Finnish Working Life Barometer 2023

The annual survey studied employee opinion on the quality of working life in Finland. Main themes included organisation of work, development opportunities and flexibility, learning and training at work, wages, workplace bullying, capacity to work, and changes in working life. Questions in the barometer have mainly remained the same each year. The questionnaire, target population and collection method of the survey were changed for the 2021 collection round. First, the respondents were asked about the number of people employed at their workplace and changes in the number of staff in the past 12 months. Satisfaction in the working environment was charted with questions about openness, encouragement, trust and equality in the workplace. Further questions covered measures taken to improve employees' capacity to work and safety of work environment. The respondents were asked whether their place of work supported its employees in learning and trying new things, and whether they had taken part in job-related training in the past 12 months and received a salary during that time. Participation in job-related training through different methods (e.g. with a mentor, self-study) in the past 12 months was surveyed. The respondents were also asked whether in the past 12 months they had developed their skills and competence so that they could work in a new role in the future, and whether they had received new tasks or responsibilities at their job that had required them to learn new things. The next set of questions focused on flexible working time arrangements at the workplace, pay systems, satisfaction with the pay level, and digital tools as part of work. Autonomy at work was surveyed 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. Remote work was investigated with questions on whether the respondents had worked remotely in the past 12 months and whether they felt they could influence how much remote work they did. The use of digital tools, AI-based tools, virtual workspaces, and social media services as part of work tasks was also charted. One set of questions investigated the employees' perceived workload, capacity to work, estimates of own mental and physical capacity to work, and sickness absences. Discrimination at work based on factors such as ethnic group, age, gender, sexual orientation, and health status was explored. Incidents of bullying, sexual harassment and violence at work were also surveyed. Additionally, the respondents' experiences of stress, mental exhaustion, inability to focus, togetherness and excitement related to work were surveyed. The respondents were asked how likely they thought it was that they would be temporarily laid off or made redundant. Views were probed on the respondents' likelihood of getting an equal job if they became unemployed and what they would do if they became unemployed (e.g. apply for a new job in the same field, apply for a new job in a different field, become self-employed, get a job abroad). The respondents were also asked about the non-competition agreements. Finally, the respondents' membership of trade unions and unemployment funds was surveyed. Background variables included, among others, the respondent's year of birth, age, gender, status in employment, employer type, industry of employment, type of contract, and weekly working hours.

本年度调查深入探究了芬兰员工对工作生活质量的看法。主要议题涵盖了工作组织、发展机遇与灵活性、职场学习与培训、薪酬、职场欺凌、工作能力以及工作生活变迁等方面。调查问卷中的问题在历年中基本保持一致。然而，在2021年的收集周期中，问卷、目标人群及收集方法均有所调整。首先，调查对象被询问其工作场所的员工人数以及过去12个月内员工数量的变化。通过关于开放性、鼓励、信任与职场平等性的问题，对工作环境满意度进行了评估。进一步的问题涵盖了为提升员工工作能力和工作环境安全性所采取的措施。调查对象还被问及其工作场所是否支持员工学习新事物，以及他们过去12个月内是否参加了与工作相关的培训并在培训期间获得薪酬。过去12个月内，通过不同方式（如导师指导、自学）进行的与工作相关的培训参与情况也被纳入调查范围。调查对象还被问及在过去12个月内，他们是否提升了自己的技能和胜任力，以便未来能够承担新的角色，以及是否在工作中接到了需要学习新知识的新任务或责任。下一组问题聚焦于工作场所的弹性工作时间安排、薪酬体系、对薪酬水平的满意度，以及作为工作一部分的数字工具。通过询问对自身工作任务的掌控、工作节奏的调整、工作场所工作分配的决策以及紧张的工作日程，对工作自主性进行了调查。通过问题探究了调查对象在过去12个月内是否远程工作，以及他们是否觉得自己能够影响远程工作的数量。作为工作任务的组成部分，对数字工具、基于AI的工具、虚拟工作空间以及社交媒体服务的使用情况也进行了统计。一组问题调查了员工对工作负荷的认知、工作能力、对自身心理和生理工作能力的估计，以及病假情况。调查了基于种族、年龄、性别、性取向和健康状况等因素的职场歧视现象。对职场欺凌、性骚扰和暴力事件也进行了调查。此外，还调查了调查对象在压力、心理疲惫、注意力不集中、归属感和工作兴奋感方面的经历。调查对象还被问及他们认为自己在短期内被临时解雇或失业的可能性有多大。探讨了调查对象失业后获得同等工作的可能性，以及他们失业后会采取的措施（例如，在同一领域申请新工作、在不同领域申请新工作、成为自雇者、在国外找工作）。调查对象还被问及关于非竞争协议的看法。最后，调查了调查对象是否加入工会和失业基金的情况。背景变量包括但不限于调查对象的出生年份、年龄、性别、就业状态、雇主类型、就业行业、合同类型以及每周工作时间等。