This study examines how Temporary agency workers experience the working climate in client firms, i.e. how their psychological climate is affected. The study has a qualitative approach based on semi-structured interviews with Temporary agency workers. The purpose of the study is to contribute with knowledge about the triangular relationship between the Temporary worker, the Temporary employment agency and the client firm. Another purpose is to describe how the Temporary workers experience the working climate and how this experience is influenced by a number of circumstances. The research question this study aims to answer is How do Temporary agency workers experience the working climate in client organisations? And What factors influence this experience? The conclusion of this study shows that the volun- tariness of the psychological contract positively influence the psychological climate, and also whether the Temporary workers? expectations correspond to those of the client firm or not.

The aim of this study is to examine the legal regulation regarding the psychosocial work environment for Temporary agency workers. Furthermore, the aim of the study is to examine how Temporary agency workers perceive their psychosocial work environment, and possible consequences of such perception. The methodology of the study consists of practical legal method and qualitative method in the form of interviews.The results show that the psychosocial work environment for Temporary agency workers is regulated at both the EU legal level by Directive as well as at national level in Arbetsmiljölagen and regulations issued by Arbetsmiljöverket. The study finds that health and safety responsibility for Temporary agency workers is shared between the agency and the client company. The result of the study indicates that there are shortcomings in the introduction and training of Temporary agency workers, which can contribute to an unsatisfactory work environment.

The use of Temporary workers gives companies the opportunity to be flexible, by avoiding hiring and dismissing workers because of economic conditions and trends in demand. The management control in use at the company has the purpose of influencing employees? behaviour to act in the company?s best interest and towards its goals. The management control should also influence the behaviour of the Temporary worker. The companies have to create motivation and commitment among the Temporary workers although they are employed by a staffing agency.

Temporary architecture is an alternative urban planning concept which has been adapted in many cities worldwide during the last decade. There is however no common definition for Temporary architecture and it is diversely labelled and applied. In 2013 it also became publicly introduced in Stockholm via the approval of the city's first architectural guideline. Temporary architecture is presented in the guideline as a potential tool for exploring public spaces among other architecture related themes. The ideas for Temporary architecture are ambitious and promising. The problem is that they are vague and leaves questions regarding performance unanswered.

Background and problem discussionThe Temporary employment industry has grown extensively during the past two decades since the market was deregulated. Companies today need to be flexible to meet fluctuating demand and economic climate in society which has made the market expand. When using employees not directly employed by the company there is a risk that long term effects appears that the companies have not thought of.Aim of studyTo create a model of what negative aspects companies should consider when making the decision to use Temporary employees.Methodological frameworkThe study performed through an abdicative literature study and with an empirical data collection method of a qualitative approach where we interviewed five hiring companies and one Temporary agency on the decision of hiring Temporary employees.Frame of referenceProblem areas with the use of Temporary employments were identified through four perspectives of the organization; the structural, human resource, symbolic and political perspective. The problem areas we address are organizational learning, motivation, risk of eroding human capital, belongingness and conflicts. These will be described and presented together with management control to counter the problems.EmpiricsThe empirics are focused on what aspects the companies of the study considered when making the decision to use Temporary employment, what the companies? different reasons for using Temporary employment are and what they do to minimize possible negative effects.Analysis and conclusionsCompanies use Temporary employees mostly to become more flexible, both numerically and in their competence.

In the directive 2008/104/EC on Temporary agency work there is a regulation concerning that there shouldn?t be any restrictions or prohibitions in national legislation if it can not be attributed to the public interest. According to that the purpose of this paper is to investigate whether the Swedish law about reemployment in 25 § LAS is a restriction for Temporary work agencies, it?s role on the labor market and also to investigate what consequences a restriction can have from a diversity perspective. To fulfill the purpose I have been using a legal dogmatic method based on determination of the current law.I have by the legal research determined that reemployment is not a restriction for Temporary work agencies.

AbstractThe use of Temporary agency workers has increased significantly during the last decades. Due to considerable differences in the legal status and working conditions of Temporary agency workers within the EU, the directive 2008/104/EC on Temporary agency work was adopted in 2008. The current directive has a two folded purpose, first and foremost to improve the employment and working conditions for Temporary agency workers, by establishing the principle of equal treatment. The second purpose is to create greater acceptance for the Temporary work agencies, and also to review and remove any unjustified restrictions or prohibitions against them.There are several different models for labour market regulation represented within the EU. The Swedish and Nordic model has through history relied heavily on regulation via collective agreements, entered into by the social partners, with a minimal amount of state interference and regulation.For Sweden there is a potential problem in the implementation of the directive on Temporary agency work, since it follows from case law by the European Court of Justice (ECJ).

