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The purpose of this paper is to investigate the impact of personal resources on knowledge workers’ job engagement in the contemporary economy. Work itself and work environments are currently undergoing fundamental changes. As such, the focus of engagement research is shifting to an interest in personal resources and the psychological capital of knowledge workers.

This paper proposes a theoretical model based on a modern interpretation of the conservation of resources theory concerning the relationship between personal resources (self-efficacy, organization-based self-esteem and satisfaction with life) in relation to the three dimensions of job engagement (physical, emotional and cognitive). The proposed model is tested with structural equation modelling (LISREL).

The results from the analysis of data collected from Finnish university graduates (N = 103) show that the three dimensions of job engagement are strongly influenced by organization-based self-esteem and satisfaction with life but, surprisingly, not by self-efficacy.

Through understanding the impact of personal resources on knowledge workers’ job engagement, organizations can enhance their human relations management practices and develop better support mechanisms for their knowledge workers.

This paper provides empirical evidence for the influence of personal resources on knowledge workers’ job engagement. There is a lack of empirical studies on knowledge workers’ job engagement in the contemporary economy. The changing nature of the way work is being carried out in the contemporary economy raises the importance of personal resources as a key resource for knowledge workers’ job engagement.

This paper focuses on how gendered processes of working life are (re)constructed and are also challenged discursively in paid and volunteer care and work in reception centers. The purpose of this paper is to show how caring work with asylum seekers can both enhance the traditional gender order and challenge it through enabling men to have opportunities to care.

The data were produced through qualitative interviews among paid workers and volunteers in reception centers, and analyzed through a discourse analysis approach.

Three discourses of care and work were identified: a discourse on solidarity and care; a discourse on control and order; and a discourse on caring men. The findings show that traditional attitudes toward gender are easily discerned in other cultures, but not as easily recognized in the everyday processes near at hand. Gender order is retained through traditional roles, which also reflects conventional attitudes in a society often seen as a model country for equality. However, change is possible, and one core issue is the need to involve men in care work and caring in general.

The findings can be applicable to the deconstruction of traditional gender order in working life; to the disclosure of gendered xenophobia in work with asylum seekers, in particular through dialogue with “Others”; and to the enabling of care by men.

Little previous research has been done on care in reception centers and care as a gendered activity with value. In the future many countries are likely to encounter increases in asylum seekers, and therefore, intersections of gender and ethnicity are of importance in societies as regards migration, work and care.

The purpose of this paper is to enhance the understanding of paternalistic leadership behaviour in the Finnish organisational context by investigating its relationship with Chinese immigrant employees’ occupational well-being.

This research was based on a survey of 117 Chinese immigrants working in Finland. The snowball sampling method was adopted in the present research.

The findings show that the dimensions of paternalistic leadership, specifically benevolent leadership behaviour, can be influential in Chinese immigrant knowledge workers’ occupational well-being in the Finnish organisational context.

Paternalistic leadership style can also make sense in a Western organisational context, especially when dealing with well-being among immigrant employees from China or other Asian countries.

Some misunderstanding of paternalistic leadership behaviour in Western societies may impede the theory’s further development. The study enhanced the understanding of paternalism in the Finnish organisational context by illuminating the effect of paternalistic leadership on Chinese immigrant employees’ occupational well-being.

The purpose of this paper is to explore if an expatriate’s career situation at the level of the couple (single career couple (SCC)/dual career couple (DCC)) is related to the expatriate’s work-to-personal-life conflict (WLC) and if the expatriate’s gender is related to WLC. The authors also investigate if the level of WLC is different for men and women in a DCC or SCC (interaction).

The study was conducted among 393 Finnish expatriates who were in a relationship and were working. A moderated hierarchical regression was utilized in the data analysis.

Gender or DCC/SCC status was not separately related to WLC but an interaction effect between gender and a couple’s career status on WLC was significant. In DCC couples, women experienced more WLC than men. In SCC couples, women experienced less WLC than men.

The findings indicate that organizations should develop practices to support both DCCs and SCCs, for instance, by providing mentors for expatriates and their family members, or through organizing family events for company employees. Couples should also negotiate their roles and responsibilities in both the personal life and work-life spheres before moving abroad and also during the time they live abroad, especially women involved in a DCC and men involved in an SCC.

This is the first study focusing on expatriates’ WLC that simultaneously takes account of how the gender and career situation of the couple are related to it.

The effective management of inter-organizational integration is central to complex projects. Such projects pose significant challenges for integration, as organizations struggle with constantly changing inter-organizational interdependencies and must develop and adapt integration mechanisms to meet new demands. The purpose of this paper is to understand what kinds of integration mechanisms are used and how they are developed and adjusted during the infrastructure alliance projects.

This study provides empirical evidence of integration dynamics in project alliancing by analyzing two infrastructure alliance projects – a complex tunnel construction project and a railway renovation project. The research approach is an inductive case study.

This paper identifies integration mechanisms adopted in two case projects and three central triggers that led to changes in the integration mechanisms: project lifecycle phase, unexpected events and project team’s learning during the project.

Integration capability should be a precondition for alliance project organizations and requires the adoption of a wide range of integration mechanisms, as well as an ability to adjust those mechanisms in response to everyday dynamics and emergent situations.

Although unplanned contingencies and the responses to them represent important influences in organizations, there is limited amount of research on the dynamics of integration. The findings will be of value in supporting the management of inter-organizational integration in complex, uncertain and time-critical construction projects.

