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"title": {
"en": "Rajasilta, Mäkinen, Ruuskanen, Hänninen, Laine: Long-Term Data Reveal the Associations of the Egg Quality With Abiotic Factors and Female Traits in the Baltic Herring Under Variable Environmental Conditions",
"fi": "Rajasilta, Mäkinen, Ruuskanen, Hänninen, Laine: Long-Term Data Reveal the Associations of the Egg Quality With Abiotic Factors and Female Traits in the Baltic Herring Under Variable Environmental Conditions"
},
"description": {
"en": "In fish, the lipid resources of the female form a link between the environment and progeny, contributing to the contents of the egg yolk. Variation of the environmental conditions is therefore expected to affect the egg quality via maternal pathways, reflecting the female’s response to the environmental factors before spawning. We investigated the content of lipids and thyroid hormones in the ovary and eggs of the Baltic herring during 1988–2019, when salinity of the Baltic Sea first declined and then stabilized to a lower level, and winters varied between severe and mild. The total lipid resources of spawning females decreased by 40–50% during the study, and the ovarian lipid concentration followed this trend resulting in a decrease of the lipid content of eggs. The concentration of thyroid hormones in the ovary suggested a hormonal response in females to salinity and winter temperature and was observable also in the content of thyroid hormones in the eggs. A change in the egg lipid content took place approximately around 1998 (SE ± 3 years) suggesting that in declining salinity, egg quality was associated with salinity and intrinsic factors in the female, i.e., fecundity and amount of lipids deposited into the ovary. However, during the period of stable salinity, egg quality was mainly limited by the female’s lipid resources. As also the body size of the females decreased over the years, it is suggested that small body size can be a key phenotypic trait to reduce the environmental impact on egg quality in variable environmental conditions.</jats:p>",
"fi": "<jats:p>In fish, the lipid resources of the female form a link between the environment and progeny, contributing to the contents of the egg yolk. Variation of the environmental conditions is therefore expected to affect the egg quality via maternal pathways, reflecting the female’s response to the environmental factors before spawning. We investigated the content of lipids and thyroid hormones in the ovary and eggs of the Baltic herring during 1988–2019, when salinity of the Baltic Sea first declined and then stabilized to a lower level, and winters varied between severe and mild. The total lipid resources of spawning females decreased by 40–50% during the study, and the ovarian lipid concentration followed this trend resulting in a decrease of the lipid content of eggs. The concentration of thyroid hormones in the ovary suggested a hormonal response in females to salinity and winter temperature and was observable also in the content of thyroid hormones in the eggs. A change in the egg lipid content took place approximately around 1998 (SE ± 3 years) suggesting that in declining salinity, egg quality was associated with salinity and intrinsic factors in the female, i.e., fecundity and amount of lipids deposited into the ovary. However, during the period of stable salinity, egg quality was mainly limited by the female’s lipid resources. As also the body size of the females decreased over the years, it is suggested that small body size can be a key phenotypic trait to reduce the environmental impact on egg quality in variable environmental conditions.</jats:p>",
"und": "<jats:p>In fish, the lipid resources of the female form a link between the environment and progeny, contributing to the contents of the egg yolk. Variation of the environmental conditions is therefore expected to affect the egg quality via maternal pathways, reflecting the female’s response to the environmental factors before spawning. We investigated the content of lipids and thyroid hormones in the ovary and eggs of the Baltic herring during 1988–2019, when salinity of the Baltic Sea first declined and then stabilized to a lower level, and winters varied between severe and mild. The total lipid resources of spawning females decreased by 40–50% during the study, and the ovarian lipid concentration followed this trend resulting in a decrease of the lipid content of eggs. The concentration of thyroid hormones in the ovary suggested a hormonal response in females to salinity and winter temperature and was observable also in the content of thyroid hormones in the eggs. A change in the egg lipid content took place approximately around 1998 (SE ± 3 years) suggesting that in declining salinity, egg quality was associated with salinity and intrinsic factors in the female, i.e., fecundity and amount of lipids deposited into the ovary. However, during the period of stable salinity, egg quality was mainly limited by the female’s lipid resources. As also the body size of the females decreased over the years, it is suggested that small body size can be a key phenotypic trait to reduce the environmental impact on egg quality in variable environmental conditions.</jats:p>"
},
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"en": "Rajasilta, Hänninen, Laaksonen, Laine, Suomela, Vuorinen, Mäkinen: Influence of environmental conditions, population density, and prey type on the lipid content in Baltic herring (<i>Clupea harengus membras</i>) from the northern Baltic Sea",
"fi": "Rajasilta, Hänninen, Laaksonen, Laine, Suomela, Vuorinen, Mäkinen: Influence of environmental conditions, population density, and prey type on the lipid content in Baltic herring (<i>Clupea harengus membras</i>) from the northern Baltic Sea"
},
"description": {
"en": "Global climate change can affect the energy content of fish by altering their lipid physiology and consumption. We investigated the effects of different environmental stressors on the lipid content of the Baltic herring (Clupea harengus membras) from spawning ground samples that were collected annually in the northern Baltic Sea. During 1987–2014, the average lipid content of herring muscle decreased from 5%–6% (wet mass) to 1.5% (wet mass). Generalized linear mixed models indicated that sea water salinity and the size of the herring stock explained best the declining trend of lipid content. We estimated that the amount of the lipid storage incorporated in the spawning stock decreased by approximately 45% during the study, with respective energy content decreases. Fatty acid composition analysis revealed that herring lipids contained a high proportion of EPA (eicosapentaenoic acid; 20:5n-3) and DHA (docosahexaenoic acid; 22:6n-3), which likely originated from its main summertime prey, Limnocalanus macrurus. The results illustrate various climate change-induced processes leading to changes in the lipid content of the Baltic herring and, consequently, to changes in the energy flows of the northern Baltic ecosystem. </jats:p>",
"fi": "<jats:p> Global climate change can affect the energy content of fish by altering their lipid physiology and consumption. We investigated the effects of different environmental stressors on the lipid content of the Baltic herring (Clupea harengus membras) from spawning ground samples that were collected annually in the northern Baltic Sea. During 1987–2014, the average lipid content of herring muscle decreased from 5%–6% (wet mass) to 1.5% (wet mass). Generalized linear mixed models indicated that sea water salinity and the size of the herring stock explained best the declining trend of lipid content. We estimated that the amount of the lipid storage incorporated in the spawning stock decreased by approximately 45% during the study, with respective energy content decreases. Fatty acid composition analysis revealed that herring lipids contained a high proportion of EPA (eicosapentaenoic acid; 20:5n-3) and DHA (docosahexaenoic acid; 22:6n-3), which likely originated from its main summertime prey, Limnocalanus macrurus. The results illustrate various climate change-induced processes leading to changes in the lipid content of the Baltic herring and, consequently, to changes in the energy flows of the northern Baltic ecosystem. </jats:p>",
"und": "<jats:p> Global climate change can affect the energy content of fish by altering their lipid physiology and consumption. We investigated the effects of different environmental stressors on the lipid content of the Baltic herring (Clupea harengus membras) from spawning ground samples that were collected annually in the northern Baltic Sea. During 1987–2014, the average lipid content of herring muscle decreased from 5%–6% (wet mass) to 1.5% (wet mass). Generalized linear mixed models indicated that sea water salinity and the size of the herring stock explained best the declining trend of lipid content. We estimated that the amount of the lipid storage incorporated in the spawning stock decreased by approximately 45% during the study, with respective energy content decreases. Fatty acid composition analysis revealed that herring lipids contained a high proportion of EPA (eicosapentaenoic acid; 20:5n-3) and DHA (docosahexaenoic acid; 22:6n-3), which likely originated from its main summertime prey, Limnocalanus macrurus. The results illustrate various climate change-induced processes leading to changes in the lipid content of the Baltic herring and, consequently, to changes in the energy flows of the northern Baltic ecosystem. </jats:p>"
},
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"en": "Rajasilta, Elfving, Hänninen, Laine, Vuorinen, Paranko: Morphological abnormalities in gonads of the Baltic herring (Clupea harengus membras): Description of types and prevalence in the northern Baltic Sea",
"fi": "Rajasilta, Elfving, Hänninen, Laine, Vuorinen, Paranko: Morphological abnormalities in gonads of the Baltic herring (Clupea harengus membras): Description of types and prevalence in the northern Baltic Sea"
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"en": "Due to heavy anthropogenic influence and variation of the environmental conditions in the Baltic Sea, reproductive disorders are becoming a major environmental concern. We show here an increasing prevalence of gonadal malformations in the Baltic herring (Clupea harengus membras), a key species of the Baltic ecosystem and important in commercial fishery. During 1987–2014, the spawning herring population in the Archipelago Sea (AS) (North Baltic Sea, Finland) was monitored annually and analyzed for gross morphology of the gonads [total number (n) of analyzed fish = 38 284]. Four different types of malformations were repeatedly found and named as asymmetric, rudimentary, segmented, and branched gonads, but also hermaphroditic gonads and miscellaneous (unidentified) disorders were recorded. In 2013, additional samplings (n of fish analyzed = 541) showed similar malformations in herring from the Bothnian Sea. In some gonad types, histological examination revealed disintegration of seminiferous tubules and hyperplasia of the interstitial tissue. In 2014, the overall prevalence of malformations was still relatively low in the AS (frequency = 0–3.4 %; n = 750) and had apparently minimal effect on population recruitment. However, an increasing trend in the time-series (GLM; F = 32.65; p < 0.001) and a significantly higher prevalence in the Bothnian Sea (frequency = 0.7–5.0 %; n = 541; χ 2 = 6.24; p < 0.05) suggest that gonadal malformations may become a new threat for fish in the Baltic Sea. The observed gonad atrophies may be due to environmental endocrine disruption; however, also other explanations may exist and potential explanations are discussed."
