Browsing by Author "Maaniemi, Johanna"

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  • Palkkatietämys Suomessa
    (2012) Moisio, Elina; Hakonen, Anu; Kohvakka, Roosa; Maaniemi, Johanna; Tenhiälä, Aino; Vartiainen, Matti
     School of Science | D4 Julkaistu kehittämis- tai tutkimusraportti tai -selvitys
    Raportissa esitetään tutkimustuloksia palkkatietämyksen tilasta Suomessa. Palkkatietämyksellä tarkoitetaan sitä, että yksilö tuntee palkan määräytymisperusteet ja palkkaprosessin sekä ymmärtää, miten oma suoritus vaikuttaa palkkaukseen. Raportissa kuvaillaan palkkatietämyksen tilaa, viestintää palkkausasioista ja palkkatyytyväisyyden tilaa. Lisäksi on tutkittu, mitkä asiat vaikuttavat palkkatietämykseen ja mitä vaikutuksia sillä on. Palkkatietämystä selvitettiin 20 organisaatiossa. Tietoa saatiin organisaatioiden palkkausasioista vastaavilta henkilöiltä sekä noin 5200 henkilöltä, jotka vastasivat kyselyyn. Palkkatietämys on Suomessa keskimäärin melko matalalla tasolla. Erityisesti peruspalkkauksen kannustavuuteen liittyvien asioiden tuntemuksessa on parantamisen varaa. Tulospalkkaukseen liittyvät asiat tunnetaan paremmin kuin peruspalkkaukseen tai suoritukseen liittyvät asiat. Tietämyksen taso vaihtelee eri organisaatioiden ja palkkausjärjestelmien välillä erittäin paljon. Eroja on myös organisaation toimintasektorin, palkkausjärjestelmän rakenteen ja järjestelmän kohderyhmän mukaan. Organisaatioiden palkkaviestinnän käytännöt vaihtelevat paljon, ja hyvä palkkatietämys voidaan saavuttaa monin eri tavoin. Oma esimies on yleensä tärkein palkkatiedon lähde. Esimiestyön tärkeyttä korostaa havainto, että esimiehen käyttö palkkatiedon lähteenä on voimakkaasti yhteydessä suoritustietämykseen. Myös palkkaviestinnän avoimuus lisää selkeästi palkkatietämystä. Palkkatietämys on tärkeää. Tutkimustuloksista käy selvästi ilmi, että parantamalla palkkatietämystä voidaan samalla edistää palkkatyytyväisyyttä. Tutkituissa organisaatioissa tyytyväisyys sekä palkkatasoihin että palkkausjärjestelmään olivat keskimäärin varsin alhaisella tasolla. Erityisesti suoritustietämys parantaa palkkatyytyväisyyttä, mutta myös organisaatioon sitoutumista ja kehittymismyönteistä ilmapiiriä. Lisäksi havaittiin, että palkkaviestinnän avoimuus lisää palkkatyytyväisyyttä myös muutoin kuin edistämällä tietämystä. Myös palkkaukseen liittyvät oikeudenmukaiset menettelytavat edistävät palkkatyytyväisyyttä. Palkkaukseen ja palkkausjärjestelmään liittyvää tyytyväisyyttä voidaan siis edistää lisäämällä peruspalkkaukseen ja suoritukseen liittyvää tietämystä, palkka-avoimuutta ja varmistamalla, että järjestelmää sovelletaan oikeudenmukaisesti. 
  • Palkkauudistus valtiosektorilla : tutkimus työn vaativuuden sekä henkilön pätevyyden ja suoriutumisen arviointiin perustuvien palkkausjärjestelmien toimivuudesta ja vaikutuksista sukupuolten välisiin palkkaeroihin
    (2005) Huuhtanen, Mari; Jämsén, Sini; Maaniemi, Johanna; Lahti, Carita; Karppinen, Virpi
     D4 Julkaistu kehittämis- tai tutkimusraportti taikka -selvitys
    The research project aimed to analyze and develop the pay reform in Finnish government sector. The main objective was to study to what extent the pay systems based on job and competence/performance evaluation implement equal pay between women and men, and how these pay systems and their processes can be developed to promote pay equality. A further objective was to explore how satisfied employees are with these new pay systems and how they are functioning within the organizations. The study was carried out in six central government agencies. The research project was divided in three phases and it started with (1) an evaluation phase, when the conception of the pay system as well as the strengths and the development needs of its processes were formed. During the first phase, research data were gathered with a personnel survey and complementary interviews, and by analyzing wage data as well as other background information. During the (2) development phase, interventions based on the findings of the evaluation phase were performed in a manner as agreed with the case organization. The objective of the interventions was to improve the functioning of the pay system and its processes. During the (3) post evaluation phase, the functioning of the pay system and its processes as well as the impact of the performed interventions were re-evaluated. According to the results, the pay reforms were wished for. The principles and targets of the new systems were regarded as good. Despite the positive attitude the reforms also revived some suspicions, fears, and to some extent oversized expectations. In many cases the attitudes towards the pay reform became more and more critical when the reform went on. The structure of the pay system raised some criticism, but without no doubt the most important issue in the acceptability of the pay systems was the fact that the implementation processes were experienced as consistent and fair. These findings set number of challenges especially to the supervisors who need to learn the new procedures which go with the new systems. A lot of practice and training will be needed before the new pay systems are truly internalized as a part of everyday organizational life. The results of the wage analyzes indicate that the pay gap between men and women can be reduced by implementing the evaluation-based pay system, although this was not obvious in all case organizations. However, in many cases women were still placed in tasks with lower demand level than men even though they had the same educational level, were of the same age and/or had the same work experience as men did. Most of the pay gaps between men and women in case organizations result from these differences in positions.
  • Reflections of Systemic Justice? - Employees' and Supervisors' Experiences of Injustice in the Performance Appraisal and Merit pay Context
    (2013) Maaniemi, Johanna
     School of Science | Doctoral dissertation (monograph)
    The perceptions of justice are important when the adequacy of performance appraisal and merit pay systems are evaluated. It has been suggested that justice can be violated by the formal system itself or by individuals using the system. However, previous definitions do not consider how these different sources are related to each other. In addition, previous justice research has mainly focused on the “receiver” point of view and has ignored the viewpoint of those responsible for unfair or fair actions. This dissertation sheds light on these research gaps by comparing employees and supervisors’ experiences of injustice in the performance appraisal process. The research questions are: 1) what kinds of procedural challenges do employees and supervisors identify with respect to the performance appraisal process in the merit pay context? What are the sources of these experiences? 2) How are procedural challenges identified by employees and supervisors related to the procedural and interactional justice rules defined in the literature? The data is based on semi-structured interviews with 48 employees and 24 supervisors collected from three government sector organizations. The method of the data analysis was a combination of an inductive grounded theory and more theory-driven approaches. Thus, in addition to theoretical contributions, this dissertation also makes a methodological contribution to the field by approaching the justice construct from a point of view rarely taken in previous studies. According to the results, experiences of injustice were related to three main categories: measurement of performance, the link between pay and performance, and the performance appraisal interview. Supervisors were more concerned about performance measurement challenges and employees were more concerned about the interactional issues in the performance appraisal interview.Results showed that both procedural and interactional justice rules can originate from both formal and informal sources. In addition, their interrelations created injustice experiences. Based on these results, the model of systemic justice is presented. It suggests that the perception of systemic justice is affected not only by the formal rules of the system itself, but in particular, through the relations that the system has with its context and individuals using the system. Practical implications suggest that more attention should be paid on fit between pay system and its context in order to promote perceived fairness of the system.