Both governments and the food industry are interested in plant-based products. New products are advertised as climate-friendly, with plant-based materials increasingly replacing animal-based content. In Finland, oat milk dominates the plant-based milk market. The authors studied what features young and urban users of plant-based and cow's milk value in oat milk for coffee and how the preferences of the users relate to ethical food-choice motives.

In total, 308 students filled in an e-questionnaire. The survey used best-worst scaling (BWS), a discrete choice approach, to measure the perceived values related to oat milk characteristics. The ethical motives were measured by a version of the Lindeman and Väänänen scale. Also the respondents' diets were asked. Preference clusters were identified and viewed with the ethical food-choice motives and diets.

The respondent group that exclusively used cow's milk attached more value to taste, added nutritional elements, discounts and recommendations by friends. The rest of the respondents attached more value to origin and sustainability-related features of oat milk. In the six-cluster solution, one extreme cluster was valuing taste and the other was valuing sustainability-related issues. All the ethical food-choice motives: ecological welfare, political values and religion were (roughly) the higher the cluster valued sustainability-related items. The respondents eating meat were more likely to belong to the clusters valuing taste than non-meat eaters that belong more likely to clusters valuing sustainability-related features.

Very few earlier studies have explored the heterogeneity of valuations of plant-based products and the products' relationship with ethical food-choice motives.

Successful firms are important sources of productivity, employment and economic stability in societies. As the micro-level origins of firm innovations are increasingly attracting attention amongst innovation scholars, the purpose of this study is to investigate the role of managerial innovativeness, i.e. small firm managers' innovative behaviour for firm performance. Specifically, the present study investigates managerial innovativeness as a predictor of small firms' product innovativeness and market performance.

This research model suggests that managerial innovativeness is positively linked to firms' market performance and that product innovativeness partially mediates the relationship between managerial innovativeness and market performance. The model was tested using partial least squares structural equation modelling (PLS-SEM) with a dataset (N = 93) collected from small logistics firms in South-Eastern Finland.

The findings support the authors' hypotheses and show that managerial innovativeness had a direct effect on firms' product innovativeness and market performance. The authors also found that firms' product innovativeness mediated the relationship between managerial innovativeness and firms' market performance.

This is one of the few studies that shed light on and show that managerial innovativeness is significantly and positively related with small firms' product innovativeness and market performance, whereas earlier research tended to focus on managers' personalities, traits, characteristics or managerial actions, leaving managerial innovativeness unexplored.

Appearance-based discrimination in workplaces based on an employee's physical appearance is a legal and ethical problem. This study provide important research findings concerning such discrimination in Estonia.

A qualitative case study strategy and narrative inquiry were used. The information which was gathered for the research consists of three cases which concern appearance-based discrimination against young women. Information for two of the cases was gathered together by means of open interviews. Information for the third case is based on articles which were found in Estonian daily newspapers.

Covert and overt discrimination based on an employee's physical appearance can occur in Estonian workplaces, even though discrimination and inequality are not tolerated in public and all forms of discrimination are illegal in Estonia. The appearance norms, which frame perceptions of attractiveness and unattractiveness, may at times be rather narrow and stereotypical in Estonian workplaces. The attempts by employees to resist such discrimination in an early phase of the employees' careers are generally not successful.

Through real-life cases, this study makes empirically visible a problem at the workplace related to employees' physical appearance in Estonia. This study makes suggestions for preventing this kind of discrimination in organisations. Narrative inquiry offers a fruitful approach for how researchers can address a sensitive problem, such as the appearance-based discrimination against the employees discussed in this study.

This study examines the information literacy practices of young video bloggers, focusing on the ways in which they construct their cognitive authority through a health-related information creation process.

This study draws upon socially oriented information literacy research and nexus analysis as its methodological framework. Data, including YouTube videos, theme interviews and video diaries, were collected with three Finnish video bloggers and qualitatively analysed using nexus analytical concepts to describe the central elements of social action.

The study shows that video bloggers employ several information practices during the information creation process, including planning, information-seeking, organization, editing and presentation of information. They construct their cognitive authority in relation to their anticipated audience by grounding it on different types of information: experience-based, embodied and scientific. Trustworthiness, emphasized with authenticity and genuineness, and competence, based on experience, expertise and second-hand information, were recognized as key components of credibility in this context.

This study increases the understanding of the complex ways in which young people create information on social media and influence their audiences. The study contributes to information literacy research by offering insights into the under-researched area of information creation. It is among the few studies to examine cognitive authority construction in the information creation process. The notion of authority as constructed through trustworthiness and competence and grounded on different types of information, can be taken into account in practice by information professionals and educators when planning information literacy instruction.

Project alliancing – a project delivery model used in delivering complex projects – demands new organizational capabilities for successful project implementation. The purpose of this paper is to define the concept of project alliance (PA) capability and to identify the elements that constitute an organization’s PA capability.

This study provides empirical evidence of PA capability based on an investigation of participants’ experiences of Finnish construction and infrastructure alliance projects. The adopted research approach is qualitative and inductive.

The paper conceptualizes PA capability and defines the elements that constitute an organization’s PA capability, including important activities in the pre-formation, development and post-formation phases of PAs and the contractual, behavioral, relational, and operational skills that organizations need for successful alliance project initiation and implementation.

The identified alliance project activities are targets for routinization and best practices that organizations can deploy from one project to another. The identified skills indicate areas in which organizations should build and develop expertise.

There is limited empirical research on the elements defining an organization’s capability to bid, manage and operate in alliance projects. This study presents some preliminary thoughts to augment knowledge of the successful initiation and management of alliance projects and to suggest why some organizations may be more successful than others in alliance projects.