},
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"title": {
"en": "Rajasilta, Eklund, Hänninen, Vuorinen, Laine: Female Baltic herring <i>Clupea harengus</i> allocate resources from growth to reproduction in poor feeding conditions",
"fi": "Rajasilta, Eklund, Hänninen, Vuorinen, Laine: Female Baltic herring <i>Clupea harengus</i> allocate resources from growth to reproduction in poor feeding conditions"
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"en": "<jats:p>The trade‐off between somatic growth and reproduction in the female Baltic herring <jats:italic>Clupea harengus</jats:italic> was investigated from 1984 to 2002. During the study period, growth decreased, as a consequence of decreasing salinity and weakening of feeding conditions. Production of muscle and ovarian tissue decreased in repeat spawners, but investment in reproduction took an increasing amount of the total production of new tissues. This suggested that a shift in allocation to reproduction takes precedence over body growth in the reproductive strategy of <jats:italic>C. harengus</jats:italic>. The process also indicated one possible mechanism leading to dwarf forms in fish populations.</jats:p>",
"fi": "<jats:p>The trade‐off between somatic growth and reproduction in the female Baltic herring <jats:italic>Clupea harengus</jats:italic> was investigated from 1984 to 2002. During the study period, growth decreased, as a consequence of decreasing salinity and weakening of feeding conditions. Production of muscle and ovarian tissue decreased in repeat spawners, but investment in reproduction took an increasing amount of the total production of new tissues. This suggested that a shift in allocation to reproduction takes precedence over body growth in the reproductive strategy of <jats:italic>C. harengus</jats:italic>. The process also indicated one possible mechanism leading to dwarf forms in fish populations.</jats:p>",
"und": "<jats:p>The trade‐off between somatic growth and reproduction in the female Baltic herring <jats:italic>Clupea harengus</jats:italic> was investigated from 1984 to 2002. During the study period, growth decreased, as a consequence of decreasing salinity and weakening of feeding conditions. Production of muscle and ovarian tissue decreased in repeat spawners, but investment in reproduction took an increasing amount of the total production of new tissues. This suggested that a shift in allocation to reproduction takes precedence over body growth in the reproductive strategy of <jats:italic>C. harengus</jats:italic>. The process also indicated one possible mechanism leading to dwarf forms in fish populations.</jats:p>"
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"en": "Rajasilta, M., Eklund, J. Hänninen, J., Kurkilahti, M., Kääriä, J. Rannikko, P. & Soikkeli, M.: Spawning of herring (Clupea harengus membras L.) in the Archipelago Sea",
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"fi": "Tutkimuksessa selvitettiin suomalaisten kunta-alan työntekijöiden työelämän laatua vuonna 2006. Ensimmäiset kysymykset koskivat työsuhteen kestoa ja vakinaisuutta tai mahdollista määräaikaisuutta. Lisäksi kysyttiin työpaikan henkilöstön määrää ja siinä vuoden aikana tapahtuneita muutoksia, kuten työntekijöiden palkkaamista, lomautuksia ja irtisanomisia. Seuraavaksi tiedusteltiin työpaikan ilmapiiristä kysymällä työpaikkakiusaamisesta, henkisestä sekä fyysisestä väkivallasta sekä ristiriidoista työntekijöiden ja/tai esimiesten välillä. Tämän jälkeen kysyttiin työntekijän mahdollisuuksista vaikuttaa työtehtäviinsä ja -tahtiinsa, ylitöiden tekemisestä ja ylityökorvauksista, ammattiyhdistyksen jäsenyydestä, lisistä ja tulospalkkiosta sekä palkkausjärjestelyistä ja vastaajan suhtautumisesta palkkaukseensa. Seuraavissa kysymyksissä selvitettiin työpaikan luonnetta kysymällä esimerkiksi työn rasittavuudesta, työntekijöiden tasa-arvoisesta kohtelusta, esimiehiltä saadusta kannustuksesta, työpaikan avoimuudesta ja työn sekä ammattitaidon kehittämisestä. Vastaajilta myös tiedusteltiin, pitävätkö he mahdollisena, että seuraavan vuoden aikana heidät esimerkiksi lomautetaan, irtisanotaan tai siirretään toisiin tehtäviin. Lisäksi vastaajat pohtivat työllisyystilannetta sekä sitä, onko työelämä muuttumassa suuntaan tai toiseen esimerkiksi tasa-arvon, ympäristökysymysten huomioon ottamisen, esimiesten johtamistavan tai itsensä kehittämisen mahdollisuuksien suhteen. Tämän jälkeen tiedusteltiin vielä muun muassa työkykyyn ja työterveyteen liittyviä asioita sekä sitä, miten tärkeä asia työ on perhe-elämään ja vapaa-aikaan suhteutettuna. Lisäksi kysyttiin, esiintyykö vastaajan työorganisaatiossa syrjintää tai eriarvoista kohtelua, joka perustuu esimerkiksi ikään, sukupuoleen, työsuhteen luonteeseen tai työntekijän syntyperään. Työolobarometrissa on hyödynnetty työvoimatutkimuksen (Tilastokeskus 2006) taustamuuttujia. Taustamuuttujina olivat muun muassa vastaajan sukupuoli, ikä sekä koulutus, alue ja työpaikan toimiala.",
"en": "The annual survey studied employee opinion on the quality of working life in Finnish municipalities. Main themes were psychosocial working environment, job characteristics, pay systems, job satisfaction, employment security, training and development, capacity to work, and bullying and discrimination at work. First, the respondents were asked how many years they had worked for the employer they were working for at the time, type of contract, number of persons at the workplace, what kind of changes there had been in staff numbers, working hours, contracts and organisational structure over the past 12 months, and whether people had been transferred to other units. Further questions covered team work, and whether there had been conflicts at the workplace, between what groups and whether the conflicts had decreased or increased over the past 12 months. Incidents of bullying and violence were charted. Next set of questions covered autonomy and influence at work, overtime and its compensation, flexible working time arrangements and R's membership in a trade union or professional association. Changes over the past year in workload, physical or mental stress, access to training, or in support from supervisors etc were charted as well as pay systems and satisfaction with the workplace. One topic pertained to whether the respondents had presented any ideas to improve working conditions, products, services or working methods at the workplace and whether there had been other development initiatives. Other questions covered workplace characteristics and the respondents' participation in job-related training and development. The respondents were asked how likely it was that they would be dismissed or laid off, or their tasks or working hours would be changed over the next year. Opinions were charted on employment situation in Finland and what kind of changes were happening in working life in, for instance, relating to management style, possibility to influence decisions, and the financial situation of their organisation. A number of questions investigated how the employees' capacity to work and occupational health and safety had been taken into account at the workplace, the respondents' sickness absences, illnesses, and estimate of own mental and physical capacity to work. The respondents were asked whether they would be willing to give up work. Discrimination at work based on ethnic group, age, gender or contract type was explored. Background variables included the respondent's gender, age, type of municipality, occupational group, major region (NUTS2), employer type, education, whether R worked for a municipality or a federation of municipalities and in which sector. Most background variables were obtained from the Labour Force Survey 2006 telephone interviews."
},
"field_of_science": [
{
"id": "eb6d49d6-6bfc-4d8c-86b8-d9497924b295",
"url": "http://www.yso.fi/onto/okm-tieteenala/ta5",
"in_scheme": "http://www.yso.fi/onto/okm-tieteenala/conceptscheme",
"pref_label": {
"en": "Social sciences",
"fi": "YHTEISKUNTATIETEET",
"sv": "Samhällsvetenskaper"
}
}
],
"infrastructure": [],
"issued": "2012-06-26",
"keyword": [
"henkilöstö",
"kunta-ala",
"palkansaajat",
"palkkaus",
"tasa-arvo",
"tulevaisuudenodotukset",
"työaika",
"työelämä",
"työhyvinvointi",
"työilmapiiri",
"työkyky",
"työolot",
"työpaikkaväkivalta",
"työsuhde",
"autonomy at work",
"discrimination",
"employees",
"job characteristics",
"job satisfaction",
"job security",
"local government officers",
"occupational training",
"personnel policy",
"personnel management",
"wages",
"working conditions",
"arrangement of working time",
"workloads",
"workers participation",
"Sosiaalinen käyttäytyminen ja asenteet",
"Tasa-arvo, eriarvoisuus ja syrjäytyminen",
"Työllisyys ja työllistyminen",
"Työmarkkinasuhteet ja -järjestöt",
"Työolot",
"Työterveys",
"Social behaviour and attitudes",
"Equality, inequality and social exclusion",
"Employment",
"Labour relations/conflict",
"Working conditions",
"Occupational health"
],
"language": [
{
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"url": "http://lexvo.org/id/iso639-3/fin",
"in_scheme": "http://lexvo.org/id/",
"pref_label": {
"en": "Finnish",
"fi": "suomi",
"sv": "finska"
}
}
],
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"organization": "fairdata.fi"
},
"other_identifiers": [
{
"notation": "urn:nbn:fi:csc-kata20141222161816863714",
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"pref_label": {
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{
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"fi": "Suomenkieliset 18-64-vuotiaat kunta-alan palkansaajat, joiden säännöllinen työaika on vähintään 10 tuntia."
}
}
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{
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],
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"title": {
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},
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},
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}
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},
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},
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}
}
}
],
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"description": {
"fi": "Aineisto sisältää tietoja asiakkaiden Tietoarkiston Ailasta lataamien sähköisten tutkimusaineistojen käytöstä vuosina 2015-2025: aineiston nimi, tyyppi, saatavuus/käyttöehdot, käyttötarkoitus, toimitusvuosi ja -kuukausi. Aineisto sisältää myös tiedon, onko asiakas ladannut datapaketin Ailan suomen- vai englanninkielisestä aineistoluettelosta. Taustamuuttujina ovat asiakkaan taustaorganisaatio ja laitos/osasto.",
"en": "Finnish Social Science Data Archive (FSD) maintains the online data service Aila where users can download archived digital research data, under certain conditions. This dataset contains information on the data downloaded by Aila clients during the years 2015-2025. The information covers the title, type (quantitative/qualitative) and access conditions (available according to condition A, B, C or D) of each downloaded dataset, as well as purpose of data use and year and month of data download. The dataset also includes information on whether the user downloaded the data from the Finnish or English data catalogue on Aila Data Service. Background variables include the user's home organisation and home institution / department."
