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[{"key": "dc.contributor.advisor", "value": "Luoma-aho, Vilma", "language": "", "element": "contributor", "qualifier": "advisor", "schema": "dc"}, {"key": "dc.contributor.author", "value": "Kervinen, Inka", "language": "", "element": "contributor", "qualifier": "author", "schema": "dc"}, {"key": "dc.date.accessioned", "value": "2022-08-10T05:37:18Z", "language": null, "element": "date", "qualifier": "accessioned", "schema": "dc"}, {"key": "dc.date.available", "value": "2022-08-10T05:37:18Z", "language": null, "element": "date", "qualifier": "available", "schema": "dc"}, {"key": "dc.date.issued", "value": "2022", "language": "", "element": "date", "qualifier": "issued", "schema": "dc"}, {"key": "dc.identifier.uri", "value": "https://jyx.jyu.fi/handle/123456789/82453", "language": null, "element": "identifier", "qualifier": "uri", "schema": "dc"}, {"key": "dc.description.abstract", "value": "Ty\u00f6ntekij\u00f6iden irtisanoutumiset ovat olleet enn\u00e4tyslukemissa viimeisen vuoden aikana. Englanniksi t\u00e4lle ilmi\u00f6lle on annettu nimi \u201dthe Great Resignation\u201d ja siit\u00e4 on n\u00e4ht\u00e4viss\u00e4 merkkej\u00e4 ymp\u00e4ri maailman, esimerkiksi Yhdysvalloissa (Work Institute, 2022 ; Achievers, 2022) ja Suomessa (Ellun Kanat, 2022 ; Kauppalehti, 2022). Ty\u00f6ntekij\u00f6iden vaihtuvuutta on tutkittu laajasti aiemminkin, mutta erityisesti nykyisen kaltainen pandemian j\u00e4lkeinen ymp\u00e4rist\u00f6 ja talouden nopeat muutokset perustelevat aiheen uuden tutkimuksen t\u00e4rkeytt\u00e4. \nT\u00e4m\u00e4 tutkimus pyrkii lis\u00e4\u00e4m\u00e4\u00e4n ymm\u00e4rryst\u00e4 ty\u00f6ntekij\u00f6iden ja ty\u00f6nantajien suhteeseen liittyvist\u00e4 odotuksista ja psykologista sopimuksista yhden organisaation tapaustutkimuksen kautta. Organisaation 25:st\u00e4 ty\u00f6ntekij\u00e4st\u00e4 haastateltiin tutkimusta varten 22 ty\u00f6ntekij\u00e4\u00e4. Heid\u00e4n haastattelunsa analysoitiin laadullisin menetelmin, jotta vastauksien tulkinnassa saatiin annettua tilaa haasteltavien itsens\u00e4 omille tulkinnoille aiheesta. \nTeorialuvun alussa k\u00e4sitell\u00e4\u00e4n ty\u00f6ntekij\u00e4n ja ty\u00f6nantajan v\u00e4list\u00e4 suhdetta selitt\u00e4vi\u00e4 keskeisi\u00e4 teorioita, Social Exchange Theory (mm. Oparaocha, 2016), Organizational Citizenship Behavior (mm. Organ, 1988), psykologiset sopimukset (mm. Robinson ym., 1994) ja odotukset (mm. Schweitzer & Lyons, 2008). Luku jatkuu esittelem\u00e4ll\u00e4 mahdollisia selityksi\u00e4 ty\u00f6ntekij\u00f6iden reaktioille tapahtumiin, jotka selitt\u00e4v\u00e4t ty\u00f6ntekij\u00e4n irtisanoutumista tai ty\u00f6suhteessa jatkamista (mm. Bandura, 1989 ; Deci & Ryan, 1985). Seuraavana luvussa k\u00e4sitell\u00e4\u00e4n ty\u00f6ntekij\u00f6iden mahdollisia p\u00e4\u00e4t\u00f6ksentekoprosesseja liittyen irtisanoutumiseen tai ty\u00f6suhteen jatkamiseen (mm. Lee & Mitchell, 1994). \nT\u00e4m\u00e4n tutkimuksen tulokset sopivat hyvin yhteen aiheesta aiemmin tehdyn tutkimuksen kanssa. Tutkimuksessa esiinnousseita p\u00e4\u00e4teemoja ovat esimerkiksi ty\u00f6n kautta saatujen sosiaalisten kanssak\u00e4ymisten, ty\u00f6ntekij\u00f6iden hyvinvoinnista huolehtimisen ja kehittymismahdollisuuksien tarjoamisen t\u00e4rkeys. T\u00e4m\u00e4 tutkimus tuo lis\u00e4\u00e4 aiempaan tutkimukseen kuvailemalla tarkemmin haastateltavien ajatuksia aiheesta suorien lainausten avulla. \nT\u00e4m\u00e4 tutkimus keskittyi yhden organisaation tilanteen laaja-alaiseen tarkasteluun, joten tulevaa laadullista tutkimusta tarvitaan rajatumman yksitt\u00e4isen ilmi\u00f6n vaikutuksista ty\u00f6ntekij\u00f6iden haluun j\u00e4\u00e4d\u00e4 organisaatioon tai haluun irtisanoutua.", "language": "fi", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.abstract", "value": "Employee turnover has been at an all time high within the past year with examples of the phenomenon named \u201cthe Great Resignation\u201d rising all over the world including e.g., the United States (Work Institute, 2022 ; Achievers, 2022) and Finland (Ellun Kanat, 2022 ; Kauppalehti, 2022). Empoyee turnover is a well-studied area in the management