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dc.contributor.authorHyvönen, Katriina
dc.contributor.authorFeldt, Taru
dc.contributor.authorKinnunen, Ulla
dc.contributor.authorTolvanen, Asko
dc.date.accessioned2016-03-09T06:24:35Z
dc.date.available2016-03-09T06:24:35Z
dc.date.issued2011
dc.identifier.citationHyvönen, K., Feldt, T., Kinnunen, U., & Tolvanen, A. (2011). Changes in personal work goals in relation to the psychosocial work environment: A two-year follow-up study. <em>Work & Stress</em>, 25 (4), 289-308. <a href="http://dx.doi.org/10.1080/02678373.2012.630587">doi:10.1080/02678373.2012.630587</a>
dc.identifier.otherTUTKAID_47802
dc.identifier.urihttps://jyx.jyu.fi/handle/123456789/49028
dc.description.abstractAssociations between changes in the psychosocial work environment and changes in personal work goals were investigated in a two-wave, two-year longitudinal study. Psychosocial work environment was studied within the context of the Effort–Reward Imbalance model (ERI; Siegrist, 1996). The participants consisted of 423 young Finnish managers. Their most important personal work goals were categorized into seven content categories of competence, progression, well-being, job change, job security, organization, and finance at both measurement times. There were differences, especially in changes in the career opportunities factor of reward, between participants whose goals changed during the study. First, those who became engaged in job change goals also reported a decrease in rewards between T1 and T2, whereas participants who became engaged in competence or organizational goals also reported an increase in rewards over time. Second, participants who disengaged from job change goals reported an increase in reward and a reduction in effort–reward imbalance. Finally, a reduction in rewards and an increase in ERI were accompanied by disengagement from job security goals. The study highlights the central role of psychosocial factors, and in particular the reward factor of career opportunities, in goal pursuit. These results can have implications for the occupational well-being of employees.
dc.language.isoeng
dc.publisherRoutledge, Taylor & Francis groups
dc.relation.ispartofseriesWork & Stress
dc.relation.urihttp://www.tandfonline.com/doi/pdf/10.1080/02678373.2012.630587
dc.subject.otherpsykososiaalinen työympäristö
dc.subject.otherhenkilökohtaiset työtavoitteet
dc.subject.othertavoitteiden sisällöt
dc.subject.otherponnistelut
dc.subject.otherpalkkiot
dc.subject.otherponnisteluiden ja palkkioiden epäsuhta
dc.subject.otherjohtajat
dc.subject.otherpsychosocial work environment, personal work goals, goal contents, effort
dc.subject.otherreward, effort-reward imbalance, managers
dc.titleChanges in personal work goals in relation to the psychosocial work environment: A two-year follow-up study
dc.typearticle
dc.identifier.urnURN:NBN:fi:jyu-201603011731
dc.contributor.laitosPsykologian laitosfi
dc.contributor.laitosDepartment of Psychologyen
dc.contributor.oppiainePsykologia
dc.type.urihttp://purl.org/eprint/type/SubmittedJournalArticle
dc.date.updated2016-03-01T13:15:08Z
dc.type.coarjournal article
dc.description.reviewstatuspeerReviewed
dc.format.pagerange289-308
dc.relation.issn0267-8373
dc.relation.volume25
dc.type.versionacceptedVersion
dc.rights.copyright© 2011 Taylor & Francis. This is a final draft version of an article whose final and definitive version has been published by Routledge, part of Taylor & Francis group.
dc.rights.accesslevelopenAccessfi
dc.relation.doi10.1080/02678373.2012.630587


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