Municipal work and employee well-being

Published 12.3.2019
Updated 27.1.2021

Repeated survey

Municipal work and employee well-being

By gender

Characteristics of work

The higher the figure, the more there is of this. Scale 1–5.
Management of working hoursWork pressuresManagement of workUncertainty of employmentAverage response on the scale of 1-511.522.533.544.5WomenMen

Management of working hours

Time series of the selected variable from the bar chart ‘Characteristics of work’
201620182020Average response on the scale of 1-511.522.533.544.5WomenMen

Work stress and violence

The higher the figure, the higher share of those who have experienced it. Scale 0–100%.
Lot of work pressure,little management ofworkViolence fromcustomersViolence: throwingthingsViolence:psychologicalViolence: hitting,kickingViolence: threateningwith a weaponPercentage of Yes replies, %0102030405060708090WomenMen

Lot of work pressure, little management of work

Time series of the selected variable from the bar chart ‘Work stress and violence’
201620182020Percentage of Yes replies, %0102030405060708090WomenMen

The Kunta10 study aims to determine the changes taking place in the work of staff in the municipal sector as well as their impact on the health and well-being of the staff. The results present development trends related to work, work communities, leadership and coping at work in the municipal sector.


The Kunta10 study by the Finnish Institute of Occupational Health is the most comprehensive and long-running study of municipal employees. The study includes 11 cities and approximately 90,000 employees. The study is conducted every other year. In the three most recent studies, the response rate has been between 71 and 72 per cent. The study results are used by municipalities for improving personnel well-being and quality of work life. The study data is widely used in scientific research regarding the impact changes related to work and working conditions have on the health and well-being of employees and the mechanisms that affect this connection.

What the indicators describe

The data is from 2016, 2018 and 2020, and it includes information on more than 64,000 respondents presented as annual cross-sections. The responses have been divided into categories based on a variety of criteria (e.g. gender and supervisory position). You can change the criteria used for classifying the results using the buttons at the top of the page. The data has been coarsened so that no individual respondents can be identified. Even the smallest groups include at least 200 people.

The point value for each question is either the value for an individual question/statement or the average of several questions that assess the same issue from several slightly different perspectives (sum variable). In addition, the questions employ a variety of different scales:

  • Scale of 1–5, where a higher figure indicates more of what the question refers to. However, the original scale for the statement ‘Feels work is meaningful’ is 1–7. In order to be able to present this statement together with the others, its scale was transformed using the following formula: 4*(x-1)/6 + 1.
  • A relative scale of 0–100, where the figure represents the share of respondents to whom the statement fits (percentage).

Each graph only includes the results of similar questions.

The data is updated every two years.

Read more

Contact information

Jenni Ervasti

+358 30 474 2806

Creative Commons License

Creative Commons License

The publication is licensed under Creative Commons 4.0 International -license.

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