A1 Alkuperäisartikkeli tieteellisessä aikakauslehdessä
Occupational Well-Being Profiles and Learning Climate as an Organizational Resource : A Latent Transition Analysis (2024)
Lehtiniemi, K., Tolvanen, A., Rantanen, J., & Feldt, T. (2024). Occupational Well-Being Profiles and Learning Climate as an Organizational Resource : A Latent Transition Analysis. Employee Responsibilities and Rights Journal, Early online. https://doi.org/10.1007/s10672-024-09512-6
JYU-tekijät tai -toimittajat
Julkaisun tiedot
Julkaisun kaikki tekijät tai toimittajat: Lehtiniemi, Katariina; Tolvanen, Asko; Rantanen, Johanna; Feldt, Taru
Lehti tai sarja: Employee Responsibilities and Rights Journal
ISSN: 0892-7545
eISSN: 1573-3378
Julkaisuvuosi: 2024
Ilmestymispäivä: 30.10.2024
Volyymi: Early online
Kustantaja: Springer Nature
Julkaisumaa: Alankomaat
Julkaisun kieli: englanti
DOI: https://doi.org/10.1007/s10672-024-09512-6
Julkaisun avoin saatavuus: Avoimesti saatavilla
Julkaisukanavan avoin saatavuus: Osittain avoin julkaisukanava
Julkaisu on rinnakkaistallennettu (JYX): https://jyx.jyu.fi/handle/123456789/98035
Lisätietoja: Correction: Occupational Well-Being Profiles and Learning Climate as an Organizational Resource : A Latent Transition Analysis
DOI: 10.1007/s10672-024-09513-5
Tiivistelmä
The aim of the present longitudinal study was to profile the occupational well-being (burnout, work engagement) of highly educated employees (n=442) at three measurement points: in 2017 (T1), 2019 (T2), and 2021 (T3). We were interested in whether profile transitions would occur during the follow-up, and if so, whether the three dimensions of perceived learning climate (facilitation, appreciation, and error avoidance) predict these transitions, and hence function as an organizational-level resource that could help highly educated employees to sustain or improve their occupational well-being. We identified three profiles at each measurement point: (1) burnout, lowered engagement; (2) average exhaustion, high engagement; and (3) low burnout, very high engagement. Latent Transition Analysis indicated that employees both maintained their profiles and made transitions during the follow-up. The findings for the second study period (T2-T3) showed a somewhat less favorable development of occupational well-being. Multinomial Logistic Regression Analysis revealed that perceived learning climate predicted the T2-T3 but not T1-T2 transitions. We conclude that employee well-being can simultaneously comprise both positive and negative states. Although the organizational resource perspective gained some support, this tentative evidence also raises the question of whether employees perceive an appreciative learning climate as more stressful than helpful. Overall, the longitudinal relationship of occupational well-being with the dimensions of perceived learning climate warrants further study.
YSO-asiasanat: työhyvinvointi; työntekijät; uupumus; urakehitys; organisaatiot; työyhteisöt; työtyytyväisyys; seurantatutkimus
Vapaat asiasanat: sustainable careers; organizational resources; occupational well-being; learning climate; latent transition analysis; follow-up study
Liittyvät organisaatiot
OKM-raportointi: Kyllä
VIRTA-lähetysvuosi: 2024
Alustava JUFO-taso: 1