},
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}
}
],
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"issued": "2020-06-12",
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"tutkimusaineisto",
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"Information society"
],
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}
},
{
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"sv": "engelska"
}
}
],
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},
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],
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},
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"fi": "Saatavuutta rajoitettu sopimuksen perusteella vain tutkimuskäyttöön",
"sv": "Begränsad åtkomst på bas av kontrakt ändast för forskningsändamål"
}
},
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}
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"fi": "Tutkimuksessa selvitettiin suomalaisten kunta-alan työntekijöiden työelämän laatua vuonna 1999. Tiedot perustuvat työministeriön työolobarometrin aineistoon, joka kattaa kaikkien alojen palkansaajat. Työolobarometrin sisällöstä pääosa on pidetty samanlaisena eri vuosina. Vuonna 1999 erityisteemana oli palkansaajien työkyky. Ensimmäiset kysymykset koskivat työsuhteen pituutta ja luonnetta sekä työpaikan henkilöstöä. Esimerkiksi kysyttiin vuoden aikana tapahtuneista muutoksista henkilöstön lukumäärässä, irtisanomisista ja lomautuksista. Seuraavat kysymykset koskivat työpaikan ilmapiiriä, kuten esiintyykö työpaikalla kilpailuhenkeä tai ristiriitoja esimiesten ja alaisten sekä eri henkilöstöryhmien välillä ja asiakkaiden kanssa. Tämän jälkeen kysyttiin, ovatko työtehtävien suoritusvaatimukset muuttuneet ja miten vastaajat näkevät vaikutusmahdollisuutensa esimerkiksi työtehtäviinsä, työtahtiinsa, työnjakoon ja laitehankintoihin kehittyneen. Lisäksi tiedusteltiin ylityökorvauksista, muista työaikaan ja palkkaukseen liittyvistä asioista sekä muutoksista muun muassa työtahdissa, työturvallisuudessa, työn fyysisessä ja henkisessä rasittavuudessa sekä kannustuksen ja tuen saamisessa. Seuraavaksi selvitettiin, pitävätkö vastaajat mahdollisena, että seuraavan vuoden aikana heidät esimerkiksi lomautetaan, irtisanotaan tai siirretään toisiin tehtäviin. Lisäksi vastaajat pohtivat työllisyystilannetta sekä sitä, onko työelämä muuttumassa suuntaan tai toiseen esimerkiksi työnteon mielekkyyden, tasa-arvon, ympäristökysymysten huomioon ottamisen, esimiesten johtamistavan tai itsensä kehittämisen mahdollisuuksien suhteen. Tämän jälkeen kysyttiin vielä työkykyyn ja työterveyteen liittyviä asioita käyttäen muun muassa sovellettua versiota Työterveyslaitoksen kehittämästä työkykyindeksistä. Työolobarometrissa on hyödynnetty työvoimatutkimuksen (Tilastokeskus 1999) taustamuuttujia. Taustamuuttujina olivat muun muassa sukupuoli, ikä, alue ja työpaikan toimiala.",
"en": "The annual survey studied employee opinion on the quality of working life in Finnish municipalities. Main themes were job characteristics, work environment, conflicts at the workplace, influence over decisions, working hours, wages, employment security and equality. A special theme for the year 1999 survey was employees' capacity to work. First, the respondents were asked about the number of years they had worked for the employer they were working for at the time, type of contract, number of persons at the workplace, what kind of changes there had been in staff numbers, working hours, contracts and staff qualifications and competence over the past 12 months, and whether people had been transferred to other units. Further questions covered team work at the workplace, whether there had been conflicts at the workplace, between what groups and whether the conflicts had decreased or increased over the past 12 months. Employee influence over, for instance, workload and tasks, and changes in the degree of incfluence were investigated as well as trade union influence and R's membership in a trade union or a professional association. Next set of questions covered overtime at work, overtime compensation, flexibility in working times, job characteristics, and changes over the past year in workload, physical or mental stress, in access to training etc. Wage level and pay systems were charted. One topic pertained to whether the respondents had presented any ideas to improve working conditions, products, services or working methods at the workplace and whether there had been other development ideas. They were asked how likely it was that they would be dismissed or laid off, or their tasks or working hours would be changed over the next year. Opinions were charted on the likelihood of getting a new job if becoming unemployed, employment situation in Finland in general and what kind of changes were happening in working life in, for instance, relating to management style, possibility to influence decisions, equality between men and women, the financial situation of their organisation. A number of questions investigated how the employees' capacity to work and occupational health and safety had been taken into account at the workplace, their estimate of own mental and physical capacity to work, illnesses and disabilities diagnosed and their effect on R's capacity to work. One topic covered discrimination and problems experienced at work (e.g. violence, sexual harassment, delay of pay, dangerous or heavy work). Background variables included the respondent's gender, age, urbanity of municipality of residence, occupational status and economic activity, status in employment, industry of employment, employer type, weekly working hours, additional jobs, industry of additional job, number of children aged 10-17 living in the household, R's basic education and vocational education, whether R worked for a municipality or a federation of municipalities and in which sector. Most background variables were obtained from the Labour Force Survey 1999 telephone interviews."
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"fi": "Tutkimuksessa selvitettiin suomalaisen työelämän laatua kunta-alan palkansaajien näkökulmasta vuonna 2003. Työolobarometrin ohessa puhelinhaastatteluin toteutetun kyselyn ensimmäiset kysymykset koskivat työsuhteen pituutta ja luonnetta sekä työpaikan henkilöstöä. Esimerkiksi kysyttiin vuoden aikana tapahtuneista muutoksista henkilöstön lukumäärässä, irtisanomisista ja lomautuksista. Seuraavat kysymykset koskivat työpaikan ilmapiiriä, kuten esiintyykö työpaikalla ristiriitoja tai työpaikkakiusaamista. Tämän jälkeen kysyttiin työtehtävistä ja työn luonteesta sekä ylityökorvauksista. Seuraavissa kysymyksissä selvitettiin työpaikan luonnetta ja ominaisuuksia sekä kysyttiin työhön liittyvistä koulutuksista. Vastaajilta myös tiedusteltiin, pitävätkö he mahdollisena, että seuraavan vuoden aikana heidät esimerkiksi lomautetaan, irtisanotaan tai siirretään toisiin tehtäviin. Lisäksi vastaajat pohtivat työllisyystilannetta sekä sitä, onko työelämä muuttumassa suuntaan tai toiseen esimerkiksi tasa-arvon, ympäristökysymysten huomioon ottamisen, esimiesten johtamistavan tai itsensä kehittämisen mahdollisuuksien suhteen. Tämän jälkeen tiedusteltiin vielä muun muassa työkykyyn ja työterveyteen liittyviä asioita. Lisäksi kysyttiin, esiintyykö vastaajan työorganisaatiossa syrjintää tai eriarvoista kohtelua, joka perustuu esimerkiksi ikään, sukupuoleen, työsuhteen luonteeseen tai työntekijän syntyperään. Työolobarometrissa on hyödynnetty työvoimatutkimuksen (Tilastokeskus 2003) taustamuuttujia. Taustamuuttujina olivat muun muassa sukupuoli, ikä, alue ja työpaikan toimiala. Työolobarometrin sisällöstä pääosa on pidetty samanlaisena eri vuosina. Vuonna 2003 lisättiin työpaikan luonnetta kuvaavia väittämiä.",
"en": "The annual survey studied employee opinion on the quality of working life in Finnish municipalities. 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 2003 survey contained more questions than previously on workplace characteristics. First, the respondents were asked how many years they had worked for the employer they were working for at the time, type of contract, number of persons at the workplace, what kind of changes there had been in staff numbers, working hours, contracts and organisational structure over the past 12 months, and whether people had been transferred to other units. Further questions covered team work, and whether there had been bullying or conflicts at the workplace, between what groups and whether the conflicts had decreased or increased over the past 12 months. Next set of questions covered autonomy and influence at work, overtime and its compensation, and membership in a trade union or professional association. Changes over the past year in workload, physical or mental stress, in access to training, support from supervisors etc were charted as well as pay systems and satisfaction with the workplace. One topic pertained to whether the respondents had presented any ideas to improve working conditions, products, services or working methods at the workplace and whether there had been other development initiatives. Other questions covered workplace characteristics and the respondents' participation in job-related training and development. The respondents were asked how likely it was that they would be dismissed or laid off, or their tasks or working hours would be changed over the next year. Opinions were charted on employment situation in Finland and what kind of changes were happening in working life in, for instance, relating to management style, possibility to influence decisions, the financial situation of their organisation. A number of questions investigated how the employees' capacity to work and occupational health and safety had been taken into account at the workplace, the respondents' sickness absences, illnesses, and estimate of own mental and physical capacity to work. Discrimination at work based on ethnic group, age, gender or contract type was explored. Background variables included the respondent's gender, age, type of municipality, major region (NUTS2), region (NUTS3), occupational group, status in employment, industry of employment, employer type, weekly working hours, additional jobs, industry of additional job, basic and vocational education, whether R worked for a municipality or a federation of municipalities and in which sector. Most background variables were obtained from the Labour Force Survey 2003 telephone interviews."
