Tekijät

• Ala-Kokkila, Kari (Labour Market Organisation of the Church)
• Laaksonen, Vuokko (Union of Church Employees in Finland (SVTL))
• Marttila, Oili (Labour Market Organisation of the Church)
• Palmu, Harri (Church Research Institute)
• Tamminen, Hannu (Centre for Occupational Safety)
• Potila, Anna-Kaarina (Statistics Finland)

Asiasanat

arrangement of working time, church, conditions of employment, job characteristics, occupational safety, peer-group relationships, personnel management, sexual harassment, supervisors, wages, working conditions, workloads, workplace relations

Sisällön kuvaus

Working conditions in the Evangelical Lutheran Church of Finland were charted for the fifth time in 2009. The survey conducted in 2007 has also been archived at FSD. The main themes of the survey were occupational safety, job characteristics and requirements, autonomy at work, job-related training, personnel management, relations with colleagues, and ability to work.

First, the respondents were asked to what extent they agree with a number of statements relating to their workplace, workload, decision-making and information at workplace, possibilities to use their professional skills, physical and mental strain, satisfaction with the management/immediate supervisor etc. They were asked how likely they thought it was that they would change jobs, be laid-off, transferred to another job within the workplace or be made redundant over the next five years.

Some questions focused on working time, paid or unpaid overtime, wages, possibility to influence own work and work pace. Interpersonal relations were charted with questions about support from and relationships between colleagues and supervisors. Experiences of bullying, sexual harassment and violence at the workplace were investigated.

One theme pertained to ability to work. The respondents were asked about their sick leaves, what the workplace had done to maintain employees' ability to work, their own ability to work, and what factors they considered important to be able to continue working as long as possible (for instance, flexible working hours, access to rehabilitation, better occupational health care, better management, less work-related stress, job security etc.)

Background variables included the respondent's gender, age, type of job, type of job contract, diocese, number of people in the parish, type of parish, language and whether R worked under the Working Hours Act.