135
No dic jou nal o wo king li e s udies Volume 8 ❚ Numbe 3 ❚ Sep embe 2018
O ganiza ional Change and Employee Conce ns in he
Finnish De ence Fo ces1
❚❚ Minna Leinonen2
Pos doc o al Resea ch Fellow, Wo k Resea ch Cen e, Uni e si y o Tampe e, Finland
❚❚ Ris o Nikkanen
Resea che , Wo k Resea ch Cen e, Uni e si y o Tampe e, Finland
❚❚ Ka i O onko pi-Leh o an a3
Pos doc o al Resea che , Wo k Resea ch Cen e, Uni e si y o Tampe e, Finland
ABSTRACT
The Finnish De ence Fo ces (FDF) ha e, in acco dance wi h o he public sec o o ganiza ions in
he No dic coun ies, unde gone many change p ocesses in his millennium. Changes in he FDF
ha e been ela ed o go e nmen sa ings and mo e ecen ly he luc ua ing secu i y en i onmen .
The pu pose o he s udy is o show how hese change p ocesses ha e mean somewha di e en
hings o men and women in he FDF, and hese di e ences ha e an in e sec ional cha ac e . In
o de o explain, how po en expe ienced changes a e in explaining he conce ns o he pe son-
nel, and how hey possibly in e ac wi h gende , age and pe sonnel g oup, we analyzed su ey
da a by using logis ic eg ession. The su ey was add essed o all sala ied pe sonnel o he FDF in
2015. The analysis showed ha he logic o he examined, pe sonally expe ienced, o ganiza ional
changes deepened di isions p oduced by ci il/mili a y and gende hie a chies.
KEYWORDS
Gende / in e sec ionali y / mili a y / o ganiza ional change / public sec o
In oduc ion
The Finnish wo king li e has su e ed om he in ensi ica ion o wo k and ising inse-
cu i y. These ends ha e a ec ed whi e- and blue-colla employees. Un il ecen ly,
women had gained on men in oppo uni ies o access o and wo k in high-quali y
jobs. Howe e , he aus e i y poli ics ha ha e s ained emale-domina ed occupa ions in
he Finnish public sec o ha e also mean weakening wo king condi ions (Mus osmäki
e al. 2016, 240–241). The public sec o has unde gone signi ican changes ha a e in
many ways linked o new public managemen (NPM). In Finland, he ise o NPM has
s ongly emphasized he go e nmen p og am o p oduc i i y. Since he s a o he new
millennium, NPM s ongly shaped public sec o e o ms, which ha e been unde s udied.
1 You can ind his ex and i s DOI a h ps:// idssk i .dk/njwls/index.
2 Co esponding au ho : Minna Leinonen. E-mail: [email p o ec ed]
3 Co esponding au ho : Ka i O onko pi-Leh o an a. E-mail: [email p o ec ed]
136 O ganiza ional Change and Employee Conce ns Minna Leinonen e al.
The p og am o p oduc i i y is said o ha e been mo i a ed by conce ns o he de elop-
men o he p i a e sec o and he aging o he popula ion. Al hough he p og am ope -
a es unde he banne o inc easing p oduc i i y, in p ac ice, his has mean educing he
numbe o go e nmen pe sonnel and dec easing he olume o go e nmen ac i i ies. In
he p ocess, ocusing on he so-called co e asks has also mean legisla i e changes ha ,
in u n, ha e esul ed in ede ini ions o hose co e asks. In all, he p og am has s eng h-
ened he posi ion o p oduc i i y in s ee ing. (He anen 2015, 27, 34, 36)
Abo e-men ioned changes ha e applied o he secu i y and de ence policy and he
mili a y, oo. The Finnish De ence Fo ces (FDF) ha e aced many change p ocesses o
mo e han 20 yea s caused by go e nmen sa ings and mo e ecen ly he luc ua ing
secu i y en i onmen . We app oach pe sonnel’s expe iences on o ganiza ional changes
such as shu ing down di isions and pe sonnel ans e s by analyzing he conce ns hey
ha e aised. We a e in e es ed in whe he he employees who ha e expe ienced o gani-
za ional changes ha e mo e conce ns han hose who ha e no expe ienced same kinds
o changes.
Un ypically o a public sec o o ganiza ion, he FDF has a high ep esen a ion
o men. O 12,000 employees, a ound 82% we e men a he end o 2016. Men wo k
mainly in mili a y jobs as soldie s (8000) and women in he suppo sec o as ci ilians
(4000). The majo i y o soldie s a e men, bu ci ilians a e almos equally bo h gende s.
