial están sujetos, en general, a una estructura horaria que interfiere en la vida familiar, ya que ésta no coincide con los horarios habituales de trabajo y estudio del resto de personas del núcleo familiar, lo que condiciona que la conciliación de la vida laboral y familiar, entre otras, pueda influir en el grado de satisfacción en el trabajo de este colectivo de profesionales.

Conciliación de la vida laboral y familiar y satisfacción en el trabajo en enfermería

Los profesionales de enfermería que desarrollan sus actividades en el ámbito asistencial están sujetos, en general, a una estructura horaria que interfiere en la vida familiar, ya que ésta no coincide con los horarios habituales de trabajo y estudio del resto de personas del núcleo familiar, lo que condiciona que la conciliación de la vida laboral y familiar, entre otras, pueda influir en el grado de satisfacción en el trabajo de este colectivo de profesionales.

Psykologisen omistajuuden merkitys kuntaliitoksessa

Tämän tutkimuksen tavoitteena oli kuvata ja selittää työhön koetun psykologisen omistajuuden vaikutusta työhön liittyviin asenteisiin, työkäyttäytymiseen sekä sosiaaliseen käyttäytymiseen kuntaorganisaatiossa. Tutkimuskonteksti on kuntaliitostilanne. Tutkimus on luonteeltaan kvantitatiivinen tutkimus, jossa määrällistä aineistoa analysoitiin SPSS-ohjelmiston avulla. Tutkimuksen perusteella kuntaorganisaation henkilöstö kokee työnsä keskimäärin melko paljon omakseen. Työhön koettu psykologinen omistajuus on positiivisessa yhteydessä tunnepitoiseen sitoutumiseen omaan työryhmään, työtyytyväisyyteen sekä työroolin ylittävään käyttäytymiseen. Psykologinen omistajuus on yhteydessä myös reviirikäyttäytymisen eräisiin muotoihin. Tutkimustulokset osoittivat, että psykologinen omistajuus on positiivisessa yhteydessä identiteettipainotteiseen merkitsemiseen ja ennaltaehkäisevään puolustamiseen, mutta ne eivät sen sijaan tukeneet psykologisen omistajuuden yhteyttä kontrollipainotteiseen merkitsemiseen tai reagoivaan puolustamiseen. Tämän tutkimus osoitti selvästi, ettei pelkkä psykologinen omistajuus ole riittävä olosuhde motivoimaan työntekijää oman reviirinsä merkitsemiseen tai puolustamiseen. Todennäköisesti myös muut tekijät vaikuttavat siihen, harjoittaako työntekijä reviirikäyttäytymistä ja missä määrin hän niin tekee. Nämä tekijät voivat liittyä olosuhteisiin, muihin tunteisiin tai luonteenpiirteisiin. Tämä tutkimus suoritettiin kuntaliitoksen suunnitteluvaiheessa. Monet työntekijät joutuvat luopumaan aikaisemmista tehtävistään kuntaliitoksen jälkeen. Tämä tutkimus osoittaa, että esimiesten tulisi olla tietoisia psykologisen omistajuuden mahdollisista seurauksista.

Työhyvinvointi, koulutus ja toiminnan kehittäminen terveyskeskuksissa lääkäritilanteen näkökulmasta

Finnish health centres have suffered from a shortage of physicians in recent years. This is why more physicians are being educated, the tutelage of the young physicians has been improved and many tasks which were previously reserved for physicians have been transferred to nurses and other personnel of the health centres. Only a little research has been done about the effects of the shortage of physicians and education to the work atmosphere in the health centres The objectives of the study was to describe the situation of the physicians in the counties Satakunta and South-Western Finland at the time when the University of Turku started to decentralise its education to Satakunta and describe the health centres attitudes towards training and research co-operation with the University of Turku; to gain information about the training programmes for physicians in specific training in general medical practice (STPG); study how the shortage of physicians affects the job atmosphere, the job satisfaction and the operation of the health centres; study health centre employees opinions about their professional skills, their needs and interets in continuing education; study medical and nurse students professional indentity and their readiness to multiprofessional teamwork. The material of the study was gathered during 2003-2006 with three mail questionnaires and a questionnaire given to medical and nurse students who practised in the training health centre in Pori. The first questionnaire was sent to the chief physicians of the health centres in counties Satakunta and South-Western Finland to clarify the number of unfilled positions of physicians and the reasons for physician shortage as well as the readiness for practical training of medical students and research at the health centres. The second questionnaire was posted to doctors in specific training in general medical practice and their trainers at the health centres and it gained information about training programmes of young physicians at health centres. The third questionnaire was sent to personnel at health centres in Satakunta and South-Western Finland and included questions about job satisfaction and education. The survey for medical and nurse students gained information about their professional indentity and their readiness to multiprofessional teamwork. In spring 2003 the shortage of physicians was more severe in Satakunta than in South-Western Finland. Attitudes towards training of medical students and research co-operation with the universities were generally positive. The guidance of STGP doctors in health centres improved during 2003-2005. A shortage of physicians had only a slightly negative impact on employee job satisfaction. The shortage of physicians had also positive impact on the operation of the health centres because it led to reorganization of the operations. The personnel at Finnish health centres were willing to take more challenging tasks and also to acquire appropriate further education or training. The medical and nurse students had strong professional identity and they understood the significance of teamwork for the health care service system.

