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[{"key": "dc.contributor.advisor", "value": "Peltoniemo, Mirva", "language": "", "element": "contributor", "qualifier": "advisor", "schema": "dc"}, {"key": "dc.contributor.author", "value": "Koljonen, Mirka", "language": "", "element": "contributor", "qualifier": "author", "schema": "dc"}, {"key": "dc.date.accessioned", "value": "2020-08-19T09:26:19Z", "language": null, "element": "date", "qualifier": "accessioned", "schema": "dc"}, {"key": "dc.date.available", "value": "2020-08-19T09:26:19Z", "language": null, "element": "date", "qualifier": "available", "schema": "dc"}, {"key": "dc.date.issued", "value": "2020", "language": "", "element": "date", "qualifier": "issued", "schema": "dc"}, {"key": "dc.identifier.uri", "value": "https://jyx.jyu.fi/handle/123456789/71460", "language": null, "element": "identifier", "qualifier": "uri", "schema": "dc"}, {"key": "dc.description.abstract", "value": "Monet organisaatiot ovat havahtuneet siihen, ett\u00e4 ihmiset ovat heid\u00e4n ainoa pitk\u00e4n t\u00e4ht\u00e4imen kilpailuedun l\u00e4hde. Perinteisten ty\u00f6hyvinvointitutkimusten keskittyess\u00e4 ty\u00f6ntekij\u00f6iden negatiivisten tunteiden havaitsemiseen, kuten aikomuksiin vaihtaa ty\u00f6paikkaa, uusimat trendit organisaation suorituskyvyn parantamisessa keskittyv\u00e4t positiiviseen n\u00e4k\u00f6kulmaan ty\u00f6ntekij\u00f6iden tunteissa ja organisaation k\u00e4ytt\u00e4ytymisess\u00e4. Ty\u00f6n imu on tunnistettu merkitt\u00e4v\u00e4ksi tekij\u00e4ksi organisaation menestymisen kannalta, sill\u00e4 ty\u00f6n imua kokevat ty\u00f6ntekij\u00e4t ovat sinnikk\u00e4it\u00e4, energisi\u00e4 ja halukkaita ponnistelemaan saavuttaakseen asetetut tavoitteet. Siksi jokaiselle organisaatiolle on arvokasta tunnistaa ty\u00f6ntekij\u00f6iden ty\u00f6n imuun vaikuttavat tekij\u00e4t ja luoda ymp\u00e4rist\u00f6, jossa ty\u00f6ntekij\u00e4t voivat kokea ty\u00f6n imua. \nT\u00e4m\u00e4 tutkimus toteutetaan tapaustutkimuksena, jonka tavoitteena on tunnistaa ty\u00f6n imua vahvistavia tai est\u00e4vi\u00e4 tekij\u00f6it\u00e4 kohdeyrityksess\u00e4 sek\u00e4 tutkia, onko esimiesten ja asiantuntijoiden ty\u00f6n imun kokemuksissa eroavaisuuksia. Tutkimuksessa k\u00e4ytet\u00e4\u00e4n sek\u00e4 kvalitatiivista ett\u00e4 kvantitatiivisia tutkimusmenetelm\u00e4\u00e4 sek\u00e4 kolmea tiedonkeruumenetelm\u00e4\u00e4 \u2013 kysely\u00e4, lomaketta sek\u00e4 teemahaastattelua \u2013 mahdollisimman kattavan aineiston saavuttamiseksi. Haastattelut analysoidaan Gioia-menetelm\u00e4ll\u00e4.\nTutkimuksen tulokset osoittavat, ett\u00e4 ty\u00f6n voimavarojen puute ja ty\u00f6n vaatimukset heikent\u00e4v\u00e4t ty\u00f6n imua, kun taas olemassa olevat ty\u00f6n voimavarat vahvistavat ty\u00f6n imua. Tutkimuksessa tunnistettiin yhteens\u00e4 20 ty\u00f6n voimavaraa, jotka voidaan jaotella kolmeen kategoriaan - organisaation rakenteellisiin tekij\u00f6ihin, esimiehen ominaisuuksiin sek\u00e4 ty\u00f6ntekij\u00f6iden henkil\u00f6kohtaisiin ominaisuuksiin. Esimiehen n\u00e4kemys tunnistettiin uudeksi ty\u00f6n voimavaraksi, jota aikaisemmat tutkimukset eiv\u00e4t ole tunnistaneet merkitt\u00e4v\u00e4ksi voimavaraksi. Lis\u00e4ksi tutkimuksessa havaittiin nelj\u00e4 ty\u00f6n vaatimusta \u2013 puutteelliset resurssit, ep\u00e4tasa-arvo, johtamiskulttuuri sek\u00e4 esimiehen huono k\u00e4yt\u00f6s - jotka heikensiv\u00e4t ty\u00f6n imua kohdeyrityksess\u00e4. Tutkimuksessa tunnistettiin my\u00f6s esimiesten ja asiantuntijoiden ty\u00f6n imun eroavaisuuksia, jotka voidaan jaotella viiteen kategoriaan \u2013 vaatimukset l\u00e4hiesimiehelt\u00e4, k\u00e4sitykset ammatillisesta kehityksest\u00e4 ja ty\u00f6yhteis\u00f6n arvosta, ty\u00f6motivaatio sek\u00e4 rooli organisaatiossa.", "language": "fi", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.abstract", "value": "Many organizations have identified employees as their only source for long-term competitive