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"fi": "Tutkimuksessa selvitettiin suomalaisten kunta-alan työntekijöiden työelämän laatua palkansaajien näkökulmasta vuonna 2001. Ensimmäiset kysymykset koskivat työsuhteen pituutta ja luonnetta sekä työpaikan henkilöstöä. Vastaajilta tiedusteltiin esimerkiksi vuoden aikana tapahtuneista muutoksista henkilöstön lukumäärässä, irtisanomisista ja lomautuksista. Seuraavat kysymykset koskivat työpaikan ilmapiiriä, kuten esiintyykö työpaikalla ristiriitoja tai työpaikkakiusaamista. Tämän jälkeen kysyttiin vaikutusmahdollisuuksista omaan työhön, ylitöistä ja niiden korvaamisesta sekä kiireen, työturvallisuuden, työn rasittavuuden ja tuloksellisuuden lisääntymisestä tai vähenemisestä. Lisäksi kysyttiin kannustuksen ja tuen saamisesta esimieheltä ja työtovereilta. Kysyttiin myös tehdyn työn määrän ja laadun sekä koko työyhteisön tuloksen vaikutuksista palkkauksen tasoon. Seuraavissa kysymyksissä selvitettiin työpaikan luonnetta ja ominaisuuksia sekä kysyttiin työhön liittyvistä koulutuksista. Vastaajilta myös tiedusteltiin, pitävätkö he mahdollisena, että seuraavan vuoden aikana heidät esimerkiksi lomautetaan, irtisanotaan tai siirretään toisiin tehtäviin. Lisäksi vastaajat pohtivat työllisyystilannetta sekä sitä, onko työelämä muuttumassa suuntaan tai toiseen esimerkiksi tasa-arvon, ympäristökysymysten huomioon ottamisen, esimiesten johtamistavan tai itsensä kehittämisen mahdollisuuksien suhteen. Tämän jälkeen tiedusteltiin vielä muun muassa työkykyyn ja työterveyteen liittyviä asioita. Lisäksi kysyttiin, esiintyykö vastaajan työorganisaatiossa syrjintää tai eriarvoista kohtelua, joka perustuu esimerkiksi ikään, sukupuoleen, työsuhteen luonteeseen tai työntekijän syntyperään. Työolobarometrissa on hyödynnetty työvoimatutkimuksen (Tilastokeskus 2001) taustamuuttujia. Taustamuuttujina olivat muun muassa sukupuoli, ikä, alue ja työpaikan toimiala.",
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"fi": "Vuoden 2007 Kunta-alan työolobarometri tarkastelee kuntien ja kuntayhtymien työolojen muutoksia. Tiedot perustuvat työministeriön työolobarometrin aineistoon, joka kattaa kaikkien alojen palkansaajat. Aineistoa on kasvatettu Työturvallisuuskeskuksen kuntaryhmän toimeksiannosta kunta-alalla työskentelevien osalta poimimalla heistä lisäotos. Vuonna 2007 satunnaisesti puhelinhaastatteluihin valittujen kokonaismäärä kunta-alalla oli 672. Aineistoon on sisällytetty vain kunta-alan palkansaajat. Tutkimuksessa selvitettiin suomalaisen työelämän laatua palkansaajien näkökulmasta vuonna 2007. Ensimmäiset kysymykset koskivat työsuhteen pituutta ja luonnetta sekä työpaikan henkilöstöä. Esimerkiksi kysyttiin vuoden aikana tapahtuneista muutoksista henkilöstön lukumäärässä, irtisanomisista ja lomautuksista. Seuraavat kysymykset koskivat työpaikan ilmapiiriä, kuten esiintyykö työpaikalla ristiriitoja tai henkistä ja fyysistä väkivaltaa. Tämän jälkeen kysyttiin työtehtävistä ja työn luonteesta sekä palkkaukseen liittyvistä asioista, kuten ylityökorvauksista, lisistä ja tulospalkkioista sekä vastaajan suhtautumisesta palkkaukseensa. Seuraavissa kysymyksissä selvitettiin työpaikan luonnetta ja ominaisuuksia sekä kysyttiin työhön liittyvistä koulutuksista. Vastaajilta myös tiedusteltiin, pitävätkö he mahdollisena, että seuraavan vuoden aikana heidät esimerkiksi lomautetaan, irtisanotaan tai siirretään toisiin tehtäviin. Lisäksi vastaajat pohtivat työllisyystilannetta sekä sitä, onko työelämä muuttumassa suuntaan tai toiseen esimerkiksi tasa-arvon, ympäristökysymysten huomioon ottamisen, esimiesten johtamistavan tai itsensä kehittämisen mahdollisuuksien suhteen. Tämän jälkeen tiedusteltiin vielä muun muassa työkykyyn ja työterveyteen liittyviä asioita. Lisäksi kysyttiin, esiintyykö vastaajan työorganisaatiossa syrjintää tai eriarvoista kohtelua, joka perustuu esimerkiksi ikään, sukupuoleen, työsuhteen luonteeseen tai työntekijän syntyperään. Barometrissa on hyödynnetty työvoimatutkimuksen (Tilastokeskus 2007) taustamuuttujia. Taustamuuttujina olivat muun muassa sukupuoli, ikä, alue ja työpaikan toimiala. Barometrin sisällöstä pääosa on pidetty samanlaisena eri vuosina. Vuonna 2007 uutena asiana mukaan on otettu etä- ja mobiilityö, jota koskevat tiedot kerättiin työvoimatutkimuksen (Tilastokeskus 2007) yhteydessä. Myös palkkausjärjestelmien muutosten seuraamista on edelleen jatkettu.",
"en": "The annual survey studied employee opinion on the quality of working life in Finnish municipalities. Main themes were psychosocial working environment, job characteristics, pay systems, job satisfaction, employment security, training and development, capacity to work, and bullying and discrimination at work. First, the respondents were asked how many years they had worked for the employer they were working for at the time, type of contract, number of persons at the workplace, what kind of changes there had been in staff numbers, working hours, and contracts over the past 12 months, and whether people had been transferred to other units. Further questions covered team work, and whether there had been conflicts at the workplace, between what groups and whether the conflicts had decreased or increased over the past 12 months. Incidents of bullying and violence were charted. Next set of questions covered the respondent's autonomy at work and other job characteristics, overtime and its compensation, flexible working time arrangements, and R's membership in a trade union or professional association. Changes over the past year in workload, physical or mental stress, in access to training etc were explored as well as pay and bonus systems, and satisfaction with pay. Psychosocial working environment was charted with a number of questions, for instance, whether employees were treated equally, how supervisors handled development ideas suggested by subordinates and so on. One topic pertained to whether the respondents had presented any ideas to improve working conditions, products, services or working methods at the workplace and whether there had been other development initiatives. The respondents' participation in job-related training and development was investigated. One theme pertained to job satisfaction. The respondents were asked to what extent they agreed with a number of statements relating to staff sufficiency, organisation of work, access to information, physical or mental stress etc. They were asked how likely it was that they would be dismissed or laid off, or their tasks or working hours would be changed over the next year. Opinions on the employment situation in Finland and on changes happening in working life were charted. A number of questions investigated how the employees' capacity to work and occupational safety had been taken into account at the workplace, the respondents' sickness absences, and estimate of own mental and physical capacity to work. Discrimination at work based on ethnic group, age, gender and type of contract was explored. Finally, the respondents were asked whether they had done their main work from home or somewhere else outside of workplace (telework). Background variables included the respondent's gender, age, major region (NUTS2), type of municipality, education, occupational status, industry of employment, employer type, status in employment, economic activity, weekly working hours, additional jobs, whether R worked for a municipality or a federation of municipalities and in which sector. Information on age, gender, major region, type of municipality and education level were obtained from registers. Other background variables were obtained from the Labour Force Survey 2007 telephone interviews which were often conducted together with the Finnish Working Life Barometer interview."
