How are you feeling? Open survey on well-being at work

Work engagement

A positive affective-motivational state at work that is characterized by vigor, dedication, and absorption.

Job satisfaction

A pleasurable or positive emotional state resulting from an appraisal of one’s job or job experiences.

Workaholism

A high but negative level of alertness and an obsessive, uncontrollable tendency to focus excessively on work in a way that interferes with other aspects of life and is therefore a health risk.

Burnout

A chronic work-related stress syndrome that is characterised with chronic exhaustion , mental distance (cynicism), cognitive impairment, and emotional impairment.

Job boredom

An a motivational unpleasant state in which employees lack interest in their work activities, and have difficulties in concentrating on them.

There are many factors to work ability

The experiences that the How are you feeling? -well-being test examines are linked to work ability. Work engagement in particular is known to have a positive impact on work ability, whereas advanced, untreated burnout may even lead to work disability.

Work ability is the compatibility and balance between individual capability and the demands of work. Work ability is based on physical and mental health and functional capacity. It is also influenced by factors like social functioning, skills and the values, attitudes and motivation towards work. Working conditions, the work community and management also have an impact on work ability.

The test assesses your well-being at work through the feelings you experience about your job and your level of alertness related to your work.

The combination of these dimensions indicates a positive or negative experience of well-being at work. Positive experiences are work engagement and job satisfaction, while the negative experiences are burnout, boredom at work and workaholism.

The classification and measurement of the different dimensions of well-being at work in the traffic light model is based on the data collected in the ‘Resilient employees in changing work life’ project, which represents the Finnish working-age population. Your results are therefore based on the prevalence of similar experiences of well-being at work among the Finnish working population.

The data for the population survey was collected between November 2019 and January 2020, with 1593 participants.

• Work engagement: Schaufeli, W. B., Shimazu, A., Hakanen, J. J., Salanova, M., & De Witte, H. (2019). An ultra-short measure for work engagement: The UWES-3. Validation across five countries. European Journal of Psychological Assessment. 35, 4, 577-591.
• Job satisfaction: For example Wanous, J. P., Reichers, A. E., & Hudy, M. J. (1997). Overall job satisfaction measures: How good are single-item measures? Journal of Applied Psychology, 82, 247–252.
• Workaholism: Andreassen, C. S., Griffiths, M. D., Hetland, J., & Pallesen, S. (2012). Development of a work addiction scale. Scandinavian Journal of Psychology, 53, 265-272.
• Burnout:
  • Schaufeli, W. B., Desart, S., & De Witte, H. (2020). Burnout Assessment Tool (BAT) — development, validity, and reliability. International Journal of Environmental Research and Public Health, 17:9495.
  • Hakanen, J.J., Kaltiainen, J. (2022). Työuupumuksen arviointi Burnout Assessment Tool (BAT)-menetelmällä. Työterveyslaitos: Helsinki. https://www.julkari.fi/handle/10024/145527.
• Job boredom: Reijseger, G., Schaufeli, W. B., Peeters, M. C. W., Taris, T. W., van Beek, I., & Ouweneel, E. (2013). Watching the paint dry at work: psychometric examination of the Dutch Boredom Scale. Anxiety, Stress, & Coping, 26, 508-525.
• Work ability: Tuomi, K., Ilmarinen, J., Martikainen, R., Aalto, L., & Klockars, M. (1997). Aging, work, life-style and work ability among Finnish municipal workers in 1981-1992. Scandinavian Journal of Work, Environment & Health, 23 Suppl 1, 58-65.