As we aim o show in his esea ch, o ganiza ional changes ha e mean somewha di -
e en hings o men and women in he FDF, and hese di e ences ha e an in e sec ional
cha ac e . The cu backs in pe sonnel ha e a ec ed ci ilian pe sonnel in pa icula . The
FDF has been a s eady employe in many a eas in Finland, bu he changes, especially in
ecen yea s, ha e made he job si ua ion insecu e.
O ganiza ional change wi hin mili a y o ganiza ions
The e is a la ge body o esea ch explaining mili a y change in he ield o o ganiza-
ion s udies. Mili a y o ganiza ions ha e been conside ed conse a i e and esis an o
change. Howe e , la e li e a u e on mili a y change has shed ligh on he complexi y
o he p ocess o mili a y inno a ion ha includes bo h in e nal and ex e nal ca alys s.
Nowadays, i is a ma e o common knowledge among schola s ha change is con-
inuous in de ence sec o and mili a y o ganiza ions a ound Eu ope (No heim-Ma -
insen 2016). The e a e a ious app oaches on why and how he change akes place.
App oaches di e om each o he in unde s anding, wha is he main ca alys o
change, and by wha mechanism and p ocesses change becomes possible.
The e is a gene al ag eemen among schola s ha o ganiza ional changes wi hin
mili a y o ganiza ions a e in e connec ed by b oade ends o poli ical and socie al
de elopmen s in Eu ope. I is a gued ha a g adual de elopmen owa d indus ial-
ized and democ a ic wel a e s a es eaching back 70 yea s has ma ginalized he ole
o he mili a y in Eu opean s a es (Sheehan 2008). The la e knowledge e olu ion has
diminished u he he legi imacy o he mili a y as a cen al socie al ins i u ion. This
de elopmen o demili a iza ion can be aced by conside ing he ole o he mili a y
as a s a e-building ins i u ion, he secu i y and de ence policy p ocess, and he poli ical
and socie al ole o he mili a y. Wel a e s a es ha e unde aken new oles and asks in
pa allel wi h changes in he na u e o secu i y en i onmen , con lic s, and pe cep ions o
No dic jou nal o wo king li e s udies Volume 8 ❚ Numbe 3 ❚ Sep embe 2018 137
h ea s. Changes in secu i y and de ence policy p ocess ha e challenged he idea o secu-
i y and mili a y policy as excep ional p ocesses. The equa ion o secu i y and mili a y
policy wi h o he policy a eas has se equi emen o he same s anda ds o anspa -
ency and open deba e (Holmbe g 2015). In many coun ies, including Finland, NPM has
been u ilized as a ool o se ing he s anda ds o esou ces, managemen , and egula-
ion also in he mili a y (No heim-Ma insen 2016).
Adop ing NPM has mean emphasizing ma ke -o ien ed app oaches o o ganiza-
ion, s anda diza ion, and commodi ica ion o se ices (Kamp e al. 2013, 1). In acco -
dance wi h his emphasis, he FDF has en e ed in o pa ne ship con ac s wi h di e en
se ice p o ide s, and he es uc u ing o he o ganiza ion has en ailed p o ec ing he
mili a y co e a he expense o he ci ilian wo k pe o med inside he o ganiza ion
( Tallbe g 2009, 2010). Compa ed wi h o he (Wes e n) mili a y o ganiza ions, he FDF
o ganiza ion has simila co e unc ions, and wo k is o ganized a ound hese unc ions.
The eaching ou o ci il socie y using a ious kinds o ne wo ks will p obably ea ange
ci il-mili a y ela ions, bu i s poli ical and no ma i e in luence o socie y is ye o be
seen. In e na ional coope a ion also means p essu e o ha monize mili a y wo k wi h
o he coun ies.
Despi e o he simila i ies wi h he ce ain in e na ionally mani es ed ai s o demil-
i a iza ion (Holmbe g 2015), Finnish secu i y and mili a y policy and he FDF also di -
e om many Eu opean coun e pa s. The closes compa able mili a y o ganiza ion
would be he Swedish A med Fo ces, which has ecen ly ein oduced consc ip ion and
is no a NATO membe . The FDF is based on consc ip oops, and consc ip ion makes
he FDF a special ins i u ion in socie y, no he leas because obliga o y mili a y se ice
o men shapes male adul hood and connec ions be ween male gene a ions. Women’s
mili a y se ice is possible bu no manda o y. The compulso y mili a y se ice and con-
sc ip a my connec ed o he su eillance o he coun y’s land a ea, e i o ial wa e s
and ai space, as well as sa egua ding e i o ial in eg i y as a one o h ee main asks o
he FDF, migh e a d p o essionaliza ion while suppo ing o he au ho i ies and pa -
icipa ing in in e na ional c isis managemen will p esumably in luence in he opposi e
di ec ion.