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"fi": "Vuoden 2000 Kunta-alan työolobarometri tarkastelee kuntien ja kuntayhtymien työolojen muutoksia. Tiedot perustuvat työministeriön työolobarometrin aineistoon, joka kattaa kaikkien alojen palkansaajat. Tätä aineistoa on kasvatettu Työturvallisuuskeskuksen kuntaryhmän toimeksiannosta kunta-alalla työskentelevien osalta poimimalla heistä lisäotos. Työolobarometrin sisällöstä pääosa on pidetty samanlaisena eri vuosina. Vuoden 2000 barometrin erityisinä teemoina olivat työkyky, syrjintä ja ulkomaalaiset. Ensimmäiset kysymykset koskivat työsuhteen pituutta ja luonnetta sekä työpaikan henkilöstöä. Esimerkiksi kysyttiin vuoden aikana tapahtuneista muutoksista henkilöstön lukumäärässä, irtisanomisista ja lomautuksista. Samoin tiedusteltiin ulkoistamista, yksikköjen yhdistelyä ja tuottavuuden parantamista viimeisen vuoden aikana. Seuraavat kysymykset koskivat työpaikan ilmapiiriä, kuten esiintyykö työpaikalla ristiriitoja, olivatko ne lisääntyneet, ja keiden välillä niitä esiintyi. Tämän jälkeen kysyttiin työtehtävistä ja työn luonteesta sekä palkkaukseen liittyvistä asioista, kuten ylityökorvauksista, lisistä ja tulospalkkioista sekä vastaajan suhtautumisesta palkkaukseensa. Vastaajien kokemuksia vaikuttamisesta työtehtävien sisältöön, tahtiin, koulutukseen ja esimerkiksi laitehankintoihin selvitettiin. Seuraavaksi tiedusteltiin työajan joustosta, ylitöistä, kotona työskentelystä ja ammattiliittoon kuulumisesta. Vastaajat ottivat kantaa mm. työtahdin, työturvallisuuden ja ammattitaidon kehittämisen mahdollisuuksien lisääntymiseen tai vähenemiseen kuluneen vuoden aikana. Seuraavaksi tiedusteltiin työn ja palkkauksen suhteesta, ja oliko työpaikalla toteutettu projekteja tuottavuuden tai laadun kehittämiseksi. Vastaajat kertoivat, oliko työpaikalla liian vähän henkilöstöä tehtäviin nähden, olivatko työt hyvin organisoituja, ja esimerkiksi, kokiko vastaaja työn fyysisesti raskaaksi. Seuraavaksi vastaajilta tiedusteltiin, pitävätkö he mahdollisena, että seuraavan vuoden aikana heidät esimerkiksi lomautetaan, irtisanotaan tai siirretään toisiin tehtäviin. Vastaajia pyydettiin arvioimaan, kuinka eri tekijät vaikuttaisivat heidän työnsaantimahdollisuuksiinsa, mikäli he jäisivät työttömiksi. Lisäksi vastaajat pohtivat työllisyystilannetta sekä sitä, onko työelämä muuttumassa suuntaan tai toiseen esimerkiksi tasa-arvon, ympäristökysymysten huomioon ottamisen, esimiesten johtamistavan tai itsensä kehittämisen mahdollisuuksien suhteen. Vastaajat arvioivat työkykyään kymmenportaisella asteikolla sekä suhteessa työn henkisiin ja fyysisiin vaatimuksiin. Vastaajat ilmoittivat, oliko heillä pitkäaikaisia sairauksia tai vammoja, ja oliko niistä haittaa työssä. Eriarvoisuutta ja syrjintää työpaikalla selvitettiin muun muassa tiedustelemalla, ilmenikö vastaajan työorganisaatiossa eriarvoista kohtelua, joka perustuu ikään, sukupuoleen, työsuhteen luonteeseen tai työntekijän syntyperään. Vastaajat kertoivat, millaisia kokemuksia heillä oli ulkomaalaisista työntekijöistä, sekä oliko heidän työpaikallaan muihin kansallisuuksiin tai etnisiin ryhmiin kuuluvia työntekijöitä. Etätyöhön käytettyä tuntimäärää tiedusteltiin. Vastaajilta tiedusteltiin, uskoivatko he terveytensä puolesta jatkavansa samassa ammatissa kahden vuoden kuluttua. Työolobarometrissa on hyödynnetty työvoimatutkimuksen (Tilastokeskus 2000) taustamuuttujia. Taustamuuttujina olivat muun muassa sukupuoli, ikä, alue ja työpaikan toimiala.",
"en": "The annual survey studied employee opinion on the quality of working life in Finnish municipalities. Main themes were job characteristics, work environment, conflicts at the workplace, influence over decisions, working hours, wages, employment security and equality. The year 2000 survey contained new questions on discrimination, capacity to work, and immigrant co-workers. First, the respondents were asked how many years they had worked for the employer they were working for at the time, type of contract, number of persons at the workplace, what kind of changes there had been in staff numbers, working hours, contracts and organisational structure over the past 12 months, and whether people had been transferred to other units. Further questions covered team work, and whether there had been conflicts at the workplace, between what groups and whether the conflicts had decreased or increased over the past 12 months. Staff qualifications and requirements, employee influence over, for instance, workload and tasks, and changes in the degree of influence were investigated as well as trade union influence and R's membership in a trade union or a professional association. Next set of questions covered overtime at work, overtime compensation, and changes over the past year in workload, physical or mental stress, in access to training etc. Wage level and pay systems were charted. One topic pertained to whether the respondents had presented any ideas to improve working conditions, products, services or working methods at the workplace and whether there had been other development initiatives. They were asked how likely it was that they would be dismissed or laid off, or their tasks or working hours would be changed over the next year. Opinions were charted on employment situation in Finland and what kind of changes were happening in working life in, for instance, relating to management style, possibility to influence decisions, the financial situation of their organisation. A number of questions investigated how the employees' capacity to work and occupational health and safety had been taken into account at the workplace, the respondents' sickness absences, and estimate of own mental and physical capacity to work. Discrimination at work based on ethnic group, age or gender was explored as well as experiences of immigrant co-workers. Finally, the respondents were asked whether they had done work from home or somewhere else outside of workplace (telework). Background variables included the respondent's gender, age, degree of urbanisation of the municipality of residence, region, occupational group, status in employment, industry of employment, employer type, weekly working hours, additional jobs, industry of additional job, basic and vocational education, whether R worked for a municipality or a federation of municipalities and in which sector. Most background variables were obtained from the Labour Force Survey 2000 telephone interviews."
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"fi": "Kuntien ja kuntayhtymien työolojen muutoksia kuvaava Kunta-alan työolobarometri 2008 perustuu työ- ja elinkeinoministeriön työolobarometrin aineistoon, joka kattaa kaikkien alojen palkansaajat. Tätä aineistoa on kasvatettu Työturvallisuuskeskuksen kuntaryhmän toimeksiannosta kunta-alalla työskentelevien osalta poimimalla heistä lisäotos. Tietokoneavusteisia kunta-alan palkansaajien puhelinhaastatteluja tehtiin yhteensä 683 kappaletta. Ensimmäiset kysymykset koskivat työsuhteen pituutta ja luonnetta sekä työpaikan henkilöstöä. Esimerkiksi kysyttiin vuoden aikana tapahtuneista muutoksista henkilöstön lukumäärässä, irtisanomisista ja lomautuksista. Seuraavat kysymykset koskivat työpaikan ilmapiiriä, kuten esiintyykö työpaikalla ristiriitoja tai henkistä ja fyysistä väkivaltaa. Tämän jälkeen kysyttiin työtehtävistä ja työn luonteesta sekä palkkaukseen liittyvistä asioista, kuten ylityökorvauksista, lisistä ja tulospalkkioista sekä vastaajan suhtautumisesta palkkaukseensa. Seuraavissa kysymyksissä selvitettiin työpaikan luonnetta ja ominaisuuksia sekä kysyttiin työhön liittyvistä koulutuksista. Vastaajilta myös tiedusteltiin, pitävätkö he mahdollisena, että seuraavan vuoden aikana heidät esimerkiksi lomautetaan, irtisanotaan tai siirretään toisiin tehtäviin. Lisäksi vastaajat pohtivat työllisyystilannetta sekä sitä, onko työelämä muuttumassa suuntaan tai toiseen esimerkiksi tasa-arvon, ympäristökysymysten huomioon ottamisen, esimiesten johtamistavan tai itsensä kehittämisen mahdollisuuksien suhteen. Tämän jälkeen tiedusteltiin vielä muun muassa työkykyyn ja työterveyteen liittyviä asioita. Lisäksi kysyttiin, esiintyykö vastaajan työorganisaatiossa syrjintää tai eriarvoista kohtelua, joka perustuu esimerkiksi ikään, sukupuoleen, työsuhteen luonteeseen tai työntekijän syntyperään. Työolobarometrissa on hyödynnetty työvoimatutkimuksen (Tilastokeskus 2008) taustamuuttujia. Taustamuuttujina olivat muun muassa sukupuoli, ikä, alue ja työpaikan toimiala. Työolobarometrin sisällöstä pääosa on pidetty samanlaisena eri vuosina. Vuonna 2008 työolobarometrin sisältöä on vahvistettu työpaikkojen taloudellista tilaa ja sen muutoksia koskevilla kysymyksillä. Toinen teema, jota on täydennetty vuonna 2008, on työpaikkakiusaaminen ja väkivalta työpaikoilla.",
"en": "The annual survey studied employee opinion on the quality of working life in Finnish municipalities. 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. First, the respondents were asked how many years they had worked for the employer they were working for at the time, type of contract, number of persons at the workplace, and what kind of changes there had been in staff numbers, working hours, contracts, and tasks during the past 12 months, and whether people had been transferred to other units. Further questions covered team work, whether there had been conflicts at the workplace, between what groups and whether the conflicts had decreased or increased over the past 12 months. Incidents of bullying and violence were charted. Next set of questions covered the respondent's autonomy at work and other job characteristics, overtime and its compensation, flexible working time arrangements, and R's membership in a trade union or professional association. Changes over the past year in workload, physical or mental stress, in access to training etc were explored as well as pay and bonus systems, and satisfaction with pay. Psychosocial working environment was charted with a number of questions, for instance, whether employees were treated equally, was there support for trying new things and so on. One topic pertained to whether the respondents had presented any ideas to improve working conditions, products, services or working methods at the workplace and whether there had been other development initiatives. The respondents' participation in job-related training and development was investigated. One theme pertained to job satisfaction. The respondents were asked to what extent they agreed with a number of statements relating to staff sufficiency, organisation of work, access to information, physical or mental stress etc. They were asked how likely it was that they would be dismissed or laid off, or their tasks or working hours would be changed over the next year. Opinions on the employer's financial situation, employment situation in Finland and on changes in working life were studied. A number of questions investigated how the employees' capacity to work and occupational safety had been taken into account at the workplace, the respondents' sickness absences, and estimate of own mental and physical capacity to work. Discrimination at work based on ethnic group, age, gender and type of contract was explored. Background variables included the respondent's age, gender, major region (NUTS2), type of municipality, education, occupational status and group, industry of employment, employer type, status in employment, economic activity, weekly working hours, additional jobs, whether R worked for a municipality or a federation of municipalities and in which sector. Information on age, gender, major region, type of municipality and education level were obtained from registers. Other background variables were obtained from the Labour Force Survey 2008 telephone interviews which were often conducted together with the Finnish Working Life Barometer interview."
