Finnish Working Life Barometer 2014

The annual survey studied employee opinion on the quality of working life in Finland. Main themes included organisation of work, development opportunities and flexibility, wages, workplace bullying, capacity to work, and changes in working life. Questions in the barometer have mainly remained the same each year. For the 2014 collection round, new questions were added about ideas on the development of the workplace, flexible working time, method of agreeing on the wage and social media. Questions about management and leadership were not included this time. First, the respondents were asked how many years they had worked for the employer they were working for at the time, whether they were in a management position, and how many persons worked at the workplace. Changes in the number of staff, distribution of work and tasks, and implementation of new working methods and systems over the past 12 months were charted. Psychosocial working environment was charted with questions about openness, encouragement and equality in the workplace, job stability, and opportunities for employees to develop and apply new ideas. Further questions covered measures taken to improve health of employees, safety of work environment, and skills of employees. Discrimination at work based on ethnic group, age, gender and type of job contract was explored. Incidents of bullying, harassment and violence at work were surveyed. Next set of questions investigated the respondents' membership in a trade union or professional association, flexible working time arrangements at the workplace, pay and bonus systems, and satisfaction with pay level. The respondents' participation in job-related training and development of the workplace was investigated. Use of social media, such as Facebook, Twitter and blogs, in the performance of work tasks was charted. Autonomy at work was charted by asking about influence over own work tasks and working pace, over the distribution of work in the workplace, and about working to a tight schedule. The respondents were asked about working outside the main workplace (at home, client's office, in the field) in the past 12 months, and work-related calls, emails and messages they had had to attend to outside their official working hours. One set of questions investigated the employees' perceived workload, capacity to work, estimate of own mental and physical capacity to work, sickness absences, long-term illnesses and disabilities, and hindrance caused by illness/disability at work. The respondents were asked how likely they thought it was that they would be dismissed or laid off, or that their tasks would be changed over the next year. Views were probed on the likelihood of getting an equal job if they became unemployed, on the general employment situation in Finland, possible changes in working life in general, and the employer's financial situation. Finally, the respondent's emotional state was investigated with a few questions. Background variables from the Labour Force Survey 2014 were utilised in the Finnish Working Life Barometer. Background variables included, among others, the respondent's year of birth, age, gender, region, type of municipality, education, economic activity, status in employment, industry of employment, occupational group, employer type, type of contract, weekly working hours, and additional jobs.

本年度调查深入探讨了芬兰员工对于工作生活质量的观点。主要议题涵盖工作组织结构、职业发展机会与灵活性、薪酬、职场欺凌、工作能力以及工作生活变迁等方面。晴雨表中的问题在历年中基本保持一致。在2014年的收集周期中，新增了关于职场发展理念、弹性工作时间、工资协商方式及社交媒体使用等方面的问题。本次调查未涉及管理与领导相关的问题。首先，受访者被问及他们在当时受雇的雇主处工作了多少年，是否担任管理职位，以及工作场所的员工人数。在过去12个月内，对员工人数、工作分配与任务分配以及新工作方法与系统的实施进行了跟踪记录。通过关于职场开放性、鼓励与平等、职业稳定性以及员工发展和应用新想法机会等问题，对心理社会工作环境进行了评估。进一步的问题涵盖了提升员工健康、工作环境安全以及员工技能所采取的措施。调查了基于种族、年龄、性别和合同类型的工作场所歧视现象。对工作场所中的欺凌、骚扰和暴力事件进行了调查。下一组问题探讨了受访者是否属于工会或专业协会、工作场所的弹性工作时间安排、薪酬和奖金制度以及对于薪酬水平的满意度。调查了受访者参与与工作相关的培训以及职场发展的情况。记录了在工作任务中社交媒体（如Facebook、Twitter和博客）的使用情况。通过询问对自身工作任务和节奏、工作场所工作分配以及紧凑工作日程的影响力，对工作自主性进行了评估。受访者被问及在过去12个月内是否在主要工作场所之外（如家中、客户办公室、野外）工作，以及是否需要在正式工作时间之外处理与工作相关的电话、电子邮件和消息。一组问题调查了员工感知的工作量、工作能力、对自己心理和生理工作能力的估计、病假、长期疾病和残疾，以及疾病/残疾对工作造成的阻碍。受访者被问及他们认为在未来一年内被解雇或裁员，或工作任务被改变的可能性有多大。调查了如果他们失业，找到同等工作的可能性、芬兰的总体就业形势、工作生活可能发生的总体变化以及雇主财务状况的看法。最后，通过几个问题调查了受访者的情绪状态。芬兰工作生活晴雨表利用了2014年劳动力调查的背景变量，包括受访者的出生年份、年龄、性别、地区、市政类型、教育、经济活动、就业状况、就业行业、职业群体、雇主类型、合同类型、每周工作时间以及额外工作等。