Recen s udies on o ganiza ional change wi hin mili a y o ganiza ions in No dic
coun ies ha e analyzed a p ocess o poli ical and socie al demili a iza ion (Holmbe g
2015), cynicism and esis ance in mili a y (Be gs öm e al. 2014), and o ganiza ional
ano exia (Al inius e al. 2016), o name bu a ew. Ola Be gs öm, Alexande S yh e,
and Pe Thilande (2014) ha e poin ed ou in e es ingly in hei s udy on o ganiza-
ional cynicism ha hose egimen manage s, who we e ac i ely in ol ed and had o
deal wi h he nega i e consequences o made decisions o o ganiza ional change, we e
mo e c i ical o exp essed mo e cynicism han hose, who did no ha e o expe ience
inconsis encies be ween hei e e yday eali ies and decisions made by he headqua -
e s. The au ho s p esen ha he o ganiza ional cynicism should be seen as o ganiza-
ional membe ’s ac i e in ol emen ansla ing he change p ocess, a he han a sign
o esis ance o change. In line wi h Be gs öm e al., we also ocus on expe iences o
pe sonnel, bu om di e en pe spec i e and heo e ical amewo k. We a e in e es ed
in how pe sonnel ansla e o ganiza ional change in o conce ns abou hei wo k con-
di ions and well-being a wo k and how hese expe iences a e in e wined wi h hei
gende and occupa ional s a us. Ou s udy d aws om concep ualiza ions o inequali y
egimes and in e sec ional analysis. O na Sasson-Le y (2017, 130–132), eminds us ha
138 O ganiza ional Change and Employee Conce ns Minna Leinonen e al.
‘in e sec ionali y analysis p o ides us wi h a mo e complex and nuanced unde s anding
o he mili a y se ice expe ience o men and women o di e en social g oups’. How-
e e , in ou esea ch, we a e no in e es ed only in he expe iences o hose in mili a y
oles, bu we also see he ci ilians o he o ganiza ions as impo an o analyze i we
wan o ake he in e sec ional endea o se iously.
The Finnish con ex : o ganiza ional change as downsizing
The FDF is a s ongly male-domina ed and gende -seg ega ed o ganiza ion. Women a e
mainly wo king in he ci ilian jobs, whe eas mili a y pe sonnel consis p edominan ly o
men. The o ganiza ion has unde gone con inuously s uc u al changes, as pa o which
he e has been a decline in he numbe o ci ilian jobs due o ou sou cing some ac i i ies
and o ming se ice cen e s. As a esul o changes, he ci il-mili a y di ide is en o ced in
he o ganiza ional s uc u e. Fo example, ci il and mili a y pe sonnel ha e di e en pay
sys ems, pension plans, and upwa dly mobile ca ee pa hs a e p ese ed only o o ice s.
Fo o ice s, age is ela ed o successi e p omo ions and ea ly e i emen , whe eas o
ci ilians, aging does no o e his kind o posi i e ou look o u u e ca ee pa hs.
The mos ecen and signi ican o ganiza ional change p ocess was implemen ed in
he FDF in 2012–2015. One impo an eason o he e o m was he need o inancial
sa ings in public adminis a ion. In he FDF, sa ings we e achie ed by educing manage-
men le els and by shu ing down o me ging FDF di isions and uni s. In addi ion, he
leng h o he minimum se ice pe iod o consc ip s was sho ened. By he beginning o
2015, he numbe o sala ied pe sonnel we e educed om 14,400 o 12,000. The num-
be o ci ilian employees was educed om 5700 o 4000 and soldie employees om
8700 o 8000 (De ence Command 2016).
The implemen a ion o e o ms has esul ed in majo s uc u al changes. Se e al
FDF di isions and uni s we e shu down, ees ablished, o me ged in o o he di isions o
uni s as pa o he change p ocess. New uni s conce ning logis ics, in elligence, manage-
men sys em, and esea ch se ices we e ounded unde he De ense Command. In he
A my, h ee di isions we e shu down, and ou di isions me ged wi h o he di isions.
Simila ypes o a angemen s we e ca ied ou in he Na y and in he Ai o ce. The
g ea es sa ings consis ed o pe sonnel cos s (a ound €91 million) and acili ies cos s
(€13 million) (De ence Command 2016).
The s uc u al changes, in u n, ha e a ec ed he p ospec s and p econdi ions
o indi idual employees o a ange hei wo k and p i a e li es. The changes we e
ins uc ed o be implemen ed by using he good employe p inciples o s a e adminis a-
ion. The p inciples a e he speci ic egula ions o he o ganiza ions in he s a e adminis-
a ion o ca y ou o ganiza ional changes in a uni o m way o secu e he es ablishmen
o he pe sonnel and o suppo he possession o changes and good-quali y leade ship.