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"fi": "Tutkimuksessa selvitettiin suomalaisen työelämän laatua kunta-alan palkansaajien näkökulmasta vuonna 2011. Kunta-alan työolobarometri perustuu työ- ja elinkeinoministeriön vuosittain kaikilta toimialoilta keräämään valtakunnalliseen työolobarometriaineistoon. Kuntaryhmän toimeksiannosta laajennetussa otoksessa on vuosittain syys-lokakuussa haastateltu puhelimitse n. 600-700 kunta-alalla työskentelevää henkilöä. Aluksi tiedusteltiin kuinka kauan vastaaja oli ollut nykyisellä työpaikallaan sekä kerättiin tietoja työpaikan henkilöstömäärästä ja siinä tapahtuneista muutoksista viimeisen vuoden aikana. Samalla selvitettiin, millaisiin työsuhteisiin uusia työntekijöitä oli otettu, käytettiinkö vuokratyöntekijöitä, esiintyikö työpaikalla ristiriitoja eri henkilöstöryhmien, alaisten tai esimiesten välillä. Työilmapiirin ja työturvallisuuden kartoitusta jatkettiin tiedustelemalla henkisen ja fyysisen väkivallan yleisyyttä erilaisin kysymyksin. Seuraavaksi tiedusteltiin kykenikö vastaaja vaikuttamaan työpaikallaan työtehtäviin, työtahtiin ja työnjakoon. Tämän jälkeen selvitettiin, oliko vastaaja tehnyt elo-syyskussa säännöllisen työajan ylittävää työtä, josta oli saanut korvauksen kokonaan tai osittain rahana tai vapaana ja oliko tehnyt sellaista ylityötä, josta ei ollut saanut lainkaan korvausta. Työajan joustoa selvitettiin tiedustelemalla, oliko vastaajan työpaikalla käytössä liukuva työaika. Samoin tiedusteltiin, oliko työpaikalla valittu työntekijöiden edustaja, kuten luottamusmies. Työpaikalla tapahtuneita muutoksia viimeksi kuluneen 12 kuukauden ajalta selvitettiin työtahdin, työturvallisuuden, esimiehiltä ja työtovereilta saadun kannustuksen ja tuen osalta. Edelleen tiedusteltiin olivatko mahdollisuudet käyttää ammattitaitoa ja kykyjä työssä muuttuneet. Palkkaan liittyen tiedusteltiin, kuinka palkka-asioista sovittiin, vaikuttiko palkkaan se, kuinka monta vuotta vastaaja oli ollut työssä, käytiinkö järjestelmällisiä kehityskeskusteluja, vaikuttiko henkilökohtainen suoriutuminen palkkaan, oliko käytössä ryhmään tai tulosyksikköön perustuvia tulospalkkioita, kuuluiko vastaaja mm. osakepalkkio- tai optiojärjestelmään. Lisäksi kysyttiin kokiko vastaaja palkkauksen oikeudenmukaiseksi, kannustavaksi, kilpailukykyiseksi ja palkitsevaksi. Seuraavaksi vastaajat arvioivat työpaikkaansa muun muassa sen suhteen, olivatko työntekijöiden ja johdon suhteet avoimet ja luottamukselliset, oliko työpaikka sellainen, jossa oppi koko ajan uusia asioita, suhtautuivatko esimiehet rakentavasti työntekijöiden muutosehdotuksiin ja kannustettiinko työntekijöitä kokeilemaan uusia asioita. Seuraavaksi selvitettiin, oliko vastaaja ollut viimeisen vuoden aikana koulutuksessa, oli hän kehittänyt ammattitaitoaan osallistumalla sivutoimisesti koulutukseen, josta ei ollut saanut palkkaa, ja kannustettiinko työpaikalla kouluttautumaan tarjoamalla esimerkiksi uusia työtehtäviä tai parempaa palkkausta. Seuraavaksi esitettiin joukko väittämiä, jotka liittyivät esimerkiksi työpaikan organisointiin, työtehtävien määrään, tietojen avoimeen välittämiseen, työn fyysisyyteen ja työn raskauteen. Vastaajilta tiedusteltiin, kuinka hyvinä he pitivät mahdollisuuksiaan löytää työtä, mikäli jäisivät työttömiksi, he myös arvioivat yleistä työllisyystilannetta vuoden kuluttua. Työelämässä tapahtuneita muutoksia arvioitiin mm. työnteon mielekkyyden, tasa-arvon ja esimiesten johtamistavan osalta. Vastaajat arvioivat oman työpaikkansa kokonaisuudessaan asteikolla nollasta kymmeneen. Seuraavaksi käsiteltiin työpaikan turvallisuuteen ja työympäristöön liittyviä kysymyksiä. Vastaajat arvioivat omaa työkykyään sekä kertoivat mahdollisista vammoistaan ja sairauspoissaoloistaan. Vastaajan vireyttä, toimeliaisuutta, toiveikkuutta selvitettiin muutamalla kysymyksellä. Seuraavaksi esitettiin kysymyksiä, jotka liittyivät kotona työskentelyyn ja muualla kuin kotona tai työpaikalla työskentelyn. Vastaajilta tiedusteltiin, oliko hänen työpaikallaan muihin kansalaisuuksiin kuuluvia muualta Suomeen muuttaneita työntekijöitä, esiintyikö työpaikalla ikään, sukupuoleen, työsuhteen määrä- tai osa-aikaisuuteen tai syntyperään perustuvaa syrjintää. Lopuksi tiedusteltiin oliko vastaaja kunnan vai kuntayhtymän työntekijä, ja millä kunta-alan sektorista hän työskenteli. Työolobarometrissa on hyödynnetty työvoimatutkimuksen (Tilastokeskus 2011) taustamuuttujia. Taustamuuttujina olivat muun muassa sukupuoli, ikä, alue ja työpaikan toimiala.",
"en": "The annual survey studied employee opinion on the quality of working life in Finnish municipalities. Main themes were psychosocial working environment, job characteristics, pay and working time arrangements, satisfaction with the job, employment security, training and development, capacity to work, telework, and bullying and discrimination at work. First, the respondents were asked how many years they had worked for the employer they were working for at the time, type of contract, number of persons at the workplace, and what kind of changes there had been in staff numbers and type of contracts during the past 12 months. Further questions charted whether people had been transferred from other units and whether the employer had used temporary agency employees. Questions also covered team work, whether there had been conflicts at the workplace and between what groups. Incidents of bullying, harassment and violence were charted. Next set of questions investigated the respondent's autonomy and influence at work and other job characteristics, overtime and its compensation, flexible working time arrangements, local bargaining on working time, and R's membership in a trade union or professional association. Changes over the past year in workload and pace of work, safety at work etc were explored as well as pay and bonus systems, pay bargaining and satisfaction with pay. Psychosocial working environment was charted with a number of questions, for instance, whether there was support for trying new things and so on. One topic pertained to whether the respondents had presented any ideas to improve working conditions, products, services or working methods at the workplace and whether there had been other development initiatives. The respondents' participation in job-related training and development was investigated. One theme pertained to job satisfaction. The respondents were asked to what extent they agreed with a number of statements relating to staff sufficiency, organisation of work, access to information, physical or mental stress etc. They were asked how likely it was that they would be dismissed or laid off, or their tasks would be changed over the next year. Views were probed on the employer's economic situation, employment situation in Finland and possible changes in working life. A number of questions investigated how the employees' capacity to work and occupational health and safety had been taken into account at the workplace, the respondents' sickness absences, illnesses and disabilities, and estimate of own mental and physical capacity to work. The respondents were asked about working from home (telework), doing work somewhere else outside of workplace and being in contact with clients or workplace outside of normal working hours. Discrimination at work based on ethnic group, age, gender and type of contract was explored as well as whether the respondents had colleagues of other nationality or ethnic origin. Background variables included the respondent's year of birth, age, gender, region, type of municipality, education level, economic activity, status in employment, industry of employment, employer type, weekly working hours, and additional jobs. Information on age, gender, region, type of municipality and education level were obtained from registers. The other background variables were obtained from the Labour Force Survey 2011 telephone interviews which were often conducted together with the Finnish Working Life Barometer interview."
