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[{"key": "dc.contributor.author", "value": "Hietalahti, Helena", "language": null, "element": "contributor", "qualifier": "author", "schema": "dc"}, {"key": "dc.contributor.author", "value": "Pusenius, Raisa", "language": null, "element": "contributor", "qualifier": "author", "schema": "dc"}, {"key": "dc.date.accessioned", "value": "2013-02-14T10:42:17Z", "language": null, "element": "date", "qualifier": "accessioned", "schema": "dc"}, {"key": "dc.date.available", "value": "2013-02-14T10:42:17Z", "language": null, "element": "date", "qualifier": "available", "schema": "dc"}, {"key": "dc.date.issued", "value": "2012", "language": null, "element": "date", "qualifier": "issued", "schema": "dc"}, {"key": "dc.identifier.other", "value": "oai:jykdok.linneanet.fi:1253842", "language": null, "element": "identifier", "qualifier": "other", "schema": "dc"}, {"key": "dc.identifier.uri", "value": "https://jyx.jyu.fi/handle/123456789/40940", "language": null, "element": "identifier", "qualifier": "uri", "schema": "dc"}, {"key": "dc.description.abstract", "value": "Ty\u00f6hyvinvoinnin tutkimus on ollut hyvin ty\u00f6uupumus- ja stressikeskeist\u00e4, mutta viime aikoina ratkaisuja ty\u00f6ss\u00e4 jaksamiseen on alettu etsi\u00e4 ty\u00f6ntekij\u00e4n voimaantumisesta ja el\u00e4m\u00e4nhallinnan taitojen kehitt\u00e4misest\u00e4. Tutkimuksia ty\u00f6ntekij\u00e4n omavastuun osuudesta ty\u00f6hyvinvoinnissa on julkaistu kuitenkin vain v\u00e4h\u00e4n. Tutkimusidea ty\u00f6ntekij\u00e4n omavastuusta ty\u00f6hyvinvoinnin osatekij\u00e4n\u00e4 syntyi t\u00e4m\u00e4n huomion pohjalta. Tutkimus tarkastelee ty\u00f6ntekij\u00e4n omavastuun osuutta ja merkityst\u00e4 ty\u00f6hyvinvoinnissa. Tutkimuksen avulla on haluttu l\u00f6yt\u00e4\u00e4 uudenlaista n\u00e4k\u00f6kulmaa ty\u00f6hyvinvointiin ja ennen kaikkea sen kehitt\u00e4miseen.\n\nTutkimus on laadullinen; aineisto on ker\u00e4tty eri ammattiryhmiin kuuluvien ty\u00f6ntekij\u00f6iden (n=13) yksil\u00f6llisin\u00e4 teemahaastatteluina (litteroitua haastatteluteksti\u00e4 110 sivua) ja analysoitu teoriaohjaavalla sis\u00e4ll\u00f6nanalyysill\u00e4. Tutkimuksen l\u00e4ht\u00f6kohtana oli Antonovskyn salutogeeninen, terveysl\u00e4ht\u00f6inen, teoria. Tutkimusta ohjasi my\u00f6s Juhani Ilmarisen kehitt\u00e4m\u00e4n ty\u00f6hyvinvointimallin peruselementtej\u00e4 sis\u00e4lt\u00e4v\u00e4 Keskin\u00e4inen ty\u00f6el\u00e4kevakuutusyhti\u00f6 Varman ty\u00f6hyvinvointiympyr\u00e4, jonka mukaan ty\u00f6hyvinvointi jakautuu kuuteen eri osa-alueeseen: johtaminen, osaaminen, motivaatio, ty\u00f6yhteis\u00f6, terveys ja el\u00e4m\u00e4ntilanne. \n \nTy\u00f6ntekij\u00f6iden omavastuun osuus korostui erityisesti osaamisen ja siihen liittyv\u00e4n ty\u00f6n hallinnan osa-alueella erilaisina k\u00e4yt\u00e4nn\u00f6n ratkaisuina selviyty\u00e4 ty\u00f6n vaatimuksista mahdollisimman hyvin. Oppimis- ja ratkaisuhalukkuus uusien haasteiden edess\u00e4, t\u00f6iden organisointi ja rajaaminen, aikataulutus ja priorisointi olivat esimerkiksi t\u00e4llaisia keinoja selviytymiseen. N\u00e4iden ty\u00f6n hallinnan keinojen omavastuullinen k\u00e4ytt\u00f6 auttoi ty\u00f6ntekij\u00f6it\u00e4 jaksamaan ty\u00f6ss\u00e4\u00e4n paremmin, mik\u00e4 ilmensi omavastuun merkityst\u00e4 ty\u00f6hyvinvoinnille.\n\nJohtop\u00e4\u00e4t\u00f6ksen\u00e4 voidaan todeta, ett\u00e4 ty\u00f6tekij\u00f6iden omavastuullisuus auttoi heit\u00e4 jaksamaan nykyisess\u00e4, hektisess\u00e4 ty\u00f6kulttuurissa. Tulevaisuudessa tarvittaisiin kuitenkin ty\u00f6n hallinnan ja itsens\u00e4 johtamisen koulutusta kaikille ty\u00f6ntekij\u00e4ryhmille. Haastattelutilanne tarjosi ty\u00f6ntekij\u00f6ille tilaisuuden reflektoida ja vapaasti analysoida omaa suhtautumistaan ty\u00f6h\u00f6ns\u00e4. Haastateltavat kokivat t\u00e4m\u00e4n voimaannuttavana. Ty\u00f6paikan kehityskeskusteluja tulisikin kehitt\u00e4\u00e4 siten, ett\u00e4 keskusteluun