Työtyytyväisyysmittaus johtamisen välineenä case: pk konepaja

Tutkimuksen tavoite on kuvata ja ymmartaa, miten työtyytyväisyysmittausta voidaan käyttää johtamisessa. Työtyytyväisyys on tutkimusten mukaan tärkeä tekijä yrityksen tuottavuudelle. Työtyytyväisyys voidaan ymmärtää miellyttäväksi tai positiiviseksi tunnetilaksi, joka johtuu yksilon tyosta tai tyokokemuksista. Tutkimuksen keskeinen ilmiö on johtaminen. Johtaja tarvitsee tietoa siitä, miten saada menestystekijät yrityksen käyttöön ja miten poistaa mahdolliset työnteon esteet. Tutkimustulosten tulkinnan mukaan työtyytyväisyysmittaus on tehokas ja prosessinmuotoon saatettuna yksinkertainen tapa kerata työpaikalta tietoa johtamisen käyttöön. Tutkimus toteutettiin kvalitatiivisena tapaustutkimuksena. Case yritys oli pk konepaja. Aineiston keräämiseksi käytettiin teemahaastatteluja.

Ikääntyvät työelämässä. Päihittääkö nuoruus ja koulutus aikuisuuden ja kokemuksen?

The Ageing in Working Life. Do Adolescence and Schooling Beat Adulthood and Experience? This study examines the changes in the work and the work organisations of employees in the fields of health care and retail trade who have turned 45 and their experience of change. In addition, the question of how ageing employees experience their status in post-modern working life is explored. Attention is also focused on the choices and decisions connected with staying at work and retiring. These views are examined in relation to professions and professional cultures. Thematic interviews (N=98) were used to gather the material. The effects of the market liberalistic turn in welfare policy are clearly seen in the everyday work of the health care professions. These changes were examined from the point of view of managing by outcomes and quality assurance, multi-professional cooperation, flexibility in the division of labour, and the spread of market-like procedures. The discourse of those in involved retail trade was dominated by extremely tight global market competition and control of outcomes, and by the structural changes taking place in the retail trade sector. This change discourse was to a large extent a reaction to those changes in the functional environment which were experienced as negative and to the conflict between their own professional identity and professional ethics on the one hand, and their functional environment on the other. There were also obstacles connected with professional culture: defending one's own station and power, guarding the 'frontier', showed up in attitudes towards new management and organisation models or towards structural and functional reforms. The deep structures of professional culture and the mindset of the actors change much more slowly than the functional practices of organisations. For those in a supervisory position, the loss of power due to becoming part of a chain or because of the introduction of a team organisation model was not an easy thing to accept. The nurses and others in related fields felt that they were forced to do work that was below their level of training and professional skill. For sales personnel and those who did assisting work in health care, power and the possibility of having an influence were not so important, as long as they were able to do their work in their own way and were trusted. This view is often completely forgotten, for example, in various organisation models in which power and the possibility of having an influence entwined with power are taken for granted as being clearly positive and desired aspects of job satisfaction. Up to date professional skills were experienced as being important from the point of view of professional identity and self-worth. Thus, training can be understood as a moral obligation, which in turn is intertwined with professional ideology. In the rhetoric of adult education, an adult is expected to be an active player who will seek training again and again if working life so requires. The dark side of this ideology, which leads to feelings of guilt, was apparent in the thoughts of the respondents. Am I never good enough at my job; why must I continually strive for better, additional qualifications? The majority of the respondents evaluated their expertise as being at quite a high level. This self-confidence did not extend to applying for a job. Job recruitment was seen as a situation in which age discrimination reached its peak. The interviewees were unanimous about the idea that society favours the young. Especially among those in the retail trade sector, there was a feeling that it would be difficult, if not impossible, to find a new job of the same level or a permanent post if they were made redundant. Age discrimination was also apparent in the retail trade field in the form of older employees being retired against their will or transferred to other tasks. It was felt that ruthless forced retirement of older workers was part of the personnel policy of some organisations. The importance of one's outward appearance was connected with the theme of discrimination. This phenomenon is described using the concept of the double standard of ageing in feminist research. An ageing woman is relegated to an inferior position due to both her age and her sex. A culture that would both make possible and allow various types of choices regardless of age, which is described as being characteristic of the post-modern era, does not seem to be very topical in the practice of working life. It is important for employees that the management and the personnel policy that is being implemented makes them feel like both their contribution and they as individuals are appreciated, that their opinions are listened to and that they are noticed as persons. The interviewees hoped for gratitude and a concern for the well-being of employees that shows in everyday life. They valued training and activities aimed at maintaining their work ability, but thought that better coping at work and a pleasant working environment cannot be achieved through such measures as along as the foundation is 'in a mess'. Development of the quality of working life is the only thing that can improve job satisfaction and get people to remain in the work force longer than at present. There should be a sufficient number of properly trained employees at the work place. It was important to the respondents that they be able to stay on their job to the end with honour, since compromising with their own quality standards or acting contrary to their ideal self-image in terms of professional ethics would strike a blow to their professional self-esteem. They called for the development of various types of workplace flexibility, and felt that they have the right to a lightened workload and to early retirement. Early retirement was even seen as an altruistic deed: it would free up a place for younger workers. Thoughts of retirements were explained by familiar factors such as health and finances, life situation, the enticement of free-time, as well as by various factors related to work. It is very important to ageing employees that their work has meaningful content. The values related to self-fulfilment are felt to be of great importance, and if they cannot be realised at work, the respondents wanted more free time, either through retirement or in the form of flexibility in working life.

