Workplace Well-Being in the Public Sector 2014

This study charted municipal and church employees' experiences of work conditions and workplace well-being in Finland. The target group of the study comprised Finnish municipal employees insured under the Local Government Pensions Act and employees in parishes, parish unions, cathedral chapters and the Church Council insured under the Evangelical-Lutheran Church Pensions Act. The study was commissioned by Keva, the pension provider for public sector employees in Finland. The respondents were presented with attitudinal statements and asked to evaluate the extent to which they agreed with these statements. The first statements covered satisfaction with superiors, working climate and work atmosphere, occupational stress and physical workload, receiving feedback, and work processes. Some statements also concerned competence requirements of the job as well as whether the employer encouraged personal development. The respondents were also asked about work ability, work-life balance, and the employer's attitude toward continuing to work after retirement age. After the attitudinal statements, the respondents were enquired whether they had, within the previous 12 months, experienced violence or harassment by customers/clients or been bullied or treated unfairly at the workplace by colleagues or superiors. Finally, the respondents' views on their personal work well-being and its development within the previous year were charted, and they were asked whether they felt joy in their work and whether they would recommend their workplace to others. Background variables included field of employment, type of work contract, gender and age group.

本研究针对芬兰市政与教会雇员的工作环境及职场福祉体验展开调研。
本研究的目标群体包含两类雇员：一是依照《地方政府养老金法案》（Local Government Pensions Act）参保的芬兰市政雇员；二是依照《福音路德教会养老金法案》（Evangelical-Lutheran Church Pensions Act）参保的教区、教区联盟、大教堂牧议会及教会理事会雇员。
本研究由芬兰公共部门养老金服务商Keva委托开展。
调研向受访者呈现了一系列态度陈述题，并要求其评估自身对各题的认同程度。首批题项涵盖对上级的满意度、工作氛围与职场环境、职业压力与体力负荷、反馈接收情况以及工作流程；部分题项还涉及岗位的能力要求，以及雇主是否鼓励员工个人发展。
此外，调研还询问了受访者的工作能力、工作与生活平衡情况，以及雇主对其退休后继续工作的态度。
完成态度陈述题作答后，调研人员询问受访者是否在过去12个月内遭遇过客户/服务对象的暴力或骚扰，或是在职场中遭到同事或上级的欺凌与不公平对待。
最后，调研记录了受访者对自身职场福祉及其过去一年变化的看法，并询问其是否能从工作中获得愉悦感，以及是否会向他人推荐自己的工作场所。
本研究的背景变量涵盖就业领域、劳动合同类型、性别与年龄分组。