Sixth European Working Conditions Survey Workers and creativity. Agnès Parent-Thirion Senior Programme 1 Manager

Transcription

1 Sixth European Working Conditions Survey Workers and creativity Agnès Parent-Thirion Senior Programme 1 Manager

2 European Working Conditions Survey 49 language versions 45 minutes 43,850 face to face interviews (CAPI) at worker s homes 106 questions 35 countries Sixth edition 1991, 1995, 2000, 2005, 2010,

3 Focus on job quality The Union and Member States shall have as their objectives improved living and working conditions Job quality associated with employment rate, longer working lives Micro level, job quality improves health, well-being, productivity Support other (European) policy objectives, such as gender equality A tool to monitor and guide future developments in the world of work

4 Gender segregation at job level Source: 6EWCS EU 28 reweighted 4

5 Health and safety delegate or committee Representation at the workplace NO TU AL PL UK IE RO EU28 SK MT DE EE LV AT CZ ES IT BG HR HU CY CH LT MK PT GR RS ME SL NL BE FR LU DKFI SE Trade union, works council or a similar committee representing employees Source: 6EWCS, EU28, reweighted 5

6 Job quality Physical environment Posture-related Ambient Biological and chemical Social environment Adverse social behaviour Social support Management quality Work intensity Quantitative demands incl. emotional Pace determinants and interdependency Skills and discretion Cognitive dimension inc.computer use Decision latitude Organisational participation Training Working time quality Duration Atypical working time Working time arrangements Flexibility Prospects Career prospects Employment status Job security Downsizing Earnings Source: Eurofound (2012), Trends in job quality in Europe, Publications Office of the European Union, Luxembourg. 6

7 Physical environment Lifting or moving people Handling infectious materials Handling chemicals Vibrations Noise Carrying or moving heavy loads Tiring or painful positions Repetitive movements 0% 10% 20% 30% 40% 50% 60% 70% (EU27) Source: 6EWCS, EU28 reweighted 7

8 Features of work intensity Working at high speed (3/4 of time +) Working to tight deadlines (3/4 of time +) Three pace determinants Enough time to do job (never/rarely) Hide feelings (most of time/always) Handling angry clients (3/4 of time +) Emotionally disturbing situations (3/4 of time +) Disruptive interruptions (frequent) Managers Professionals Technicians Clerks Service workers Agricultural workers Craft workers Plant operators EU Source: 6EWCS EU 28 in 2015 reweighted 8

9 Working time quality Duration Working hours continue to decline 23% no 11-hour break between working days Atypical working hours Working time arrangements Increase in shift and Sunday work Long working, very short working hours Companies set working time arrangements 13% notice of change 24 hours or less 12% work at short notice a few times a month Flexibility 25% easy to arrange to take an hour off work 22% work in free time to meet work demands Source: 6EWCS 2015 EU28 reweighted 9

10 Social environment : violence Source: 6EWCS 2015 EU28 reweighted 10

11 Social environment : management Source: 6EWCS 2015 EU28 reweighted 11

12 Skills and discretion Source: 6EWCS, EUR 35, reweighted 12

13 Worker participation Involved in improving the work Consulted before personal objectives are set Managers Professionals Technicians Clerks Service and sales workers Agricultural workers Craft workers Plant and machine operators Elementary occupations Influence important decisions

14 Employment status Prospects 1% workers find difficult to report employment status Self-employed without employees, changing group Job security 16% might lose their job in next 6 months Career prospects Employment change 39% report good career prospects 22% report downsizing, 22% new jobs Source: 6EWCS, EU 28 14

15 Job quality matter to more than only Subjective wellbeing Making ends meet workers Health Engagement Work-life balance Less absence and presenteeism Motivation Sustainable work Meaningful work Social Climate 15

16 Job quality profiles High flying Smooth running Active manual Under pressure Poor quality EU28 workforce % 20% 21% 21% 25% 16

17 Forms of work organisation by employee involvement Unpublished. On the basis of eurofound ( 2013) by Gallie and Zhou 4 forms of work organisation are constructed on the basis of Workers discretion at work Their organisational participation High/high : 31% (EU28) High/low : 18 %(EU28) Low/high : 17% (EU28) Low/low : 34% (EU28) Structural differences by country and sectors as well high discretion/high organizational participation high discretion/low organizational participation low discretion/high organizational partcipation low discretion/low organizational participation

18 Forms of work organisation by employee involvement and job quality Low discretion / low organisational participation Low discretion / high organisational participation High discretion / low organisational participation High discretion / high organisational participation Physical environment Working time quality Earnings 1,207 1,503 1,377 1,799 Prospects Work intensity (less is better) Social environment Job quality indices between 1 and 100 the higher the better except for work intensity / source 6th ewcs employees only

19 Forms of work organisation by employee involvement and (selected) human resource practice and quality of working life Low discretion / low organisational participation Low discretion / high organisational participation High discretion / low organisational participation High discretion / high organisational participation Training paid by employers Restructuring affecting one s work 32% 49% 37% 51% 21% 26% 24% 29% Treated fairly* 76% 89% 81% 93% get on well with colleagues * 88% 93% 91% 96% A TU, works council 49% 53% 49% 53% A health and safety delegate 55% 63% 57% 65% Work well done* 70% 86% 77% 91% The organisation motovates me to give my best performance * Source 6th ewcs employees only * Always and most of the time 49% 70% 54% 75%

20 Social climate at the workplace In general, employees trust management? There is good cooperation between you and your colleagues? The work is distributed fairly? Conflicts are resolved in a fair way? The management trusts the employees to do their work well? Employees are appreciated when they have done a good job? high discretion/high organizational participation low discretion/high organizational partcipation high discretion/low organizational participation low discretion/low organizational participation

21 Final points Occupation, gender, play important role in job quality - and national policies and practices Strong association between each dimension of job quality and positive working life experience and performance Challenges in job profiles call for different policy responses to improve quality of these jobs Each job quality dimension can be improved through workplace practices and policies: employee representation important Involving employee makes a postive difference for workers, companies Source: EWCS and 2005, the societies 2010 and 2015 in which, EU 28 they but EU27 live in

22 Merci, Report: Information and data visualisation: 22

23 Job quality profiles and quality of working lives Source: 6EWCS 23