field. However the current post-pandemic environment and the rapidly changing nature of economic sphere make the topic an essential area of research. \nThis study aims to expand the understanding on the expectations and psychological contracts in place between an employer and employee through a case study of a tech company. In total 22 out of 25 employees were interviewed and the interviews were analysed through qualitative methods to allow the interviewees to express their views in their own words. \nThe theory chapter briefly introduces the concepts explaining employer-employee relationship; Social Exchange Theory (e.g., Oparaocha, 2016), Organizational Citizenship Behavior (e.g., Organ, 1988), psychological contracts (e.g., Robinson et al., 1994), and expectations (e.g., Schweitzer & Lyons, 2008). The chapter continues with an overview of employees\u2019 individual thought-processes explaining the reactions leading to either turnover or retainment (e.g. Bandura, 1989 ; Deci & Ryan, 1985) followed by introducing possible paths to turnover (e.g., Lee & Mitchell, 1994). \nThe findings of the study align well with previous studies by highlighting e.g., the importance of fostering quality social interactions, concerning for employees\u2019 well-being and providing opportunities for development. The study adds to previous research on the field by elaborating on the mentions of different factors through direct quotes from the interviews. \nAs this study provided a broad analysis of one specific case organization, the future research may focus on the effects of a more defined concept on employee turnover through qualitative methods.", "language": "en", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Submitted by Paivi Vuorio (paelvuor@jyu.fi) on 2022-08-10T05:37:18Z\nNo. of bitstreams: 0", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Made available in DSpace on 2022-08-10T05:37:18Z (GMT). No. of bitstreams: 0\n Previous issue date: 2022", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.format.extent", "value": "60", "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.subject.other", "value": "psychological contract", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.subject.other", "value": "engagement", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.subject.other", "value": "Organizational Citizenship Behaviour (OCB)", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.title", "value": "What do employees want? : a case study of Finnish Tech Company", "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-202208104002", "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": "Viestinn\u00e4n johtaminen", "language": "fi", "element": "subject", "qualifier": "discipline", "schema": "dc"}, {"key": "dc.subject.discipline", "value": "Corporate Communication", "language": "en", "element": "subject", "qualifier": "discipline", "schema": "dc"}, {"key": "yvv.contractresearch.collaborator", "value": "business", "language": "", "element": "contractresearch", "qualifier": "collaborator", "schema": "yvv"}, {"key": "yvv.contractresearch.funding", "value": "0", "language": "", "element": "contractresearch", "qualifier": "funding", "schema": "yvv"}, {"key": "yvv.contractresearch.initiative", "value": "business", "language": "", "element": "contractresearch", "qualifier": "initiative", "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": "openAccess", "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": "2043", "language": "", "element": "subject", "qualifier": "oppiainekoodi", "schema": "dc"}, {"key": "dc.subject.yso", "value": "vaihtuvuus", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "odotukset", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "ty\u00f6ntekij\u00e4t", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "turnover (replacement)", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "expectations", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "employees", "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.type.okm", "value": "G2", "language": null, "element": "type", "qualifier": "okm", "schema": "dc"}]
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