The egula ions a e based on he decision in p inciple o he go e nmen . In sho , he
co ne s ones o he p inciples a e p o iding open in o ma ion, nego ia ing ma e s con-
ce ning he s a us o pe sonnel, and, in he case o he FDF, suppo ing he ans e o
pe sonnel o new acancies wi hin he de ense adminis a ion o o ano he employe
(Minis y o Finance 2013).
The inal epo on he e o m o he FDF w i en by he o ganiza ion i sel desc ibed
he e o m as a success. The educ ion in he numbe o employees was accomplished
No dic jou nal o wo king li e s udies Volume 8 ❚ Numbe 3 ❚ Sep embe 2018 139
mainly wi h a ious e i emen a angemen s. As a whole, he goals o he e o m we e
epo ed o ha e been achie ed and implemen ed wi hin he planned schedule. Howe e ,
he epo s a ed ha ising cos s and in es men s in new echnology and new equip-
men will equi e addi ional unding in he u u e (De ence Command 2016).
We app oach he FDF o ganiza ional change by using he pe spec i e o in e sec-
ionali y wi h he aim o b inging mo e ligh o public sec o changes. We ocus on
employee conce ns and hei connec ion o he expe ienced changes. In he ollowing,
we p esen some o he key poin s o in e sec ionali y and c i ical ealism as a ame-
wo k o s udying wo king li e. In line wi h he ideas o c i ical ealism, ou pu pose is
o highligh ce ain mechanisms and pa e ns ha explain esul s in his pa icula con-
ex (Hu ell 2014; Olsen & Mo gan 2005). Then, we desc ibe he da a (a la ge su ey
a ge ed o all o ganiza ional pe sonnel) and he use o logis ic eg ession as a quan i a-
i e me hod o explain employee conce ns. In he indings, we b ing oge he di e en
s ages o analysis and he main e ec s and he in e ac ion e ec s o social ca ego ies and
expe ienced changes. In he discussion and conclusion sec ions, we p o ide a summa y
o he esul s and an unde s anding o he impo ance o s udying social di isions in
o ganiza ional change p ocesses.
Theo e ical amewo k and esea ch ques ions
S udies explo ing he impac o belonging o mul iple social ca ego ies and he powe
ela ions ela ed o hem ha e applied in e sec ional app oaches wi h a ying s a e-
gies and di e ing ocuses. In e sec ionali y has been p oposed as an impo an concep
o en o ce dialogue be ween gende esea ch and wo king li e esea ch, as i is said o
con ibu e o he c i ical and emancipa o y edge o wo king li e s udies. The use ulness
o he concep is a gued o be based on how in e sec ionali y may elabo a e he unde -
s anding o wo k and labo and how cen al mul iple inequali ies a e o he shaping,
egula ing, and expe iencing wo king li es (Mulina i & Selbe g 2013, 82, 93–94). I
has also been a gued ha add essing inequali ies in wo k o ganiza ions equi es unde -
s anding how di e en ly o ganiza ions a e expe ienced by, o example, women and
men in a ious posi ions (Heiskanen e al. 2015; O onko pi-Leh o an a e al. 2015).
In o ganiza ional s udies, he o iginal idea o in e sec ionali y as gi ing an eman-
cipa o y oice o opp essed and ma ginalized g oups is impo ed and applied o o ga-
niza ional iden i y cons uc ion, social sys ems, di isions, and s uc u es o examine
powe ela ions in o ganiza ional se ings. Some esea che s ha e been wo ied abou
he consequences and implica ions o his kind o aliena ion om he empowe ing aims
o US Black eminis heo y, ha is, a he oo o he in e sec ionali y (Da is & Za ko
2017, 2). Wi hou unde s a ing hei conce n, we hink ha in e sec ional app oaches,
as a me hod o analyzing p ocesses and ela ions o powe and inequali y, gi e impo -
an insigh no only in o o ganiza ional se ings bu also in o de o unde s and how
inequali ies a e p oduced and sus ained in he wide con ex o socie ies, as well as
globally. This is because o he signi ican ole o paid wo k and o mal o ganiza ions
in shaping powe ela ions and socie al gende and class inequali ies, o name bu a ew
(Jeanes e al. 2012).