advantage. When the traditional well-being surveys focus on detecting employees\u2019 negative emotions such as intentions to leave the company, newest trends in improving the organizational performance focus on positive perspective in organizational behaviour and in employees\u2019 emotions. Work engagement have been identified as a driver for organizational success as engaged employees are remarkably energetic, persistent and eager to devote their own resources to work. Therefore, it is valuable to every organization to recognize the factors affecting their employees\u2019 work engagement, and further, create an environment where employees can experience high levels of work engagement. \nThis study is case study, aiming to identify factors contributing to or preventing work engagement in a large Finnish manufacturing company among administrative workers. Work engagement as a field of study is rather young and very little empirical evidence exist on managers\u2019 and experts\u2019 work engagement differences on an industry level. Therefore, differences between experts\u2019 and managers\u2019 work engagement experiences are studied aiming to find common factors between employees working in same level positions. In order to form an in-depth overview of case company\u2019s work engagement, this research uses both qualitative and quantitative research methods and three data collection methods \u2013 survey, questionnaire and semi-structured inter-view \u2013 and the results are analysed using Gioia method. The results of this study indicate that a lack of job resources and high job demands prevent work engagement, while existing job resources contribute to work engagement. As a result, three categories of job resources were identified affecting participants\u2019 work engagement: structural factors in the organization, managerial characteristics and employees\u2019 personal attributes. Categories consist in total of 20 job resources. Supervisor\u2019 insight were recognized as a new job resource, which previous studies have not recognized as a meaningful antecedent. In addition, four job demands were identified \u2013 lack of resource, equality, management culture and superior misconduct - which prevent work engagement. Results also demonstrate differences between managers\u2019 and experts\u2019 work engagement, which can be categorized as requirements from immediate supervisor, perception of professional development, value of work community, motivation for work and role in the organization.", "language": "en", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Submitted by Paivi Vuorio (paelvuor@jyu.fi) on 2020-08-19T09:26:19Z\nNo. of bitstreams: 0", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Made available in DSpace on 2020-08-19T09:26:19Z (GMT). No. of bitstreams: 0\n Previous issue date: 2020", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.format.extent", "value": "96", "language": "", "element": "format", "qualifier": "extent", "schema": "dc"}, {"key": "dc.format.mimetype", "value": "application/pdf", "language": null, "element": "format", "qualifier": "mimetype", "schema": "dc"}, {"key": "dc.language.iso", "value": "eng", "language": null, "element": "language", "qualifier": "iso", "schema": "dc"}, {"key": "dc.rights", "value": "In Copyright", "language": "en", "element": "rights", "qualifier": null, "schema": "dc"}, {"key": "dc.title", "value": "Antecedents of work engagement", "language": "", "element": "title", "qualifier": null, "schema": "dc"}, {"key": "dc.type", "value": "master thesis", "language": null, "element": "type", "qualifier": null, "schema": "dc"}, {"key": "dc.identifier.urn", "value": "URN:NBN:fi:jyu-202008195593", "language": "", "element": "identifier", "qualifier": "urn", "schema": "dc"}, {"key": "dc.type.ontasot", "value": "Pro gradu -tutkielma", "language": "fi", "element": "type", "qualifier": "ontasot", "schema": "dc"}, {"key": "dc.type.ontasot", "value": "Master\u2019s