1. 12/10/2015 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

2. 5. Social dialogue and workplace relationships 12/10/2015

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? 12.10.2015 3

4. Average number of days not worked due to strikes and lockouts 12.10.2015 4 Labour disputes and number of days lost due to disputes 2000- 2008. Finland Year Labour disputesEmployeesLost working daysPer participator Per 100,000 employees 2000 9684 092253 8383.0108.7 2001 8421 71560 6522.825.6 2002 7670 86774 9851.131.6 2003 11291 86666 1360.730.0 2004 8425 21142 3851.717.9 2005 365106 796672 9046.3280.3 2006 9748 27685 0751.834.8 2007 9189 72994 5791.140.0 2008 9215 99216 3521.07.4 Source: Labour Dispute Statistics. Statistics Finland

5. 6. Skills development and life-long learning 12.10.2015 5

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 12.10.2015 6

7. Participation in training paid for by employer In the last 12 months. Quality of Work Life Surveys 1977 - 2008 12.10.2015 7

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…) 12.10.2015 8

9. Share of employed persons in high-skilled occupations LFS 2004 and 2008 12.10.2015 9

10. Share of employed who have more education than is normally required in their occupation Share 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 12.10.2015 10

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 12.10.2015 11

12. 12.10.2015 12 ISCO 1,2,3 + ISCED 5,6 Skills-match ok? (30 % of employees; Women 33 %, men 28 %) ISCO 4-9 + ISCED 5,6 ”Over-qualified”? (6.5 % of employees; Women 9 %, men 4 %) Secretaries, numerical clerks, policemen, institutional-based personal care and related workers… ISCO 1,2,3 + ISCED 1-4 ”Under-qualified”? (13 % of employees; women 11 %, men 14 %) Aircraft pilots, air traffic controlleurs, private sector sales and marketing managers, managers of small enterprises, artists, singers, actors… ISCO 4-9 + ISCED 1-4 Skills-match ok? (51 % of employees; Women 47 %, men 55 %) 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 12.10.2015 13

14. Employees aged 25 – 64 years by level of education LFS 1997, 2002, 2007 12.10.2015 14

15. Employees aged 25 – 64 years by gender and level of education LFS 1997, 2002, 2007 12.10.2015 15

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: EWCS ISSP Module on Work orientation National data 12.10.2015 16

17. Good opportunities for development at work Employees. Quality of Work Life Surveys 1977, 1984, 1990, 1997, 2003, 2008 12.10.2015 17

18. 7. Workplace relationships and intrinsic nature of work 12/10/2015

19. S hare of employees who feel they have a strong or very strong relationship with their co-workers Share 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 12.10.2015 19

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 12.10.2015 20

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 12.10.2015 21

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 % Norway3.4 % Denmark2.8 % Sweden2.5 % Finland2.1 % Italy0.9 % Spain0.7 % (Share of employed) 12.10.2015 22

23. Has been personally subjected to workplace bullying Employees. Finnish Quality of Work Life Surveys 1997, 2003, 2008 12.10.2015 23

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 12.10.2015 24

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’ 12.10.2015 25

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 12.10.2015 26

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 12.10.2015 27

28. Importance of career advancement and self- development Very important. Employees. Quality of Work Life Survey 2008 12.10.2015 28

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…) 12.10.2015 29

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?) 12.10.2015 30

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’ 12.10.2015 31

32. ISSP Modules on Work Orientation 2005: How much the statements apply to your (main) job … Share (%) of Finnish employed ’totally agreeing’ 12.10.2015 32

33. Regards own work as very important and significant Employees. Finnish Quality of Work Life Surveys 1984, 1990, 1997, 2003, 2008 12.10.2015 33