Working Life Barometer in the Baltic Countries 2002 (pdf) - mol.fi

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121 DIFFERENCE IN MEDIAN SALARIES BETWEEN WORKERS AT WORKPLACES THAT HAVE MADE A COLLECTIVE AGREEMENT AND OTHER WAGE EARNERS IN 2002, BY DECILES (%) DIFFERENCE BETWEEN WORKPLACES WITH A COLLECTIVE AGREEMENT AND OTHER WORKPLACES (% units) ESTONIA +10.7 +16.7 +9.2 +6.6 +14.3 +12.5 +3.7 0.0 -8.3 LATVIA +12.0 +16.4 +28.2 +22.3 +21.3 +21.3 +13.2 +1.9 -5.7 LITHUANIA +1.7 +7.0 +16.3 +17.8 +14.3 +12.6 +5.8 +5.1 -6.7 DECILES 10 20 30 40 50 60 70 80 90 Taken as a whole, the results indicate a relation between salary payment and the method of agreement. However, it is difficult to say for sure whether trade union membership influences salary size or whether better-paid workers than before have joined trade unions in 2002. A scrutiny of the salary deciles shows that at workplaces which have made a collective agreement, the lowest salaries - and especially the salaries of those with middle incomes - are higher than the average. In Estonia, Latvia and also Lithuania, the majority of the salaries are agreed on individually. The rate of unionisation is quite low, and both unionisation and collective agreements are definitely more frequent in the public sector (see the chapter on Unionisation and Bargaining.) From the standpoint of the wage earners in total, it is thus clear that the significance of trade union membership as described above is still relatively small. It can, however, be reckoned that in the public sector, the connection between unionisation and salary size has importance also for the wage earners as a whole. In the private sector, however, the significance remains very small. The results also indicate that where pay is concerned, the making of collective agreements is definitely a more important factor than whether or not the workers at the workplace belong to a trade union. These two aspects are of course connected with each other, but mere union membership does not automatically change the procedures by which salaries are agreed on.
122 WAGE EARNERS' OWN ESTIMATE OF CHANGE IN THE PURCHASING POWER OF SALARIES IN THE COMING YEAR The above sections dealt with changes in average salaries during the period between Autumn 1998 and January 2002. It was possible to assess the development on the basis of data that gave a picture of the net salaries. As there is no corresponding information about such changes in the near future, working people were asked to estimate how the purchasing power of their salary would develop during the following year. These responses reflect their subjective expectations for the future. It is important to note that we are now speaking of working people's expectations concerning their own salaries. The average changes in pay level described above may be due to variation in individual salaries on the one hand; but on the other, a greater part of the average salary changes are because new workplaces are being established, and their average level of pay differs from that of earlier workplaces. PROPORTION OF PEOPLE WHO BELIEVE THEY WILL BE ABLE TO BUY MORE PRODUCTS OR SERVICES WITH THEIR SALARIES AFTER A YEAR ALL (%) Men Women Private sector Public Sector Old workplaces Reorganised New workplaces Manual worker Lower white collar Specialists ! ! ! ! ! ! ! ! ! ! Managers ! 0% 5% 10% 15% 20% 25% 30% ! ! Lithuania Estonia Latvia
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247 LABOUR POLICY STUDIES Juha Anti
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FOREWORD The working life barometer
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SUMMARY This research study is the
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CONTENTS INTRODUCTION .............
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2 of the state was part of the deve
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4 to; and, in fact, it can be very
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6 PART ONE COUNTRY ESSAYS
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8 Industries: Food, textile, wearin
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10 Since the beginning of the 1990s
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12 As the number of working age pop
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14 2001 the unemployment rate of th
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16 In addition to unemployment bene
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18 the average wage is higher than
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20 proceeding from its economic opp
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LATVIA Jevg_nija Sviridenkova Senio
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24 improved, the institutional set-
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26 Once a year a taxpayer is allowe
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28 The legal framework for enterpri
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30 The aim of economic policy of th
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32 exchange rate ensures stable pri
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34 age population will not fall tha
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36 favourable conditions for invest
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38 conditions for investment and th
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40 The key elements of health promo
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42 Most of the higher educational i
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44 financial intermediation 96 015
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LITHUANIA 46 Gintare Buzinskaite Se
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48 The main legal act is the Consti
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50 According to the data of the cen
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52 money transfer from the EU will
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54 In 1997 the Government of Lithua
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56 without children had the biggest
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58 pensioners work. There were 67.7
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60 The biggest number of job vacanc
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62 Confederation of Lithuanian Indu
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64 Lithuania’s economy is growing
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66 In this section, we will examine
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68 other two countries, and so the
Page 79 and 80: 50% 40% 30% 20% 10% 0% 25% 70 UNION
Page 81 and 82: 72 Trade union representation at th
Page 83 and 84: 74 In any case, the proportion of u
Page 85 and 86: 40% 20% 0% -20% -40% 32% -22% 76 OP
Page 87 and 88: 78 to the trade union movement. In
Page 89 and 90: 80 working hours, the same things w
Page 91 and 92: 82 Lithuania. However, only 15 % of
Page 93 and 94: …at the workplace together with c