One widely known and applied a emp o app oach inequali ies in o ganiza ions is
Joan Acke ’s (2012a, 2012b) idea o inequali y egimes. In line wi h Acke (2012a, 220),

140 O ganiza ional Change and Employee Conce ns Minna Leinonen e al.
we hink ha s udying ‘how in e sec ionali y ac ually wo ks o p oduce inequali ies’
makes he concep a powe ul ool. We sugges ha by ocusing on he speci ic o gani-
za ional con ex and powe ela ions wi h ca ego ies ele an in ha peculia con ex , i
is possible o imp o e unde s anding o he a ious logics and o ms o mani es a ions
ha disc imina ion can ake. In ou esea ch, we a e in e es ed in wha happens o
social di isions when hey a e pu in o an o ganiza ional change con ex . O ganiza-
ional change can change inequali y p ocesses, o example, by in luencing hi ing, wage
se ing, o p omo ion (Acke ibid).
To unde s and he complexi y o he o ganiza ional change p ocesses, i is neces-
sa y o speci y condi ions and con ex ual ac o s unde which di e en social en i ies
a e ela ed o each o he and gene a e social s uc u es and a he same ime possibly
p oduce inequali ies. In line wi h c i ical ealism, we conside ha he desc ip ion o
occu ences and he p ocesses o which hese occu ences a e connec ed ha e an impo -
an ole in in e sec ional analysis o inequali ies (Hu ell 2014, 241–244; O’Mahoney
& Vincen 2014). A ypical c i ical ealis esea ch design o esea ch d i en by c i ical
ealism is a case s udy, because i p o ides a si ua ion in which he mechanisms and he
p ocesses leading o hem can be s udied in a speci ic con ex om mul iple pe spec i es
(Ack oyd & Ka lsson 2014, 25).
P e ious esea ch on he mili a y and he social di isions among pe sonnel e ealed
ha conce ns expe ienced by he pe sonnel a e ela ed o in e ac ions o gende , age,
and pe sonnel g oup. A s ong ci il/mili a y hie a chy is in e connec ed o a gende
hie a chy. These hie a chies unc ion as a di e en ia ing mechanism o p i ilege and
disad an age. Posi ions ha a e conside ed in o nea he mili a y co e ha e p imacy
o e he mo e ma ginal posi ions wi h mo e unce ain u u es and less posi i e iews
on possibili ies o sel -de elopmen and ca ee ad ancemen . We sugges ed ha gende
hie a chy canno be diminished wi hou aking in o accoun o ganiza ional p ocesses
conce ning o he examined social di isions: age and pe sonnel g oup (O onko pi-
Leh o an a e al. 2015, 602–603). Wi h he help o da a collec ed a he end o he
o ganiza ional e o m, we aim o answe he ques ion, how po en expe ienced changes
a e in explaining he conce ns o he pe sonnel, and how hey possibly in e ac wi h
social ca ego ies.
Da a and me hodology
Da a a e based on a su ey add essed o all sala ied pe sonnel o he FDF in 2015. The
esponse a e was 32% (male esponden s 30% and emale esponden s 43%, 3869
esponden s in o al). The p opo ion o women was 24% and men 76%. Mos o he
emale esponden s we e ci ilians (86%), whe eas mos o he male esponden s we e
soldie s (78%). Among ci ilians, he p opo ion o women was 46% and men 54%.
P opo ions o pe sonnel in FDF in Decembe 2015, p opo ions o esponden s in he
su ey and esponse a es a e p esen ed in Table 1. The da a ep esen somewha well
he gende and pe sonnel g oup, e en i among ci ilians, emale esponden s a e sligh ly
o e - ep esen ed. A he end o he ques ionnai e, esponden s we e also asked o w i e
down sugges ions o de eloping equali y o whe he hey had some hing else o com-
men a e. Thi y ee ex esponses pe ained di ec ly o he o ganiza ional change. We
e u n o hese esponses a he end o esul s sec ion.
No dic jou nal o wo king li e s udies Volume 8 ❚ Numbe 3 ❚ Sep embe 2018 141
Table 1 P opo ions o pe sonnel in Finnish De ense Fo ces in 2015, p opo ions o esponden s
in he su ey, and esponse a es
Pe sonnel in he Finnish
De ense Fo ces in Decembe
2015 (numbe o employees
and pe cen ages)
Responden s (numbe
o employees who
esponded and
pe cen ages)
Response a e (%)
Ci ilian, emale 1905 (15.8%) 811 (21.0%) 42.6%
Ci ilian, male 2194 (18.2%) 647 (16.7%) 29.5%
Ci ilians, o al 4099 (34.0%) 1458 (37.7%) 35.6%
O ice , emale 65 (0.5%) 38 (1.0%) 58.5%
O ice , male 2841 (23.6%) 952 (24.6%) 33.5%
O he soldie , emale 205 (1.7%) 92 (2.4%) 44.9%
O he soldie , male 4839 (40.2%) 1328 (34.3%) 27.4%
Soldie s, o al 7950 (66.0%) 2410 (62.3%) 30.3%
To al 100.0% 100.0 % 32.1%
In his esea ch, logis ic eg ession was used in he analysis, because he dependen a i-
ables, conce ns o esponden s in he FDF, we e dicho omous. In logis ic eg ession,
independen (explana o y) a iables can be o a a ie y o le els o measu emen , bo h
con inuous and ca ego ical. I is also possible o use in e ac ion e ms be ween indepen-
den ca ego ical a iables o ind ou he s uc u al ela ions be ween hem (e.g., Olsen
& Mo gan 2005; Tabachnick & Fidell 2013). The o e all i o he s a is ical analysis
was checked wi h he Hosme and Lemeshow es , which measu es he ac ual and p e-
dic ed alues o he dependen a iable. The signi icance o he es should be mo e han
0.05 i he s a is ical model i is adequa e (Hai e al. 2010, 336–339). In his esea ch,
s a is ical analysis was ca ied ou by using he SPSS s a is ics p og am.
