Finnish Working Life Barometer 2012

The annual survey studied employee opinion on the quality of working life in Finland. Main themes were psychosocial working environment, job characteristics, pay systems, satisfaction with the job, employment security, training and development, capacity to work, and bullying and discrimination at work. The year 2012 survey contained new questions (K9a_07c, K40, K41a, K41b, K42b - K42e, K43a, K43e, K44a - K44g) about distribution of work, management and leadership, working in teams, support received at work, and working outside the workplace. 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 managing position, and how many persons worked at the workplace. Changes in the number of staff, distribution of work, working methods, information systems, workload, and tasks during the past 12 months were charted. Psychosocial working environment was charted with questions about openness and equality in the workplace as well as 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 contract was explored. Further questions investigated whether there had been conflicts at the workplace and between which groups. Incidents of bullying, harassment and violence were surveyed. Next set of questions investigated the respondents' membership in a trade union or professional association, flexible working time arrangements at the workplace, overtime and its compensation, pay and bonus systems, and satisfaction with pay level. The respondents' participation in job-related training and development was investigated. Working in teams was surveyed by asking, for instance, whether the team members were able decide the goals of the team and to allocate tasks, and whether the team included members from other organisations. Relating to working outside the workplace, the respondents were inquired about telework in the past 12 months, work done at a client, partner, or another office of the employer, work done while commuting/going from one place to another, work done at home, 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' capacity to work, perceived workload, estimate of own mental and physical capacity to work, sickness absences, chronic illnesses and disabilities, and hindrance caused by illness/disability at work. Support received at work from coworkers and supervisor/manager was charted as well as opinions on own supervisor/manager (e.g. gives feedback about performance, treats employees in a fair and equal manner). The respondents were asked how likely it was that they would be dismissed or laid off, or that their tasks or working hours would be changed over the next year. Views were probed on the employment situation in Finland, possible changes in working life in general, and the employer's financial situation. Background variables from the Labour Force Survey 2012 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, and weekly working hours.

本年度调查探讨了芬兰员工对工作生活质量的看法。主要议题包括心理社会工作环境、工作特征、薪酬体系、对工作的满意度、就业保障、培训与开发、工作能力、职场欺凌与歧视等。2012年的调查新增了关于工作分配、管理与领导、团队工作、职场支持以及职场外工作等方面的问题（如K9a_07c、K40、K41a、K41b、K42b至K42e、K43a、K43e、K44a至K44g）。首先，调查对象被询问他们为当前雇主工作了多少年、是否担任管理职位，以及工作场所的员工人数。过去12个月内员工数量、工作分配、工作方法、信息系统、工作负担和任务的变化被记录下来。通过关于职场开放性和平等性的问题以及改善员工健康、工作环境安全以及员工技能的措施，对心理社会工作环境进行了评估。探讨了基于种族、年龄、性别和合同类型的职场歧视。进一步的问题调查了职场内部及不同群体之间是否存在冲突，以及欺凌、骚扰和暴力事件的发生。接下来的一系列问题调查了受访者是否属于某个工会或专业协会、工作场所的弹性工作时间安排、加班及其补偿、薪酬和奖金体系，以及对薪酬水平的满意度。调查了受访者参与与工作相关的培训与开发情况。通过询问例如团队成员是否能够决定团队目标并分配任务，以及团队是否包括来自其他组织的成员等问题，对团队工作进行了调查。针对职场外工作的相关问题包括过去12个月内进行的远程工作、在客户、合作伙伴或雇主的其他办公室完成的工作、通勤/从一个地方到另一个地方完成的工作、在家完成的工作，以及在工作时间外需要处理的与工作相关的电话、电子邮件和消息。一组问题调查了员工的工作能力、感知的工作负担、对自己心理和身体工作能力的估计、因病缺勤、慢性疾病和残疾，以及疾病/残疾在工作中的阻碍。记录了职场中同事和上级/经理提供的支持，以及受访者对自己上级/经理的看法（例如，提供关于绩效的反馈，以公平平等的方式对待员工）。调查了受访者在未来一年内被解雇或裁员的可能性，或其任务或工作时间被改变的可能性。探讨了芬兰的就业形势、工作生活的一般性变化以及雇主的财务状况。芬兰工作生活晴雨表利用了2012年劳动力调查的背景变量。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、合同类型以及每周工作时间等。