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"fi": "Tutkimuksessa selvitettiin suomalaisen työelämän laatua kunta-alan palkansaajien näkökulmasta vuonna 1998. Tiedot perustuvat työministeriön työolobarometrin aineistoon, joka kattaa kaikkien alojen palkansaajat. Tätä aineistoa on kasvatettu Työturvallisuuskeskuksen kuntaryhmän toimeksiannosta kunta-alalla työskentelevien osalta poimimalla heistä lisäotos. Työolobarometrin sisällöstä pääosa on pidetty samanlaisena eri vuosina. Vuonna 1998 mukaan on otettu myös syrjintää koskevia kysymyksiä, sekä palkansaajien työkykyä ja kuntoutustarvetta koskevia kysymyksiä. Työolobarometrin ensimmäiset kysymykset koskivat työsuhteen pituutta ja luonnetta sekä työpaikan henkilöstöä. Esimerkiksi kysyttiin vuoden aikana tapahtuneista muutoksista henkilöstön lukumäärässä, irtisanomisista ja lomautuksista. Samoin tiedusteltiin ulkoistamista, yksikköjen yhdistelyä ja tuottavuuden parantamista viimeisen vuoden aikana. Seuraavat kysymykset koskivat työpaikan ilmapiiriä, kuten esiintyykö työpaikalla ristiriitoja, olivatko ne lisääntyneet, ja keiden välillä niitä esiintyi. Tämän jälkeen kysyttiin työtehtävistä ja työn luonteesta sekä palkkaukseen liittyvistä asioista, kuten ylityökorvauksista, lisistä ja tulospalkkioista sekä vastaajan suhtautumisesta palkkaukseensa. Vastaajien kokemuksia vaikuttamisesta työtehtävien sisältöön, tahtiin, koulutukseen ja esimerkiksi laitehankintoihin selvitettiin. Seuraavaksi tiedusteltiin työajan joustosta, ylitöistä, kotona työskentelystä ja ammattiliittoon kuulumisesta. Vastaajat ottivat kantaa mm. työtahdin, työturvallisuuden ja ammattitaidon kehittämisen mahdollisuuksien lisääntymiseen tai vähenemiseen kuluneen vuoden aikana. Seuraavaksi tiedusteltiin työn ja palkkauksen suhteesta, ja oliko työpaikalla toteutettu projekteja tuottavuuden tai laadun kehittämiseksi. Vastaajat kertoivat, oliko työpaikalla liian vähän henkilöitä tehtäviin nähden, olivatko työt hyvin organisoituja, ja esimerkiksi, kokiko vastaaja työn fyysisesti raskaaksi. Seuraavaksi vastaajilta tiedusteltiin, pitävätkö he mahdollisena, että seuraavan vuoden aikana heidät esimerkiksi lomautetaan, irtisanotaan tai siirretään toisiin tehtäviin. Vastaajia pyydettiin arvioimaan, kuinka eri tekijät vaikuttaisivat heidän työnsaantimahdollisuuksiinsa, mikäli he jäisivät työttömiksi. Lisäksi vastaajat pohtivat työllisyystilannetta sekä sitä, onko työelämä muuttumassa suuntaan tai toiseen esimerkiksi tasa-arvon, ympäristökysymysten huomioon ottamisen, esimiesten johtamistavan tai itsensä kehittämisen mahdollisuuksien suhteen. Eriarvoisuutta ja syrjintää työpaikalla selvitettiin muun muassa tiedustelemalla, ilmenikö vastaajan työorganisaatiossa eriarvoista kohtelua, joka perustuu ikään tai sukupuoleen. Kunta-alan työolobarometrissa on hyödynnetty työvoimatutkimuksen (Tilastokeskus 1998) taustamuuttujia. Taustamuuttujina olivat muun muassa sukupuoli, ikä ja työpaikan toimiala.",
"en": "The survey studied employee opinion on the quality of working life in Finland. Main themes were job characteristics, work environment, conflicts at the workplace, influence over decisions, working hours, wages, employment security and equality. The year 1998 survey contained new questions on capacity to work and occupational health and safety. First, the respondents were asked about the number of years they had worked for the employer they were working for at the time, type of contract, number of persons at the workplace, what kind of changes there had been in staff numbers, working hours and contracts over the past 12 months, and whether people had been transferred to other units. Further questions covered team work at the workplace, whether there had been conflicts at the workplace, between what groups and whether the conflicts had decreased or increased over the past 12 months. Employee influence over, for instance, workload and tasks, and changes in the degree of incfluence were investigated as well as R's membership in a trade union or a professional association. Next set of questions covered overtime at work, overtime compensation, flexibility in working times, job characteristics, and changes over the past year in workload, physical or mental stress, in access to training etc. Wage level and pay systems were charted. One topic pertained to whether the respondents had presented any ideas to improve working conditions, products, services or working methods at the workplace, whether there had been other development ideas and whether the development measures adopted had favoured any age groups. They were asked how likely it was that they would be dismissed or laid off, or their tasks or working hours would be changed over the next year. Opinions were charted on employment situation in Finland and what kind of changes were happening in working life in, for instance, relating to management style, possibility to influence decisions, equality between men and women, the financial situation of their organisation. Some questions investigated how the employees' capacity to work and occupational health and safety had been taken into account at the workplace and their estimate of own mental and physical capacity to work. Discrimination at work based on ethnic group, age or gender was explored. Background variables included the respondent's gender, age, occupational status and economic activity, status in employment, industry of employment, employer type, weekly working hours, additional jobs, industry of additional job, vocational education, whether R worked for a municipality or a federation of municipalities and in which sector. Most background variables were obtained from the Labour Force Survey 1998 telephone interviews."
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"fi": "Juomatapatutkimus 2008 kartoittaa suomalaisten alkoholin ja muiden päihteiden käyttöä, kulutettuja määriä, käytön seurauksia ja alkoholiin liittyviä asenteita. Aiemmat juomatapatutkimukset on tehty kahdeksan vuoden välein vuosina 1968, 1976, 1984, 1992 ja 2000. Tuorein aineisto on arkistoitu Yhteiskuntatieteelliseen tietoarkistoon. Aineisto koostuu osista: käyntihaastatteluilla kerätystä nk. perusaineistosta, rekistereistä saaduista taustamuuttujista ja haastattelun yhteydessä lisäkyselylomakkeella kerätystä aineistosta. Aineiston rahoittajat ovat Sosiaali- ja terveysalan tutkimus- ja kehittämiskeskus (Stakes), Suomen Akatemia, Alkoholitutkimussäätiö ja Alkoholiohjelma. Alkoholinkäyttöön ja asenteisiin liittyen esitettiin ensin väitteitä. Väittämät käsittelivät muun muassa kohtuullista alkoholinkäyttöä, humaltumista ja alkoholinkäyttöä pienten lasten läsnä ollessa. Seuraavaksi kysyttiin, kuinka usein vastaajat juovat olutta ja viiniä ruokajuomina, ovatko he käyttäneet alkoholia viime aikoina lääkinnälliseen tarkoitukseen ja mitä eri alkoholijuomia vastaajat ovat nauttineet kuluneiden 12 kuukauden aikana. Aineisto sisältää konstruoidun b27-muuttujan, joka määrittelee vastaajat joko raittiiksi tai alkoholinkäyttäjiksi. Vastaajilta kysyttiin myös, milloin he nauttivat ensimmäisen kerran jotakin alkoholijuomaa ja minkä ikäisenä he olivat ensi kertaa humalassa. Raittiiden suhdetta alkoholiin ja heidän juomattomuutta koskevia perustelujaan kartoitettiin ensin väitelauseiden avulla. Väitteet tarkastelivat mm. uskonnollista vakaumusta, terveyttä, periaatteita, pelkoja, hyvinvointia sekä ajan- ja rahankäyttöä. Edelleen kysyttiin alkoholin tyrkyttämisestä sekä sukulaisten ja tuttavien suhtautumisesta vastaajan raittiuteen. Lisäksi tarkasteltiin raittiiden aikaisempaa alkoholinkäyttöä. Alkoholinkäyttäjien alkoholin kulutusta tarkasteltiin yksityiskohtaisesti. Vastaajat arvioivat, kuinka usein he ovat juoneet erisuuruisia määriä alkoholia yhtenä päivänä kuluneiden 12 kuukauden aikana. Edelleen kysyttiin, kuinka usein ja kuinka paljon vastaajat ovat kyseisenä aikana juoneet olutta, siideriä, viiniä ja väkeviä juomia. Kartoitettiin myös, kuinka usein vastaajat juovat alkoholia baarissa ja niin että se tuntuu. Aineisto sisältää myös konstruoidun alkoholin vuosikulutusmuuttujan vkqfto08 sekä sen juomalajikohtaiset osat vkqfol08, vkqfvi08, vkqfsi08 ja vkqfvak08. Alkoholin hankintaan ja valmistamiseen liittyen kysyttiin, ovatko vastaajat kuluneiden 12 kuukauden aikana tuoneet eri alkoholijuomia ulkomailta, valmistaneet itse esimerkiksi sahtia, kiljua tai pontikkaa tai salakuljettaneet alkoholijuomia. Tiedusteltiin myös, minkälaisista määristä on kyse. Vastaajien kokemia alkoholinkäytön aiheuttamia seurauksia kartoitettiin usealla eri kysymyksellä. Kysyttiin esimerkiksi juomisen hallinnasta, ympäristön reaktioista, yksittäisten juomakertojen seurauksista ja alkoholijuomien tuputtamisesta. Muiden alkoholinkäytön aiheuttamiin kokemuksiin liittyen kysyttiin, kuinka usein tuntemattomat tai puolitutut päihtyneet ovat pelotelleet, haukkuneet, lyöneet tms. vastaajia julkisilla paikoilla kuluneiden 12 kuukauden aikana. Lisäksi vastaajat arvioivat onko heidän läheisillään alkoholiongelmia ja kuinka paljon läheisten alkoholinkäyttö on vaikuttanut vastaajien omaan elämään. Vastaajien rahapelaamista kartoittava osio alkoi kysymyksellä rahapelaamisen useudesta. Mainittuja pelejä olivat esimerkiksi Veikkauksen viikoittaiset ja päivittäiset arvontapelit (Lotto, Jokeri, Keno jne.), raaputusarvat ja veikkaukset sekä rahapeliautomaatit ja nettipokeri. Lisäksi kysyttiin saaduista pelivoitoista, pelaamiseen käytetyistä rahasummista, pelaamiseen liittyvistä itse koetuista peliongelmista, syyllisyydestä ja päihteiden käytön sekä pelaamisen yhteyksistä. Terveyteen, hyvinvointiin ja elämänhallintaan liittyen kysyttiin mm. vastaajien terveydentilasta, voinnista, pitkäaikaissairauksista, lääkärikäynneistä, alkoholinkäyttöön liittyvästä neuvonnasta, jaksamisesta, vaikeuksien kohtaamisesta, onnellisuudesta, itseluottamuksesta ja luottamuksellisista ihmissuhteista. Lisäksi kysyttiin vastaajien pituutta ja painoa sekä kartoitettiin tupakointia ja toimeentuloa. Käyntikyselyosion lopussa on haastattelijan täyttämiä tietoja haastattelun kestosta, paikasta, luotettavuudesta ja sujumisesta. Lisäkysely sisältää kymmenen kohdan Alcohol Use Disorders Identification Test (AUDIT) -mittarin ja kysymyksiä huumeiden käytöstä. AUDITissa kartoitettiin, kuinka usein vastaajat juovat alkoholia sisältäviä juomia ja kuinka monta annosta he juovat kerralla. Kysyttiin myös, kuinka usein vastaajat eivät ole pystyneet lopettamaan juomista, ovat juomisen takia laiminlyöneet tehtäviään ja sen seurauksena satuttaneet toisia. Edelleen kysyttiin, onko joku ollut huolissaan vastaajien alkoholin käytöstä ja suositellut juomisen vähentämistä. Muiden päihteiden käyttöön liittyen kysyttiin aluksi lääkkeiden käytöstä ei-lääkinnälliseen tarkoitukseen sekä liimojen ja liuottimien käytöstä. Vastaajat kertoivat, tuntevatko he huumeidenkäyttäjiä ja onko heille koskaan tarjottu huumeita joko ilmaiseksi tai ostettavaksi. Vastaajat erittelivät myös huumeiden, kuten hasiksen, marihuanan, amfetamiinin, heroiinin, kokaiinin ja ekstaasin kokeiluja ja käyttöä. Lopuksi kysyttiin huumeiden ja lääkkeiden käytöstä yhdessä alkoholin kanssa päihtymistarkoituksessa. Taustamuuttujina olivat vastaajan sukupuoli, syntymävuosi, ikä (otoksen mukaisesti vuoden 2007 lopussa 15-69 vuotta), perhesuhteet, koulutus, pääasiallinen toiminta, sosioekonominen asema, kotitalouden koko, kuntaryhmä, suuralue, lääni, taajama-aste ja äidinkieli.",