The o ganiza ional changes can be de ec ed in some desc ip i e indings om he
da a. Mo e han 40% o esponden s had had changes in hei wo k asks o mo ed o
a new adminis a i e uni . To examine hese changes, he conce ns o he FDF espon-
den s we e chosen as dependen a iables (whe he he esponden had conce ns o no ).
They a e conce ns abou one’s job con inui y, conce ns abou one’s well-being a wo k,
conce ns abou changes in o ganizing one’s wo k, and conce ns abou changes in pay.
To s udy in which way he conce ns we e dependen on esponden s’ gende , age,
and pe sonnel g oup and on he changes he esponden s had expe ienced, wo change-
ela ed a iables we e used. The i s a iable conce ning he changes in FDF was
changes in one’s wo k asks (whe he he asks we e changed o no ). The o he a iable
was based on wo sepa a e ques ions conce ning mo ing o a new adminis a i e uni
o mo ing o a new coun y (whe he he esponden had expe ienced changes o no ).
The a iable was named ans e due o o ganiza ional changes. In o al, he e we e i e
independen a iables in he analysis.
The analysis was ca ied ou i s so ha only main e ec s we e examined. A e
his, he in e ac ions we e added in he analysis, and main e ec s and in e ac ion
e ec s we e examined. An in e ac ion means he join e ec o wo o mo e inde-
penden a iables on he dependen a iable. Ac ually, in mul i a ia e analysis, he
142 O ganiza ional Change and Employee Conce ns Minna Leinonen e al.
in e ac ion e ec s should be examined be o e making any s a emen s abou he main
e ec s (Hai e al., 405).
Resul s
Se e al s a is ically signi ican main e ec s we e ound in he i s analysis. Women had
mo e conce ns abou job con inui y and conce ns abou well-being a one’s wo k com-
pa ed wi h men. Age and pe sonnel g oup we e s a is ically signi ican in explaining all
he dependen a iables. Olde esponden s (olde han 50 yea s) had ewe conce ns
abou job con inui y han younge age g oups. The younges esponden s ( he 30-yea s-
old o younge age g oup) had ewe conce ns, bu esponden s in he 41- o 50-yea -old
age g oup had mo e conce ns abou one’s well-being a wo k han esponden s o e he
age o 50 yea s. The younges esponden s had ewe conce ns abou changes in o ga-
nizing one’s wo k and conce ns abou changes in pay han esponden s o e he age o
50 yea s. Ci ilians had mo e conce ns abou job con inui y, conce ns abou changes in
o ganizing one’s wo k, and conce ns abou changes in pay compa ed wi h soldie s.
The employees o he FDF whose wo k asks had changed had mo e conce ns in all
he dependen a iables ela i e o he esponden s whose wo k asks had no changed.
In addi ion, he esponden s who had ans e ed due o o ganiza ional change had
mo e conce ns abou one’s job con inui y, conce ns abou changes in one’s wo k o ga-
niza ion, and conce ns abou changes in pay han he esponden s who had no mo ed.
To examine mo e closely he s uc u al ela ions be ween explana o y a iables,
wo-way in e ac ions we e included in he analysis. In he esul s, some o he s a is i-
cally signi ican main e ec s disappea ed, which e e s o he in e ac ion be ween inde-
penden a iables (e.g., G ace-Ma in 2017; Hai e al. 2010). In o al, eigh s a is ically
signi ican in e ac ions we e ound in he second analysis. Resul s o he second analysis
a e p esen ed in Table 2. The main e ec s among he di e en ca ego ies can be seen in
he odds a io (OR) column in Table 2. In he g oups ha had mo e conce ns ela i e
o he e e ence ca ego y, he OR is mo e han 1.0, and in he g oups ha had ewe
conce ns ela i e o he e e ence ca ego y, he OR is less han 1.0. The p alues (Sig.)
o he independen a iables a e also p esen ed in Table 2. A he bo om o he Table 2
a e p esen ed he esul s o he Hosme and Lemeshow es s. None o he p alues in he
es a e s a is ically signi ican (p > 0.05), which means ha he o e all model i o he
analysis is adequa e.
