Browsing by Subject "latent profiles"

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  • Salmela-Aro, Katariina; Upadyaya, Katja; Vinni-Laakso, Janica; Hietajärvi, Lauri (2021)
    This longitudinal study examined school engagement and burnout profiles among early and middle adolescents before and during COVID-19, and within-class latent change and stability in students' socio-emotional skills the profiles. The longitudinal data were collected in fall 2019 and 2020 from 1381 5th to 6th, and 1374 7th to 8th grade students. Using repeated measures latent profile analyses based on school engagement and burnout we identified five study well-being change profiles in both samples showing structural similarity: normative (53% sample 1; 69% sample 2), moderate-decreasing (4%; 5%), high-decreasing (17%; 10%), low-increasing (6%;7%) and moderate-increasing (20%; 10%) groups. The groups with increasing study well-being showed simultaneous increase in intrapersonal socio-emotional competencies but showed less changes in interpersonal outcomes.
  • Upadyaya, Katja; Salmela-Aro, Katariina (2020)
    Background and Objectives:Latent profiles of employees' job burnout (e.g., exhaustion, cynicism, feelings of inadequacy) and work engagement (e.g., energy, dedication, absorption) were examined. Moreover, the role of social work-related (multicultural, interpersonal, and project work demands) and personal demands (relationship demands) and social work-related resources (servant leadership, team climate) and personal resources (resilience, self-efficacy) in predicting the latent profiles were examined. Design:This study is a part of an Occupational Health Study in which 766 employees participated twice. Methods:The results were analyzed using latent profile analysis. Results:Two longitudinal profiles of burnout and engagement could be identified, namely high engagement (84% of the participants) and increasing burnout (16%) profiles. Employees who experienced high work-related social resources (servant leadership) and high personal resources (resilience, self-efficacy) were more likely to belong to the high engagement group than to the increasing burnout group. Employees who experienced high work-related social demands (multicultural, interpersonal, and project work demands) and personal social demands (relationship demands) more often belonged to the increasing burnout group. Conclusions:Social resources may help in promoting employees' job engagement, whereas social demands are often associated with increasing burnout symptoms.