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Työurien vakaus ja laatu ovat merkittäviä yhteiskunnallisia ja talouspoliittisia kysymyksiä, sillä pohjoismaisen hyvinvointivaltion rahoitus perustuu työikäisten työssäkäyntiin sekä työstä, tuotannosta ja kulutuksesta kerättävään verotuloon. Tässä kokoomateoksessa tarkastellaan, millaisiksi työurat ovat viime vuosikymmeninä muotoutuneet viennin kannalta tärkeillä teollisuusaloilla. Tutkimustulokset perustuvat yritysten ja työntekijöiden kokonaisrekisteriaineistoon, yritystilastoihin ja teollisuustoimialojen asiantuntijoiden haastatteluihin. Työuria tarkastellaan teoksessa useista eri näkökulmista, joita ovat työllisyyden vakaus, työssäolo, työtulojen kehitys, liikkuvuus toimialojen ja toimipaikkojen välillä sekä uudelleenkouluttautuminen. Tulosten perusteella työurat eivät ole Suomessa keskimäärin heikentyneet eikä julkisuudessa usein esitetty käsitys työurien aiempaa suuremmasta epävakaudesta pidä paikkaansa. Kuitenkin naisten ja matalasti koulutettujen työurat ja palkkakehitys jäävät miehistä ja paremmin koulutetuista jälkeen eli työurien tasa-arvo ei ole edistynyt. Tutkimuksen muita keskeisiä johtopäätöksiä on, että aikuiskouluttautuminen eriytyy koulutustason mukaan ja että yritysten investoinnit aineettomaan pääomaan ennakoivat henkilöstölle myönteisiä työuratulemia. Painettu teos on tilattavissa verkkokaupoista (mm. Booky.fi, Suomalainen.com ja Adlibris.com). Sisällys: Esipuhe 1 Teknologian työllisyys- ja työuravaikutukset: Paljon populaareja oletuksia, vähemmän empiiristä tietoa / Satu Ojala & Pasi Pyöriä 2 Teknologia, metsä ja kemia: Suomen teollisuus viime vuosikymmenillä / Pasi Pyöriä, Esa Jokinen, Katri-Maria Järvinen & Liudmila Lipiäinen 3 Työurien tutkimus: Käsitteelliset, teoreettiset ja empiiriset lähtökohdat / Pasi Pyöriä 4 Kilpailuetua ja yhteistä oppimista: Mitä teollisuusaloilla ajatellaan osaamisesta? / Esa Jokinen 5 Teollisuustyöntekijöiden työurat 14 kohortilla: Pirstoutuneet vai vakautuneet? / Aart-Jan Riekhoff, Satu Ojala & Pasi Pyöriä 6 Teollisuusalojen naisten ja miesten työtulot koulutusaloittain ja toimialoittain neljällä kohortilla / Satu Ojala 7 Työssä oppiminen teollisuusaloilla: Erikoisammattitutkintojen vaikutus tuloihin, työllisyyteen ja työttömyyteen / Satu Ojala & Liudmila Lipiäinen 8 Yrityksen kannattavuus ja investoinnit aineettomaan pääomaan henkilöstön työuran kannalta / Pasi Pyöriä, Satu Ojala & Liudmila Lipiäinen 9 Kehitettävänä työelämän tasa-arvo, kouluttautuminen työuralla ja yritysten kyky luoda uutta menestystä / Satu Ojala, Pasi Pyöriä & Esa Jokinen The stability and quality of work careers are major social and economic issues, as the funding of the Nordic welfare state is based on the employment of working-age people and the tax revenue collected from work, production and consumption. This edited volume examines how work careers have developed in specific industrial sectors and at different levels of education in recent decades. The research results are based on the linked employer-employee data of Statistics Finland, company statistics and interviews with industry experts. Careers are examined from several different perspectives, including career stability, employment status, income development, mobility between industries and places of work, and on-the-job training. Based on the results, careers have not weakened between cohorts on average in Finland. Instead of the often-expressed perception of greater job instability, there is high stability of employment combined with high mobility within the careers, owing to the high frequency of changing industries and jobs. However, the career development of women and the low-skilled lags behind that of men and the more highly educated, meaning that equality in earnings has not progressed. Other key findings of the study suggest that adult education differs according to the level of education, and that companies' investments in intangible capital anticipate positive career outcomes for employees. Available in print from online bookstores (e.g. Booky.fi, Suomalainen.com and Adlibris.com).

