Industrial Relations, Trust and Local Bargaining 1999

A survey of working life in 21 different workplaces. Staff views on local bargaining, workplace climate, labour relations, workplace relations and workplace change were studied. Respondents were asked about their status in employment, duties, contract type, working hours and payment systems. Changes in different features of work over the past three years were charted. Opinions on the likelihood of certain changes happening in the next two years were probed (e.g. dismissal, transfer to other job, shortened working hours, higher wages, more independence at work). The survey carried a set of attitudinal statements relating to the respondent's workplace, its organisation, degree of trust in the workplace and workplace relations. One topic covered the communication in the workplace: sources of information, reliability and openness of information. Respondents indicated which factors decreased or increased their job satisfaction (e.g. job insecurity, management, lack of esteem, clients, sense of achievement). Experiences of conflict in the workplace and the respondent's commitment to the organisation and to his/her trade union were studied. Trade union membership and participation in union activities were surveyed. Respondents' perceptions of trade unions were charted with the help of several statements. Another set of attitudinal statements covered views on local bargaining and central bargaining: respondents were asked which issues (e.g. pay determination, working hours, changing the duties of an employee) should be decided at which bargaining level (employer alone, legislation, collective agreements, local agreement between worker representatives and employer representatives, agreement between the employer and the employee). One topic pertained to which issues already were or, in the respondent's opinion, should be agreed locally in their workplace. Respondents were asked whether the management and trade union representatives take notice of the wishes of the personnel when developing the organisation. The relations and degree of trust between managers, local trade union representatives and employees were charted. Respondents also evaluated the competence of executives and worker representatives in financial and human resources management. Background variables included the department/office of the organisation where the respondent works, respondent's sex, year of birth, marital status, basic and vocational education.

本调研对21个工作场所的职场生活进行了全面考察。调研内容涵盖员工对地方协商、工作环境、劳动关系、工作关系以及工作变革的看法。受访者在就业状况、职责、合同类型、工作时间及薪酬体系等方面提供了个人情况。此外，对过去三年中工作各方面特征的变化进行了跟踪记录。调研还探究了受访者对未来两年内某些变革发生的可能性所持观点（例如：解雇、调岗、缩短工作时间、提高工资、增加工作独立性等）。调研还包括了一系列与受访者工作场所、其组织结构、对工作场所信任程度及工作关系相关的态度陈述。其中一项内容涉及工作场所的沟通：信息来源、信息的可靠性和透明度。受访者还指出了哪些因素会影响他们的工作满意度（例如：职业不稳定、管理层、自尊缺失、客户、成就感）。调研还探讨了工作场所的冲突经历以及受访者对组织及个人工会的承诺。对工会会员资格及参与工会活动的情况进行了调查。通过一系列陈述，描绘了受访者对工会的认知。另一组态度陈述涉及地方协商和中央协商的观点：受访者被问及哪些问题（例如：薪酬确定、工作时间、改变员工职责）应在哪个协商层级（雇主单独、立法、集体协议、工人代表与雇主代表之间的地方协议、雇主与员工之间的协议）作出决定。其中一项主题涉及哪些问题已经在或根据受访者的观点，应该在他们的工作场所当地达成一致。受访者还被问及管理层和工会代表在制定组织时是否关注员工的意愿。调研还描绘了管理者、地方工会代表与员工之间的相互关系及信任程度。受访者还对管理层和工人代表在财务和人力资源管理方面的能力进行了评估。背景变量包括受访者所在组织的部门/办公室、受访者的性别、出生年份、婚姻状况、基本教育和职业教育。