sis\u00e4llytett\u00e4isiin uusi, kyseess\u00e4 olevan tutkimushaastattelun tyyppinen, ty\u00f6ntekij\u00e4n voimaantumista tukeva keskusteluosuus, joka tarjoaisi ty\u00f6ntekij\u00e4lle mahdollisuuden aiempaa paremmin sis\u00e4ist\u00e4\u00e4 itseohjautuvuuden ja omavastuun merkityksen ty\u00f6hyvinvoinnin yll\u00e4pit\u00e4misess\u00e4.", "language": "fi", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.abstract", "value": "Research on occupational well-being has been very burnout- and stress-centered, but solutions for coping with work have lately been sought in employees\u2019 empowerment and the development of their life management skills. There have, however, been few studies on the influence of an employee\u2019s self-responsibility on occupational well-being. This observation forms the basis for studying self-responsibility as a factor in occupational well-being. The study focuses on the role and meaning of an employee\u2019s self-responsibility in occupational well-being and its purpose is to find a novel perspective into occupational well-being and especially its development.\n\nThe study is a qualitative one; the data were collected from individual thematic interviews of employees in different occupations (n=13, 110 pages of transcribed interviews) and analyzed with theory-driven content analysis. Antonovsky\u2019s salutogenic, i.e. health-based, theory has formed the starting point of the study. The occupational well-being circle containing the basic elements of an occupational well-being model, developed by Juhani Ilmarinen for the employment pension insurance company Varma, has also guided the study. The circle is divided into six sub-fields: management, know-how, motivation, working community, health and life situation.\n\nThe role of employees\u2019 self-responsibility was especially noticeable in the sub-field of know-how and the related mastery of work skills and manifested as various practical solutions for coping with the requirements of work as well as possible. For example, willingness to learn and solve problems when faced with new challenges, organizing and outlining work, and scheduling and prioritizing were among the resources used for coping. Self-responsibility for making use of these means helped employees to better cope with their work, which demonstrated the importance of self-responsibility for occupational well-being.\n\nTo conclude, employees\u2019 self-responsibility helped them cope with the modern, hectic work culture. However, training for all employee groups in work management and controlling their own work will be needed in the future. Interviews offered employees a chance to reflect on and freely analyze their own attitudes to work. This was experienced as empowering by the interviewees. Consequently, development discussions at work should be further developed in such a way that they would include a new discussion-type section, resembling our research interview and supporting employee empowerment, in order to offer them an opportunity to internalize the meaning of self-guidance and self-responsibility in maintaining occupational well-being.", "language": "en", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Submitted using Plone Publishing form by Helena Hietalahti (hekahiet) on 2013-02-14 10:42:16.805527. Form: Pro gradu -lomake (2 tekij\u00e4\u00e4) (https://kirjasto.jyu.fi/julkaisut/julkaisulomakkeet/pro-gradu-lomake-2-tekijaa). JyX data:", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Submitted by jyx lomake-julkaisija (jyx-julkaisija@noreply.fi) on 2013-02-14T10:42:17Z\nNo. of bitstreams: 2\nURN:NBN:fi:jyu-201302141219.pdf: 880066 bytes, checksum: 0253d0081042400ef8f095fc43df3ee8 (MD5)\nlicense.html: 5465 bytes, checksum: 8be68ffa1ad02ce9426c791c3f1fc5e5 (MD5)", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Made available in DSpace on 2013-02-14T10:42:17Z (GMT). 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