To support holistic development, adolescent student-athletes are encouraged to integrate sport with education/academics (i.e., dual careers). Career adaptability, as a psychological resource, may help youth athletes cope with transitions and successfully manage their careers. Individuals with a plan and higher expectations for the future demonstrate higher career adaptability and are better prepared for the future. In the present study, we examined what kinds of distinct career adaptability profiles could be identified among youth athletes in Finland at the transition stage to a sports high school (i.e., specialized school for athletes). Moreover, we investigated whether youth athletes’ success expectations about school and sport, and corresponding parental expectations, predicted the probability of student-athletes demonstrating a certain career adaptability profile. Next, we examined how gender was represented in the different profiles. Design and methods: The present study is part of the Longitudinal Finnish Dual Career study. A total of 391 student-athletes (51% females) from six sports high schools in Finland, and 448 parents (42% fathers) participated in the study. The student-athletes answered questionnaires on career adaptability (Career Adapt-Abilities Scale – Dual Career Form) and success expectations at the beginning and then again at the end of the first year of sports high school. At the beginning of sports high school, parents responded to a questionnaire about their expectations of success for their children in both academics and in sport. The data were analyzed using structural equation modeling and latent profile analysis. Results: Five distinct adaptability profiles across time were identified: stable, very low adaptability, stable low adaptability, stable moderate adaptability, stable high adaptability, and increased adaptability. Student-athletes’ high success expectations in academics and sport, and mothers’ high success expectations in academics, increased the probability of student-athletes showing higher adaptability profiles. Conclusions: The student-athletes’ high level of expectations for both sport and academics are associated with career adaptability, and mothers’ high expectations of student-athletes’ academic success relate to higher career adaptability profiles among student-athletes and can thus be considered an important factor in supporting their dual careers. peerReviewed

Career studies indicate that individuals are increasingly responsible for their own careers, which seem to be more diverse than ever. This raises a question for universities regarding how they can develop their career counselling services so that students receive the help and guidance they need to manage their careers. Previous studies show that women have more difficulties advancing in a career than men. To increase women’s career opportunities and empower them to participate in working life, ultimately increasing gender equality in society and at work, women’s career counselling at universities needs special attention. In this study, career counselling at Indian universities in different regions is analysed using a case study approach. The paper starts by describing the main obstacles to women’s career development in India, followed by a presentation of the case study results. In the case study, the following three questions are answered: What kind of career counselling services do Indian universities offer? What are the strengths and weaknesses of the universities’ career counselling services? How is gender taken into consideration in these services? This study contributes to the literature on women’s career development from the viewpoint of university career services by highlighting the often-overlooked contextual nature of the topic. Seen from a practical management viewpoint, this study offers insights into how to advance women’s employability, social mobility, wellbeing and inclusion in working life in the Indian context. Such advances can improve labour market effectiveness as well as social and economic development in India. Open-ended interviews and documentary data were used to produce the data, and content analysis was applied to analyse it. In India, it is significantly more difficult for women to advance in a career than it is for men. Many female university alumni work for only a limited time after graduation and then focus on family. It is a strength of Indian universities that they have career counselling services available and close connections with places of employment. A weakness is that, typically, little attention is paid to the gender perspective in counselling. peerReviewed

This study compares the division of domestic work among dual-career and other dual-earner couples. We examine whether gender attitudes, relative resources and working time explain the differences between dual-career and other dual-earner couples. We define dual-career couples as those in which both spouses are professionals and/or managers. The division of housework is important for these couples because of the intense pressures of work. We hypothesise that domestic work is more equally shared among dual-career couples than among other dual-earner couples. The quantitative analyses are based on the Finnish data from the 2010 European Social Survey (N = 493). The qualitative data consist of 20 Finnish career spouses interviewed in 2005. The quantitative analysis indicates that domestic work is shared the most equally among couples where the woman or both spouses have a career status. Attitudes, resources or working time do not explain this difference entirely. The results support the class culture hypothes...

This thesis examines women in military leadership training in Finnish military service. The aim of this empirical qualitative PhD study is to explore the meanings of military leadership training to young women from a career and leadership competency viewpoint. The study reply to the following research questions: 1) How do women describe the meanings of military leadership training to their career? - Why did the women voluntarily participate in military service? - What did the women tell they pursued while participating in voluntary military leadership training from a career point of view? - What kind of factors for early career advantages or obstacles did the narratives include for the women? - What kind of agency did the female conscripts produce in their narratives in relation to voluntary military leadership training? 2) How do the women describe the meanings of military leadership training to their leadership competency? Leadership development can work against gender discrimination in leadership and career by giving the woman the credentials of a competent professional. Military leadership development can be a trigger for an individual’s career and may also help women to break the glass ceiling in work life. Consequently, studying publicly funded military leadership training from a female point of view is important because it can be used to influence leadership competency in the future labor force and promote gender equality. This study understands military leadership training as a process which primary aim is to develop participants’ competency, which is needed to successfully perform military leadership tasks. The study follows a social constructionist approach and adopts narrative methodology while investigating the topic. The data was collected from one military class by interviewing all women from two platoons, who had been selected to undergo leadership training (N=45). The data consists of biographical narrative interviews. The study uses the Greimas actant model (1980) to analyze the data. In this study the Atlas.ti-programm was used to support the data analysis. This study furthers understanding of leadership training by voicing the female point of view in military context. Empirically this study produced new information of sensemaking to young womens´careers, women’s in military leadership training and leadership competency. Furthermore, the modalities as well as what kinds and degrees of agency – strong or weak – women constructed in their stories was examined. As a result of the study, four different, individual and unique career story types were created. They are called: Toward a Military Career-story, Gap year-story, Adventure-story and Not a Princess-story. The results of my study show how this phenomenon encountered by women is experienced and constructed by them and what kind of meanings they give to it. My results show that sensemaking of leadership training is a multidimensional phenomenon. Additionally, the findings point out that change in leadership competency during the military leadership training is a process where women construct the developmental change they experienced as part of their whole life context. The training is also connected to the identity construction of young women.