Janne Kaltiainen
Biographic Data
| ID | 5790455 |
|---|---|
| NAME | Janne Kaltiainen |
| GIVEN NAMES | Janne |
| FAMILY NAME | Kaltiainen |
| SIGNATURE | KALTIAINEN J |
| AFFILIATIONS | Finnish Institute of Occupational Health |
| ORCID | 0000-0002-9673-007X |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 5 |
| AUTHOR COUNT | 7 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2020 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Antecedents and implications of changes in social identification at work amongst teleworkers
Social identification evolves differently across teleworker subgroups. • One-third of teleworkers belonged to risk groups with declining identification. • Low initial identification may further decrease, indicating polarization. • Low tenure, interaction, fairness, and support increase risk group membership. • Risk group membership predicts lower well-being and higher turnover intentions
Work Engagement
Work engagement refers to an enduring, positive, affective-motivational state of employee well-being. Specifically, work engagement is a state of mind that is characterized by vigor, dedication, and absorption. In this review, after a brief introduction to other conceptualizations of engagement at work, we discuss the temporal and social aspects of work engagement and the main theoretical perspectives from which it is investigated. We also summar…
The burnout-depression conundrum
This research seeks to contribute to the ongoing discussion about the distinctive nature of burnout and depression. In a first study, we relied on employee samples from four European countries (N = 5199; 51.27% women; Mage = 43.14). In a second study, we relied on a large sample of patients (N = 5791; 53.70% women; Mage = 39.54) who received a diagnosis of burnout, depressive episode, job strain, or adaptation disorder. Across all samples and sub…
Why increase in telework may have affected employee well-being during the Covid-19 pandemic? The role of work and non-work life domains
Given that millions of employees switched to mandatory telework during COVID-19, and as teleworking practices are likely to continue, it is essential to understand the potential impact of mandatory and non-flexible teleworking practices on employee well-being. Drawing on Conservation of Resources theory, we find support for resource gains as increase in job control mediates the link between increases in teleworking and improvements in well-being …
Job boredom as an antecedent of four states of mental health
Our two-wave study suggests that job boredom, a motivational state of ill-being in the work domain, spills over into general mental health by decreasing life satisfaction and positive functioning and increasing anxiety and depression symptoms. Our findings contribute to the understanding of the potential detrimental effects of job boredom and its nomological network. From a practical perspective, workplaces are adviced to improve working conditio…
Social courage promotes organizational identification via crafting social resources at work
What may individuals themselves do to enhance their identification with their employer organization? Does being socially courageous promote such formation of identity? If so, does this process occur because those who are socially courageous also proactively foster positive relationships and collaboration amongst co-workers and thus enhance social resources at work? Answering these questions is essential given that positive relationships and ident…
Merger-specific trust cues in the development of trust in new supervisors during an organizational merger
Organizational mergers and subsequent restructurings often create situations in which employees are assigned a new supervisor and they start to form a new relationship. In this study, we investigated how the development of trust in a new supervisor is affected by trust cues specific to the merger context. We conducted a quasi-experiment using three-wave longitudinal data to follow the development of trust throughout two years. About half of the p…
Social courage promotes organizational identification via crafting social resources at work
What may individuals themselves do to enhance their identification with their employer organization? Does being socially courageous promote such formation of identity? If so, does this process occur because those who are socially courageous also proactively foster positive relationships and collaboration amongst co-workers and thus enhance social resources at work? Answering these questions is essential given that positive relationships and ident…
Merger-specific trust cues in the development of trust in new supervisors during an organizational merger
Organizational mergers and subsequent restructurings often create situations in which employees are assigned a new supervisor and they start to form a new relationship. In this study, we investigated how the development of trust in a new supervisor is affected by trust cues specific to the merger context. We conducted a quasi-experiment using three-wave longitudinal data to follow the development of trust throughout two years. About half of the p…
Why increase in telework may have affected employee well-being during the Covid-19 pandemic? The role of work and non-work life domains
Given that millions of employees switched to mandatory telework during COVID-19, and as teleworking practices are likely to continue, it is essential to understand the potential impact of mandatory and non-flexible teleworking practices on employee well-being. Drawing on Conservation of Resources theory, we find support for resource gains as increase in job control mediates the link between increases in teleworking and improvements in well-being …
Job boredom as an antecedent of four states of mental health
Our two-wave study suggests that job boredom, a motivational state of ill-being in the work domain, spills over into general mental health by decreasing life satisfaction and positive functioning and increasing anxiety and depression symptoms. Our findings contribute to the understanding of the potential detrimental effects of job boredom and its nomological network. From a practical perspective, workplaces are adviced to improve working conditio…
Social courage promotes organizational identification via crafting social resources at work
What may individuals themselves do to enhance their identification with their employer organization? Does being socially courageous promote such formation of identity? If so, does this process occur because those who are socially courageous also proactively foster positive relationships and collaboration amongst co-workers and thus enhance social resources at work? Answering these questions is essential given that positive relationships and ident…
The burnout-depression conundrum
This research seeks to contribute to the ongoing discussion about the distinctive nature of burnout and depression. In a first study, we relied on employee samples from four European countries (N = 5199; 51.27% women; Mage = 43.14). In a second study, we relied on a large sample of patients (N = 5791; 53.70% women; Mage = 39.54) who received a diagnosis of burnout, depressive episode, job strain, or adaptation disorder. Across all samples and sub…
Antecedents and implications of changes in social identification at work amongst teleworkers
Social identification evolves differently across teleworker subgroups. • One-third of teleworkers belonged to risk groups with declining identification. • Low initial identification may further decrease, indicating polarization. • Low tenure, interaction, fairness, and support increase risk group membership. • Risk group membership predicts lower well-being and higher turnover intentions
Work Engagement
Work engagement refers to an enduring, positive, affective-motivational state of employee well-being. Specifically, work engagement is a state of mind that is characterized by vigor, dedication, and absorption. In this review, after a brief introduction to other conceptualizations of engagement at work, we discuss the temporal and social aspects of work engagement and the main theoretical perspectives from which it is investigated. We also summar…
Psychology (5 works) · Social Psychology (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Clinical Psychology (3 works) · Work-Family Balance Challenges (3 works) · Boredom (2 works) · Burnout (2 works) · Business (2 works) · Medicine (2 works) · Organizational identification (2 works)