Page 95 and 96: 86 NEGOTIATIONS ON EMPLOYEES' SAFET
Page 97 and 98: 88 more collectivity in negotiation
Page 99 and 100: SALARY PAYMENT BASIS 90 ESTONIA LAT
Page 101 and 102: 92 Baltic countries are often agree
Page 103 and 104: 94 make the same purchase in Estoni
Page 105 and 106: 96 In this way, the salary distribu
Page 107 and 108: WOMEN'S AND MEN'S NET SALARIES, 199
Page 109 and 110: 100 The net salaries in the private
Page 111 and 112: 102 women's salaries have improved
Page 113 and 114: 104 portion in 2002 measured by the
Page 115 and 116: 106 NET WAGES AND SALARIES BY DECIL
Page 117 and 118: 108 erage salaries have fallen by 1
Page 119 and 120: LITHUANIA 110 The rise in consumer
Page 121 and 122: New workplaces Reorganised Old work
Page 123 and 124: 114 taken into account, Lithuania's
Page 125 and 126: 116 NET WAGES AND SALARIES BY DECIL
Page 127 and 128: 118 In Estonia and Latvia the reorg
Page 129: 120 MEDIAN SALARY IN 1998 AND 2002
Page 133 and 134: 124 ing people, the managers trust
Page 135 and 136: 126 tively small, and so their sign
Page 137 and 138: 128 clearly higher than in the othe
Page 139 and 140: 130 The most problematic situation
Page 141 and 142: WEEKLY WORKING HOURS Estonia 132 Th
Page 143 and 144: 134 mainstream in Latvia, since the
Page 145 and 146: 136 Weekly working hours in Lithuan
Page 147 and 148: 138 WORKING OVERTIME DURING A NORMA
Page 149 and 150: 140 Unpaid overtime is more typical
Page 151 and 152: 142 and why do they accept the prev
Page 153 and 154: EMPLOYMENT CONTRACTS 144 The trends
Page 155 and 156: 146 of no significance: in practice
Page 157 and 158: 148 PROPORTION OF EMPLOYEES WHO HAV
Page 159 and 160: 150 STRESS FACTORS AND CONFLICTS In
Page 161 and 162: 152 nia has become much more demand
Page 163 and 164: 154 Mean work intensity values (Sca
Page 165 and 166: 60% 40% 20% 0% -20% -40% -60% Durin
Page 167 and 168: LATVIA women men ESTONIA women men
Page 169 and 170: 160 In 2002 in Latvia and Estonia,
Page 171 and 172: LATVIA women men ESTONIA women men
Page 173 and 174: 164 Work safety in Latvia is seen a
Page 175 and 176: CONFLICTS 166 To finish this chapte
Page 177 and 178: 168 In the question of conflicts, E
Page 179 and 180: 170 may be a sign of efficiency; bu
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172 The workers' possibilities of i
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174 sumed that the question of sect
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176 two Baltic countries. This shou
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178 and the private sectors, though
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180 the individuals are allowed to
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JOB SATISFACTION 182 When working p
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100% 50% 0% -50% -100% 78% 78% -22%
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186 mosphere assessment between the
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188 aspects are enquired about: 1)
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190 public-sector workers are a lit
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192 sector, where nearly three-quar
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20% 15% 10% 5% 0% 15% 16% 194 THE P
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196 home in connection with their m
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198 ised by way of information netw
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100% 80% 60% 40% 20% 0% 200 PERSONA
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202 spects is (naturally) the same
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204 tries. Under half (43 %) of all
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206 The ageing workers, therefore,
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208 information technology are grow
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210 PARTICIPATED IN TRAINING PAID B
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212 problem category in Finland are
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214 DEVELOPMENT OF WORK ORGANISATIO
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216 of, room and opportunities shou
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218 been set up, with the aim of pl
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220 PART THREE CURRENT TRENDS AND F
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222 WORKING LIFE TRENDS IN ESTONIA,
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224 HOW HAVE ASSESSMENTS OF WORKING
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MEN AND WOMEN 226 The changes takin
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228 Greatest changes 1998 - 2002: E
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230 TRENDS IN ESTONIAN WORKING LIFE
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LATVIA 232 The attitudes of the Lat
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234 men have taken a somewhat more
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236 In the oldest age group, there
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Meaningfulness Equality Environment
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MEN AND WOMEN 240 The increased neg
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242 UNDER 30 YEARS Greatest changes
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244 trend expectations can indeed b
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Meaningfulness Equality Environment
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248 is particularly great. In the v
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250 EXPECTATIONS: ECONOMY OF OWN WO
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252 At the new workplaces establish
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254 DISCUSSION: DIVERGING DEVELOPME
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256 favourable direction and the de
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258 A trend toward normalisation ca
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260 ment staff. It is, in a way, na
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262 still some big changes ahead fo
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264 the salary due from their main
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266 Job satisfaction Job satisfacti
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REFERENCES 268 Alasoini, T.: Suomal
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270 http://www.stat.fi/tk/tp/maailm
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DATA COLLECTION AND SAMPLE DESIGN C
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33. Korkiasaari, Jouni: Siirtolaisi
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110. Aarne Mattila: Cooperation and
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179. Osmo Rahikainen, Pekka Ylösta
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243. Matti Vartiainen, Christina Sw
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