The s a is ically signi ican main e ec s o age emained in explaining all he depen-
den a iables, bu he s a is ically signi ican main e ec o gende disappea ed when
he dependen a iables we e conce ns abou one’s job con inui y and conce ns abou
well-being a one’s wo k. In addi ion, he s a is ically signi ican main e ec o pe sonnel
g oup disappea ed when he dependen a iable was conce ns abou well-being a one’s
wo k bu emained in explaining h ee o he dependen a iables.
O he a iables conce ning he changes in FDF, he s a is ically signi ican main
e ec o changes in one’s wo k asks emained only in explaining conce ns abou changes
in pay. In addi ion, he a iable ans e due o o ganiza ional changes emained s a is i-
cally signi ican only when he dependen a iable was conce ns abou changes in pay.
Examining wo-way in e ac ion e ec s in logis ic eg ession is mo e complica ed
han s udying he main e ec s because he e a e wo e e ence ca ego ies in he g oup
No dic jou nal o wo king li e s udies Volume 8 ❚ Numbe 3 ❚ Sep embe 2018 143
Table 2 Resul s o he logis ic eg ession wi h in e ac ions
Independen a iable Dependen a iables
Conce ns abou
one’s job con inui y
(ca ego ies 0 = no, n =
2.585 and 1 = yes,
n = 1.284)
Conce ns abou
one’s well-being a
wo k (ca ego ies 0 =
no, n = 1.772 and 1 = yes,
n = 2.096)
Conce ns abou
changes in o ganizing
one’s wo k (ca ego ies
0 = no, n = 1.540 and
1 = yes, n = 2.329)
Conce ns abou
changes in pay
(ca ego ies 0 = no,
n = 2.001 and 1 = yes,
n = 1.868)
Sig. Odds a io Sig. Odds a io Sig. Odds a io Sig. Odds a io
Gende ( emale n = 941, e e ence
ca ego y: male n = 2.928)
.179 1.571 .680 1.142 .828 1.076 .850 1.063
Age ( e e ence ca ego y: olde han
50 yea s n = 1.000)
30 yea s o unde (n = 417)
31–40 yea s (n = 1.160)
41–50 yea s (n =1.290)
.000
.000
.001
.207
3.095
2.198
1.340
.001
.008
.778
.315
.549
1.055
1.211
.001
.001
.161
.888
.467
.759
.973
.001
.015
.687
.207
.565
1.081
1.276
Pe sonnel g oup ( e e ence
ca ego y: o he soldie n = 1.420)
Ci ilian expe (n = 813)
Ci ilian wo ke (n = 644)
O ice (n = 990)
.000
.000
.000
.004
2.949
3.102
.327
.135
.384
.977
.079
1.219
1.007
.641
.000
.859
.847
.000
1.043
1.051
.371
.000
.424
.440
.000
1.200
1.210
.316
Changes in one’s wo k asks
(yes n = 1.702, e e ence ca ego y: no
= 2.166)
.207 1.299 .468 1.140 .507 1.134 .005 1.672
T ans e due o o ganiza ion-
al changes (yes n = 1.667, e e ence
ca ego y: no n = 2.197)
.254 1.274 .587 .904 .725 1.071 .039 1.474
(Coun inued)
150 O ganiza ional Change and Employee Conce ns Minna Leinonen e al.
se e al issues. I could be a gued ha hose in ma ginalized posi ions, such as women
in ci ilian occupa ions and men and women in wo ke posi ions, became e en mo e
ma ginalized. O ice s we e, in all accoun s, mo e secu e abou hei posi ion, and he
indings also accen ua e he special cha ac e is ics o o ice ca ee s: he expec ed e i-
cal de elopmen o ca ee ajec o ies and sala ies. O ice s a e expec ed o be mobile in
o de o ad ance in hei ca ee s, bu in o ganiza ional changes, o ice s canno always
be ce ain ha his mobili y ensu es hem inc easing bene i s, such as pay (O onko pi-
Leh o an a 2017). In addi ion, o ice s who had expe ienced pe sonal changes we e
ypically mo e conce ned abou changes in pay han o ice s who had no . O he wise,
he expe ienced changes had li le e ec on o ice s.
