Working Conditions in the Evangelical Lutheran Church of Finland 2009

Working conditions in the Evangelical Lutheran Church of Finland were charted for the fifth time in 2009. The survey conducted in 2007 has also been archived at FSD. The main themes of the survey were occupational safety, job characteristics and requirements, autonomy at work, job-related training, personnel management, relations with colleagues, and ability to work. First, the respondents were asked to what extent they agree with a number of statements relating to their workplace, workload, decision-making and information at workplace, possibilities to use their professional skills, physical and mental strain, satisfaction with the management/immediate supervisor etc. They were asked how likely they thought it was that they would change jobs, be laid-off, transferred to another job within the workplace or be made redundant over the next five years. Some questions focused on working time, paid or unpaid overtime, wages, possibility to influence own work and work pace. Interpersonal relations were charted with questions about support from and relationships between colleagues and supervisors. Experiences of bullying, sexual harassment and violence at the workplace were investigated. One theme pertained to ability to work. The respondents were asked about their sick leaves, what the workplace had done to maintain employees' ability to work, their own ability to work, and what factors they considered important to be able to continue working as long as possible (for instance, flexible working hours, access to rehabilitation, better occupational health care, better management, less work-related stress, job security etc.) Background variables included the respondent's gender, age, type of job, type of job contract, diocese, number of people in the parish, type of parish, language and whether R worked under the Working Hours Act.

芬兰福音路德教会的工作条件于2009年第五次被系统性地记录。2007年进行的调查亦已存档于芬兰社会科学数据档案库（FSD）。此次调查的主要议题包括职业安全、工作特性与要求、工作自主性、与工作相关的培训、人事管理、同事关系以及工作能力等。首先，受访者被询问他们对与工作场所、工作负荷、决策及工作场所信息相关的若干陈述的认同程度。他们还被问及在接下来的五年内他们认为更换工作、被裁员、在内部调换工作或被解雇的可能性。部分问题聚焦于工作时间、加班（带薪或无薪）、工资、影响个人工作内容及工作节奏的可能性。通过询问同事和上级之间的支持与关系，人际关系的调查也被记录在案。对职场欺凌、性骚扰及暴力行为也进行了调查。其中一个主题关注工作能力。受访者被询问他们的病假情况、工作场所为维护员工工作能力所做的努力、他们自身的工作能力，以及他们认为能够尽可能长时间地继续工作的关键因素（例如，灵活的工作时间、康复服务的可及性、改善的职业健康服务、更有效的管理、减少与工作相关的压力、职业保障等）。背景变量包括受访者的性别、年龄、工作类型、工作合同类型、教区、教区人口数量、教区类型、语言以及R是否在《工作时间法》的约束下工作。