Designing Temporary cities is a study of the design and physical planning of five Temporary cities. The purpose was to discuss and note the important questions to be considered, when designing the outdoor environment in Temporary cities to create as good an environment for the visitor as possible. The five cities I have chosen are among the most famous ones in Scandinavia, and they represent different kinds of Temporary cities. This was a deliberate choice to achieve diverse research material, and with that a broad view of what the planning stage generally looks like. Study of the cities has been done through interviews with the people responsible for the design and/or physical planning of each city.

The term Temporary places could be used to describe a wide range of shapes, functions and not least different time sets . In this thesis, however, the intention of temporality should be seen as the main definition regarding this subject. This thesis is based on a literature study and the aim is to explore Temporary places, their values and their functions. Furthermore, the purpose is also to highlight Temporary places as a method to be used by urban planners, in order to create more flexibility in the city planning of today. The thesis describes the underlying factors and conditions creating an increased interest in flexible planning. Furthermore, a number of tactics and applications are presented, all drawn from current research on the topic.

During the last two decades, Temporary staffing has been the fastest growing industry in Sweden. The latest development within this industry is the integration of third-party providers of Temporary staffing. Client organizations outsource the process of recruiting Temporary workers to intermediaries with procurement management expertise. The concept is called Vendor Management Services (VMS) and aims to standardize decision-making and lower costs through improved efficiency. However, studies have shown that VMS intermediary functions have negative impact on placement matching.

In the past decade there has been a considerable growth of contingent employment arrangements. In Sweden, the most common among these are the Temporary-help service firms. The aim of this study is to investigate how the employees of Temporary-help service firms experience their situation as employed by one company and working at another. We have used a qualitative approach to reach an increased understanding for the daily situation of the contingent worker. The essay is based on participant observations and semi-structured interviews with six contingent workers.

In Sweden has the Temporary agency work industry settled in an explosive way since the deregulation of the unemployment agency monopole in 1993. The demand of civil right for the employer that is rented out confronts the entire labour law regulation with new challenges.The purpose with this paper is an investigation of the principle of equal treatment in The Swedish Temporary agency work act and also to create a deeper understanding of the effects of labour and employment relationship. An investigation of relevant collective agreements will be done to highlight the difficulties the principal of equal treatment is exposed to. Further on is there a will to gain understanding for the wage concept and what possible can be included in the wage concept in relation to the principal of equal treatment in The Temporary agency work directive. By using the dogmatic method, an approach to descriptive identifying relevant sources of law and clarify the legal situation in the area.In the conclusions it will be determined that the principle of equal treatment in The Swedish Temporary agency work act have different effects depending on if the Temporary agency or if the client corporation is tied to an collective agreement alternative if a collective agreement is completely missing.

AbstractThe purpose of this study was to investigate the consultants' approach to the intrinsic and extrinsic motivation in Temporary work agencies. We examined the motivation of three Temporary work agencies to see if there are any differences in how they motivate their consultants. The intrinsic motivation comes from the own spontaneous interest while the extrinsic is related to the surrounding circumstances.We created a survey with 42 questions for the consultants, concerning motivation in order to understand their attitudes to the phenomenon of motivation.The following issues are addressed in our study:- What are consultant?s experiences of motivation in the Temporary work agencies and are there any background factors that may impact?- Are there any differences in how consultants in the three different Temporary work agencies are experiencing motivation?As analytical tools, we used concepts and theories of the intrinsic and extrinsic motivation based on Self-Determination theory.The results of this study showed no distinct differences between the intrinsic and extrinsic motivation of all consultants, but in general the intrinsic motivation was experienced slightly higher rated. The consultants appeared to be aware of what was expected of them and communication was valued fairly well.

This paper aims to study, from a legal dogmatic method, the Swedish legislation on fixed-term work related to the EU directive 99/70/EC1. In particular, the directives demand to prevent abuse of frequent Temporary employment.An employer may, in agreement with the Swedish legislation combine different types of Temporary employment, to prolong the time in the Temporary employment. In this proceeding an employer can avoid employing an employee in a permanent position. For example, an employee can be employed in a probationary period of six months, in a general Temporary employment for a maximum of 24 months, and thereafter in a Temporary position for a maximum of 24 months before the employment turns into a permanent position. This provided that the employments were made by the same employer, and within five years.

The work aims to problemize and increase the understanding for the new labour market's flexible organising. By using Elias and Scotson's theory, the new organisational form of hiring doctors in healthcare will exemplify the developments taking place with many Temporary jobs and how it affects the intrinsic structure of a work to be studied. The essay will focus on examining how the interaction affected between established nurses and new Temporary doctors given the new form. How the interaction of the recently established group possesses a higher social-, economic- and cultural capital than the already established working group? The method is a qualitative study with three long and deep semi-structured interviews.