The in e sec ionali y lens makes i necessa y o look o inequali ies in places o en
le ou o sigh . Gende ela ions in he mili a y ha e been usually s udied by ocus-
ing on women and men in mili a y oles such as o ice posi ions (Ca ei as e c.). Ou
esea ch shows how ci ilians o he o ganiza ion a e posi ioned and alued and ha
i eally makes a di e ence whe he you a e a ci ilian o no in addi ion o he gende
ca ego y. This esea ch highligh s he necessi y o add ess men a di e en in e sec ions
o social ca ego ies. In his case, he ci il/mili a y hie a chy and he pe sonnel g oup
(wo ke / expe ) we e ele an . As a esponse o he conce ns aised abou he use o he
concep o in e sec ionali y, based on ou esea ch esul s, we conclude ha in o de o
add ess a ious inequali ies and p i ileges, i is impo an o make di e en posi ionali-
ies isible, including men’s. The in e sec ional app oach helps o obli e a e he no ion
ha whe e he e a e no women, he e a e no inequali y p oblems.
In ela ion o discussions on he e ec s o s uc u al changes in he emale-domi-
na ed public sec o , he esea ch indings illus a e he gende ed na u e o such changes:
he assumed p es ige o a male-domina ed o ganiza ion does no p o ec he women o
he o ganiza ion, bu hei posi ion is le insecu e and he e ec s hi women he ha d-
es . In addi ion, in wo ke posi ions, men we e also ma ginalized as a consequence o
ou sou cing. The FDF case shows he public sec o e o m as a downsizing p ojec ha
mani es s in he esea ch inding ha age and expe ienced changes we e connec ed o
insecu i y in job con inui y. Expe ienced changes did no e oke conce ns in he young,
and in o he ins ances, hey had less conce ns han olde employees.
As i is no possible o ocus on all aspec s o o ganiza ional change in a s a is ical
s udy, some aspec s o change p ocesses migh ha e been le ou o conside a ion. In his
s udy, we ocused on changes in one’s wo k asks and ans e s due o o ganiza ional
changes. Howe e , o he cha ac e is ics o he examined o ganiza ional e o m ha
ha e a bea ing on p oducing inequali ies may no ha e been included in his s udy. As
a me hodological limi a ion in his esea ch, only wo-way in e ac ions we e included
in he logis ic eg ession, because some o he ca ego ies examined we e oo small o
include in e ac ions wi h h ee o mo e independen a iables in he analysis. P e ious
esea ch and he possibili ies o analysis wi h hese da a limi us in add essing a ious
di e ences in ou cu en esea ch endea o s. Such issues as e hnici y and sexuali y a e
ou side ou scope.
Indeed, mili a y o ganiza ions in Eu ope a e unde cons an change (c . No heim-
Ma insen 2016), and while he e ha e been ends o demili a iza ion such as adjus ing
o NPM, he FDF aims a s eng hening i s legi imacy by holding on o consc ip ion
and by adop ing he p inciple o o al de ence, which in sho means he coope a ion
be ween di e en secu i y o icials in secu i y ela ed asks. As a esul , he e a e also

No dic jou nal o wo king li e s udies Volume 8 ❚ Numbe 3 ❚ Sep embe 2018 151
p ocesses o emili a iza ion o he socie y. These p ocesses a e no clea cu bu can
ha e con adic o y e ec s. Fo example, in he public discussion, a new kind o se ice
sys em as pa o na ional de ense has been sugges ed o all young ci izens ega dless o
gende ha would on he one hand compel e e ybody o choose some o m o se ice,
bu on he o he hand would possibly make i easie o men o choose ano he o m o
se ice han mili a y. In one way o ano he , hese discussions and policies b ing mili a y
and secu i y issues and he choices ela ed o hem close o ci izens.
Al hough, as Holmbe g (2015) says, mili a y as a policy a ea has come close o
o he policy a eas equi ing mo e openness, acco ding o ou indings, his de elop-
men does no seem o be e lec ed in he o ganiza ional change p ocess o he FDF
bu has ma ginalized he ci ilian con ibu ion o he o ganiza ion much like Tallbe g
(2009, 2010) has p e iously concluded. Ou esea ch has shown his a he le el o he
pe sonnel and in hei conce ns and expec a ions. Ma ginaliza ion is some hing ha is
expe ienced and el by he ci ilian pe sonnel. The equi emen o openness and ans-
pa ency can be de ec ed in he willingness o espond o he gende equali y legisla ion
by making esea ch on gende issues possible and de eloping gende equali y policies.
In p ac ice, his lea es se e al possibili ies o how o unde s and gende equali y, who
i conce ns, and how. The indings sugges ha i is impo an o include gende main-
s eaming in he implemen a ion o o ganiza ional e o ms. Howe e , his should be ol-
lowed by p ac ical ac ions in o de o p e en deepening o social di isions ha p oduce
inequali ies.
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