"en": "The survey charted alcohol consumption and illegal drug use in Finland, type and volume of alcohol consumption and its consequences, general attitudes towards alcohol and gambling. Funding for the research was provided by the National Research and Development Centre for Welfare and Health (STAKES), Academy of Finland, Finnish Foundation for Alcohol Studies, and the Alcohol Programme of the Finnish Government. Similar surveys have been conducted at eight-year intervals in 1968, 1976, 1984, 1992 and 2000 but these are not archived at the FSD. First, attitudes to alcohol were studied with several statements (e.g. one should not use alcohol in the presence of small children, people use too much alcohol in Finland, those who drink have more fun than those who don't). Alcohol use was charted with questions on beverage used with meals on Sundays, use of alcohol for medicinal purposes and general use of different beverages (beer, wine, home-brew, spirits etc). The data contain a constructed variable b27 defining the respondents as users or non-users of alcohol. Non-users were presented with various statements charting the reasons for their abstinence. They were also asked about other people's attitudes and reactions to their non-use and previous alcohol consumption habits. Users of alcohol were asked about their alcohol consumption patterns, maximum volume used in one day, frequency of using various beverages, volume used generally at a time and where consumed, and how often they drank so much they could really feel it ('binge drinking'). The data also contain the following constructed variables: annual alcohol use (vkqfto08) and annual use by beverage type (vkqfol08, vkqfvi08, vkqfsi08 and vkqfvak08). One theme pertained to importing, home distillation/brewing and smuggling alcohol. Questions covered the type and volume of alcohol imported, home-brewed or smuggled. Type and volume of smuggled alcohol bought were charted as well. The survey covered instances of alcohol-related harm and other consequences of alcohol use. The respondents were asked how often they drink more or more frequently than they would have liked or had planned, could not stop drinking once had started, or had suffered from hangover. Problems caused for family, friendships, financial situation, health, work etc were investigated, likewise whether someone had tried to make them cut down on drinking. Further questions charted how often the respondents, when drinking, had gotten into a fight or a quarrel, had lost money or other property, been late for something, had got into an accident, been drink-driving, done things they regretted afterwards, etc. Problems caused for them by other people's alcohol consumption were also charted. The respondents evaluated whether their parents, spouse, children or other persons close to them had problems with alcohol. Gambling, its frequency, winnings, sums used, self-perceived gambling problems and the relationship between drinking and gambling were also charted. A number of questions focused on the respondent's health, psychosocial health, control over own life, long-terms illnesses, weight and height, smoking and financial situation. The paper questionnaire contained the ten-question Alcohol Use Disorders Identification Test (AUDIT) which studies alcohol consumption, drinking patterns and alcohol-related problems. Other questions covered use of sleeping pills, tranquillisers, or pain killers for non-medicinal purposes. Glue sniffing and other inhalant abuse was explored. The respondents were asked whether they knew persons who used illegal drugs, and whether they themselves had been offered or used drugs. Type and volume of drugs used (marihuana, hashish, heroin, LSD, ecstasy, amphetamine, GHB or GBL, crack or cocaine etc) and use of alcohol and drugs at the same time were investigated. Background variables included the respondent's gender, year of birth, marital status, number of persons in the household, household composition, basic education, vocational education, economic activity, R's and spouse's socioeconomic status, degree of urbanisation of the municipality of residence, province, region (NUTS3), major region (NUTS2) and mother tongue."
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"issued": "2010-12-16",
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"description": {
"fi": "Tutkimuksessa selvitettiin suomalaisten kunta-alan työntekijöiden työelämän laatua palkansaajien näkökulmasta vuonna 2004. Tietokoneavusteisena puhelinhaastatteluna Työolobarometrin ohessa vuosittain toteutetut kunta-alan työolobarometrit on pidetty sisällöltään pääosin samanlaisina eri vuosina. Vuonna 2004 uudistettiin ja laajennettiin palkkaustapoja koskenutta osiota ja myös työelämän kokonaislaatua on pyritty arvioimaan aikaisempaa perusteellisemmin. Ensimmäiset kysymykset koskivat työsuhteen pituutta ja luonnetta sekä työpaikan henkilöstöä. Vastaajilta kysyttiin vuoden aikana tapahtuneista muutoksista henkilöstön lukumäärässä, irtisanomisista ja lomautuksista. Seuraavat kysymykset koskivat työpaikan ilmapiiriä, kuten esiintyykö työpaikalla ristiriitoja tai henkistä ja fyysistä väkivaltaa. Tämän jälkeen kysyttiin työntekijän vaikutusmahdollisuuksista työtehtäviinsä sekä palkkaukseen liittyvistä asioista, kuten ylityökorvauksista, lisistä ja tulospalkkioista sekä vastaajan suhtautumisesta palkkaukseensa. Lisäksi kysyttiin, kuuluuko vastaaja ammattiyhdistykseen tai -liittoon. Seuraavissa kysymyksissä selvitettiin työpaikan luonnetta ja ominaisuuksia sekä kysyttiin työhön liittyvistä koulutuksista. Yhtenä kiinnostuksen kohteena oli myös työtapojen, työn suoritusvaatimusten ja esimerkiksi työturvallisuuden muutos. Vastaajilta myös tiedusteltiin, pitävätkö he mahdollisena, että seuraavan vuoden aikana heidät esimerkiksi lomautetaan, irtisanotaan tai siirretään toisiin tehtäviin. Lisäksi vastaajat pohtivat työllisyystilannetta sekä sitä, onko työelämä muuttumassa suuntaan tai toiseen esimerkiksi tasa-arvon, ympäristökysymysten huomioon ottamisen, esimiesten johtamistavan tai itsensä kehittämisen mahdollisuuksien suhteen. Tämän jälkeen tiedusteltiin vielä muun muassa työkykyyn ja työterveyteen liittyviä asioita sekä sitä, miten tärkeä asia työ on perhe-elämään ja vapaa-aikaan suhteutettuna. Myös palkansaajan halukkuutta keventää tai luopua kokonaan työstä tiedusteltiin. Lopuksi kysyttiin, esiintyykö vastaajan työorganisaatiossa syrjintää tai eriarvoista kohtelua, joka perustuu esimerkiksi ikään, sukupuoleen, työsuhteen luonteeseen tai työntekijän syntyperään. Työolobarometrissa on hyödynnetty työvoimatutkimuksen (Tilastokeskus 2004) taustamuuttujia. Taustamuuttujina olivat muun muassa sukupuoli, ikä, alue ja työpaikan toimiala.",
"en": "The annual survey studied employee opinion on the quality of working life in Finnish municipalities. Main themes were psychosocial working environment, job characteristics, pay systems, job satisfaction, employment security, training and development, capacity to work, and bullying and discrimination at work. The year 2004 survey contained more questions than previously on workplace characteristics, pay systems, bullying and violence, and willingness to give up work. First, the respondents were asked how many years they had worked for the employer they were working for at the time, type of contract, number of persons at the workplace, what kind of changes there had been in staff numbers, working hours and contracts over the past 12 months, and whether people had been transferred to other units. Further questions covered team work, and whether there had been conflicts at the workplace, between what groups and whether the conflicts had decreased or increased over the past 12 months. Incidents of bullying and violence were charted. Next set of questions covered autonomy and influence at work, overtime and its compensation, and membership in a trade union or professional association. Changes over the past year in workload, physical or mental stress, in access to training, support from supervisors etc were charted as well as pay systems and satisfaction with the workplace. One topic pertained to whether the respondents had presented any ideas to improve working conditions, products, services or working methods at the workplace and whether there had been other development initiatives. Other questions covered workplace characteristics and the respondents' participation in job-related training and development. The respondents were asked how likely it was that they would be dismissed or laid off, or their tasks or working hours would be changed over the next year. Opinions were charted on employment situation in Finland and what kind of changes were happening in working life in, for instance, relating to management style, possibility to influence decisions, the financial situation of their organisation. A number of questions investigated how the employees' capacity to work and occupational health and safety had been taken into account at the workplace, the respondents' sickness absences, illnesses, and estimate of own mental and physical capacity to work. The respondents were asked whether they would be willing to give up work. Discrimination at work based on ethnic group, age, gender or contract type was explored. Background variables included, among others, the respondent's gender, age, type of municipality, major region (NUTS2), region (NUTS3), occupational group, status in employment, industry of employment, employer type, economic activity, weekly working hours, additional jobs, industry of additional job, level of education, whether R worked for a municipality or a federation of municipalities and in which sector. Most background variables were obtained from the Labour Force Survey 2004 telephone interviews."
},
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