Psykologinen omistajuus etätyöskentelyssä

Tämän tutkimuksen tavoitteena oli kuvata ja selittää etätyöntekijöiden työhönsä kokemaa omistajuuden tunnetta sekä sen syntymismekanismeja ja seurauksia. Lisäksi tavoitteena oli selvittää kuinka etätyön eri muodot korostuvat etätyöskentelyn oletetuissa eduissa ja ongelmissa. Etätyön muotojen osalta oli tavoitteena myös selvittää niden yhteyttä itsenäisyyden tunteeseen. Tutkielman tutkimusmenetelmä on kvantitatiivinen ja määrällistä aineistoa analysoitiin SPSS-ohjelmiston avulla. Tutkielman tutkimuskontekstina on etätyö. Tutkimuksen perusteella etätyöntekijät kokevat työnsä keskimäärin melko paljon omakseen. Tutkimustulokset osoittivat, että työtä kohtaan koettu psykologinen omistajuus syntyy kolmen ”reitin” kautta, joita ovat kohteen hallinta, kohteen perusteellinen tunteminen ja voimavarojen käyttäminen kohteeseen. Näiden ”reittien” syntymiseen taas oli positiivinen yhteys seuraavilla työn ulottuvuuksilla: työn vaatimat taidot, työn hahmottaminen, työn merkitsevyys, itsenäisyys sekä palaute työstä. Tutkimustulokset todistivat, että psykologinen omistajuus oli positiivisessa yhdeydessä työperäiseen itsetuntoon, työtyytyväisyyteen, työmotivaatioon, yksilön kehittymiseen työssään, vastuuntuntoon työtään kohtaan sekä rehtiyteen. Voimakkain yhteys psykologisella omistajuudella oli työtyytyväisyyden kanssa. Tutkimuksen perusteella voidaankin sanoa, että mitä enemmän henkilö kokee työnsä omakseen, niin sitä tyytyväisempi hän on työhönsä. Tutkimustulokset osoittivat, että etätyön muodolla on merkitystä etätyöskentelyssä koettuihin etuihin ja ongelmiin. Täysipäiväisen etätyön tekijät kokivat edut kaikista positiivisimmin ja ongelmat taas kaikista negatiivisimmin. Mobiilit työntekijät kokivat työssään alhaisempaa itsenäisyyden tunnetta kuin muiden etätyön muotojen edustajat.

The relationship between a virtual leader’s communication practices and a virtual team’s performance

A lot of research has been carried out into virtual teams and virtual leadership, yet there is hardly any research available on the communication behaviour of virtual leaders within a real business context. This research assessed the communication practices of virtual leaders and analysed the relationship between these practices and the performance of virtual teams. The objective of this research was to examine the distinctions of virtual teams, to study the leader’s role in a virtual team and its performance, and to examine the leader’s communication practices within virtual teams. The research involves a case study in which interviews have been carried out within an international technology company headquartered in Finland. Qualitative research methods were applied in the research. Based on the results of the study it can be said that there is a strong relationship between a virtual leader’s communication practices and a virtual team member’s job satisfaction. Through their communication practices, activities and message contents, leaders can affect the job satisfaction of virtual team members. In virtual leadership the focus is not in virtual but in leadership. It does not matter if the context is virtual or face-to-face; similar communication practices are good in both cases. As the global economic crisis strongly affected the sales results of the between a leader’s communication practices and a virtual team’s objective performance cannot be made.