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Country profile and feedback for dimensions 5,6,7: Finland

Country profile and feedback for dimensions 5,6,7: Finland. Meeting on the Measurement of Quality of Employment Geneva 14.- 16.10.2009 Hanna Sutela Work Research Unit Statistics Finland. 5. Social dialogue and workplace relationships. Share of employees covered by collective wage bargaining.

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Country profile and feedback for dimensions 5,6,7: Finland

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  1. Country profile and feedback for dimensions 5,6,7:Finland Meeting on the Measurement of Quality of Employment Geneva 14.- 16.10.2009 Hanna SutelaWork Research UnitStatistics Finland

  2. 5. Social dialogue and workplace relationships

  3. Share of employees covered by collective wage bargaining • 91.4 % in 2004 (71.9% of private sector employees directly; most of the rest covered by the collective agreements due to their general applicability= alltogether 87.4 %.100 % of public sector employees.) • Systems vary by country • Social dialogue at local level?

  4. Average number of days not worked due to strikes and lockouts

  5. 6. Skills development and life-long learning

  6. Share of employees who received job training within the last 12 months • Very elementary indicator • Relatively straightforward • Wide differences between employee-groups: private/public sector, temporary/open-ended contracts, background education… fair treatment? • Reference time of significance => last 4 weeks provides very low shares subjected to random variation • Possible data sources at international level:EWCS (Europe)Adult Education Survey (Europe)ISSP 2005 Module on Work Orientation (Global)(CVTS only measures training provided by private sector companies) • National data

  7. Participation in training paid for by employerIn the last 12 months. Quality of Work Life Surveys 1977 - 2008

  8. Share of employed persons in high-skilled occupations (ISCO88 codes 1+2+3) • Easy to compute on the basis of LFS • Relatively straightforward indicator… • …however, the national versions of ISCO88 vary to some extent (which jobs and tasks in what groups), ISCO88 not in use in all countries, variation in requirement levels for certain occupations => some problems in cross-country comparability • Updating work of ISCO in progress => more comparable and up-to-data data available from 2010 on ? (ICT, office clerks, managers…)

  9. Share of employed persons in high-skilled occupationsLFS 2004 and 2008

  10. Share of employed who have more education than is normally required in their occupationShare of employed who have less education than is normally required in their occupation (Relevance??) • Proposition by TF is to cross-tabulate ISCO-88 and ISCED-97 => skills-match ok if ISCED-97 codes 5+6 match with ISCO codes 1+2+3 • Feasible on the basis of LFS

  11. ISCO-88 * ISCED-97 = Skills-match? • Accuracy??? • National differences in the adaptation of ISCO-88 • ISCO-88 not very up-to-date before the future reform • The cross-tabulation does not always tell about over-qualification or under-qualification of certain employee-groups but about the changed requirement levels for certain occupations and about the logic of the (partly outdated) ISCO-classification

  12. LFS 2007

  13. Share of employed persons by level of education (other possible indicator) • Presumably a more straightforward indicator on the (formal) skills level of the employed population than ISCO-88 • ISCED-97 evidently has less problems re the comparability than in ISCO-88 • Should be calculated for employed population/employees aged 25 and over

  14. Employees aged 25 – 64 years by level of educationLFS 1997, 2002, 2007

  15. Employees aged 25 – 64 years by gender and level of educationLFS 1997, 2002, 2007

  16. Learning and development at work • Opportunities to make use and develop one’s skills, to learn new; to have challenging tasks… • (…brings us near to intrinsic nature of work) • Possible data:EWCSISSP Module on Work orientationNational data

  17. Good opportunities for development at workEmployees. Quality of Work Life Surveys 1977, 1984, 1990, 1997, 2003, 2008

  18. 7. Workplace relationships and intrinsic nature of work

  19. Share of employees who feel they have a strong or very strong relationship with their co-workersShare of employees who feel they have a strong or very strong relationship with their supervisor • Workplace relations and social support are important from the point of view of job satisfaction and coping at work, development at work, productivity, openess of communications • Possible data sources:EWCS ISSP (1989, 1997) 2005 Modules on Work Orientation National surveys

  20. EWCS 2005 (Finnish employees): You can get assistance from your colleagues if you ask for it FQWLS 2008 (Employees): You can get encouragement and support from your co-workers when work seems difficult

  21. Share of employees who feel they have been victim of discrimination at work (on the basis of what?)Share of employees who feel they have been harassed at work • Significant aspects on quality of employment • Cross-country comparison at the European level available from EWCS, but… • Very sensitive issues (especially harassment) to study and compare; differences in concepts (and translations), awareness, cultural context, social acceptability/tolarability of certain ways of behaviour; social acceptability in responding… • Growing awareness results to difficulties also in comparison at the national level

  22. EWCS 2005: Over the past 12 months, have you or have you not, personally been subjected at work to…? Unwanted sexual attention EU27 1.8 % Norway 3.4 % Denmark 2.8 % Sweden 2.5 % Finland 2.1 % Italy 0.9 % Spain 0.7 % (Share of employed)

  23. Has been personally subjected to workplace bullying Employees. Finnish Quality of Work Life Surveys 1997, 2003, 2008

  24. Intrinsic nature of work • Very crucial aspect as regards quality of employment • Significance grow as the ’survival quality aspects’ are fulfilled • Subjectivity of the item measured should not be a problem since the whole concept is elementarily subjective = experience, personal significance

  25. Intrinsic nature of work • Close to self-actualisation, motivation and job satisfaction (satisfaction with contents of the work, not working conditions!) ’People may choose to work with low pay, long hours, under unsafe working conditions etc., if the work has social significance or meaning to them’

  26. Two factors theory by Herzberg (1959) • Job dissatisfaction is associated to’hygiene’ factors i.e. external working conditions, including pay • Job satisfaction is associated to ’motivation’ factors: feelings of recognition, achievement, responsibility, self-development, job contents… (= intrinsic nature of work) • Emimination of ’dissatisfiers’ decreases job dissatisfaction but does not increase job satisfaction

  27. Pay or contents more important in work?Definitely or slightly more important. Employees.Finnish Quality of Work Life Surveys 1984, 1990, 1997, 2003, 2008

  28. Importance of career advancement and self-developmentVery important. Employees. Quality of Work Life Survey 2008

  29. Is it of interest also to measure the significance of the intrinsic nature of work in a given country /time …(E.g. ISSP Modules on Work Orientation 1989, 1997, 2005 :i. A job is just a way of earning money – no more ii. I would enjoy having a paid job even if I did not need the money; Strongly agree/Agree/neither agree nor disagree/Disagree/Strongly disagree) • …or only to what extent one’s job contains factors relating to intrinsic nature of work?(an interesting job, sense of usefulness, opportunities to creativity and self-actualisation, possibility to apply ideas…)

  30. Data availability • EWCS • ISSP Modules on Work Orientation 1989, 1997, 2005 • National data (The existence of national data sources almost a proxy on the quality level achieved regarding ’survival aspects’ in a given country or time?)

  31. ISSP Modules on Work Orientation 2005:How important you personally think it is in a job… Share of people aged 15 to 74 responding ’very important’

  32. ISSP Modules on Work Orientation 2005:How much the statements apply to your (main) job …Share (%) of Finnish employed ’totally agreeing’

  33. Regards own work as very important and significant Employees. Finnish Quality of Work Life Surveys 1984, 1990, 1997, 2003, 2008

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