thesis", "language": "en", "element": "type", "qualifier": "ontasot", "schema": "dc"}, {"key": "dc.contributor.faculty", "value": "Jyv\u00e4skyl\u00e4 University School of Business and Economics", "language": "en", "element": "contributor", "qualifier": "faculty", "schema": "dc"}, {"key": "dc.contributor.faculty", "value": "Jyv\u00e4skyl\u00e4n yliopiston kauppakorkeakoulu", "language": "fi", "element": "contributor", "qualifier": "faculty", "schema": "dc"}, {"key": "dc.contributor.department", "value": "Taloustieteet", "language": "fi", "element": "contributor", "qualifier": "department", "schema": "dc"}, {"key": "dc.contributor.department", "value": "Business and Economics", "language": "en", "element": "contributor", "qualifier": "department", "schema": "dc"}, {"key": "dc.contributor.organization", "value": "Jyv\u00e4skyl\u00e4n yliopisto", "language": "fi", "element": "contributor", "qualifier": "organization", "schema": "dc"}, {"key": "dc.contributor.organization", "value": "University of Jyv\u00e4skyl\u00e4", "language": "en", "element": "contributor", "qualifier": "organization", "schema": "dc"}, {"key": "dc.subject.discipline", "value": "Yritt\u00e4jyys", "language": "fi", "element": "subject", "qualifier": "discipline", "schema": "dc"}, {"key": "dc.subject.discipline", "value": "Entrepreneurship", "language": "en", "element": "subject", "qualifier": "discipline", "schema": "dc"}, {"key": "yvv.contractresearch.funding", "value": "0", "language": "", "element": "contractresearch", "qualifier": "funding", "schema": "yvv"}, {"key": "dc.type.coar", "value": "http://purl.org/coar/resource_type/c_bdcc", "language": null, "element": "type", "qualifier": "coar", "schema": "dc"}, {"key": "dc.rights.accesslevel", "value": "restrictedAccess", "language": null, "element": "rights", "qualifier": "accesslevel", "schema": "dc"}, {"key": "dc.type.publication", "value": "masterThesis", "language": null, "element": "type", "qualifier": "publication", "schema": "dc"}, {"key": "dc.subject.oppiainekoodi", "value": "20422", "language": "", "element": "subject", "qualifier": "oppiainekoodi", "schema": "dc"}, {"key": "dc.subject.yso", "value": "viestint\u00e4", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "ty\u00f6hyvinvointi", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "johtaminen", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "ty\u00f6n imu", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "communication", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "well-being at work", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "leadership (activity)", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "work engagement", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.format.content", "value": "fulltext", "language": null, "element": "format", "qualifier": "content", "schema": "dc"}, {"key": "dc.rights.url", "value": "https://rightsstatements.org/page/InC/1.0/", "language": null, "element": "rights", "qualifier": "url", "schema": "dc"}, {"key": "dc.rights.accessrights", "value": "The author has not given permission to make the work publicly available electronically. Therefore the material can be read only at the archival workstation at Jyv\u00e4skyl\u00e4 University Library (https://kirjasto.jyu.fi/en/workspaces/facilities).", "language": "en", "element": "rights", "qualifier": "accessrights", "schema": "dc"}, {"key": "dc.rights.accessrights", "value": "Tekij\u00e4 ei ole antanut lupaa avoimeen julkaisuun, joten aineisto on luettavissa vain Jyv\u00e4skyl\u00e4n yliopiston kirjaston arkistoty\u00f6semalta. Ks. https://kirjasto.jyu.fi/fi/tyoskentelytilat/laitteet-ja-tilat..", "language": "fi", "element": "rights", "qualifier": "accessrights", "schema": "dc"}, {"key": "dc.type.okm", "value": "G2", "language": null, "element": "type", "qualifier": "okm", "schema": "dc"}]
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