The survey covered opinions on working time bank systems in Finnish organisations. Other main topics included job and organisation characteristics, working hours, work atmosphere and management. A working time bank (flexible working time scheme, working hours bank) allows employees to save working time for their individual needs. Hours worked in excess of regular working hours are saved up in the bank, and employees can take free time based on the accumulated hours later. Job characteristics were charted with questions about the respondents' status at work, main duties, contract type, working time (full-time, part-time, semi-retired etc.) and the pay system. The respondents were asked whether they thought they would be able to work till retirement age and if not, why. Some questions explored autonomy at work, attitudes to work and to the organisation, job satisfaction, and the importance of various factors of work (e.g. good salary, interesting job, degree of autonomy, good relations with co-workers) to the respondents. Work athmosphere, organisation culture, satisfaction with the management and immediate supervisor, labour relations (between management and workers) and workplace relations (between workers) were studied with a number of questions in different parts of the questionnaire. The survey also investigated workloads, working hours and working time banks arrangements. Questions covered hours worked on a normal week, paid and unpaid overtime work, reasons for overtime, possibilities to take time off, flexibility of working arrangements etc. Experiences of and satisfaction with the working time bank system were explored with questions relating to how the system worked and how the respondent had used it, degree of satisfaction with the system and reasons for satisfaction/dissatisfaction. The respondents were also asked about their working time preferences (reduced hours at request, part-time work, more regular hours etc). Finally, the respondents were asked about trade union membership, their official positions, and relations between the workplace union and the employer. Background variables included the respondent's organisation, gender, year of birth, marital status, occupational status and economic activity of the spouse, household composition, R's vocational educcation and wage level.

2010