The determinants of the use of atypical employment and the effectiveness Abstract Atypical employment has been popular all over the world. Although there are plenty of articles about the current situation of the use of atypical employment, we still lack the studies about what determines of the use , how atypical employment influences labor costs, and what determines its future growth. Due to my interests upon the issues above, I made some analysis and got some conclusions: I. The determinants of the use of atypical employment 1. Contingent workers usually don¡¦t do nuclear work 2. Companies usually don¡¦t use atypical employment on professional jobs. 3. Companies usually use atypical employment when workload increases temporarily. 4. Temporary work is usually clerical and industrial. 5. Organizational size has positive effect upon atypical employment. 6. Labor collective contracts have positive effect upon atypical employment. 7. Companies in business-service industry use more atypical employment. 8. Benefit level has positive effect upon atypical employment. II. The determinants of cost saving after using atypical employment 1. The lower level of wage and benefits of contingent workers is the main reason to explain why cost saving happens after using atypical employment. 2. The use of professional temporary work has negative effect on cost saving after using atypical employment. 3. Low-skilled temporary work help firms to save labor costs. 4. Atypical employment causes higher mobility among regular workers and it has negative effect on cost saving. 5. Organizational size has positive effect upon cost saving after companies use atypical employment. 6. It is easier for companies of business-service and manufacturing industry to save labor costs after using atypical employment. III. The determinants of the future growth of atypical employment 1. Atypical employment growth is due to the need to get more employment flexibility and cost control. 2. Professional temporary work will grow significantly in the future. 3. Bad influences of atypical employment have positive effect on its future growth. 4. Collective labor contracts have positive effect on the future growth of atypical employment. 5. Both Taiwanese and foreign companies will increase atypical employment significantly in three years. 6. Organizational size has positive effect on the growth of atypical employment.

Bakgrund: I samband med Covid-19 drastiska ökning under våren 2020 tvingades samhället genomgå stora förändringar för att minimera smittspridningen av den rådande pandemin. Försäkringsbranschen är en av de branscher som tvingats genomgå en omställning på arbetsplatsen. Omställningen på det svenskägda försäkringsaktiebolaget har lett till att majoriteten av de anställda tvingats arbeta hemifrån. Då försäkringsbranschen måste fungera väl oavsett samhällssituation är det av extra vikt att bolagets anställda känner sig motiverade till att prestera på arbetet. Eftersom motivation är ett styrmedel som stödjer prestation finner vi det intressant att studera hur ledningen aktivt arbetar med motivationsfrågor samt hur väl det fungerar hos anställda med olika anställningsform. Syfte: Syftet med studien är att studera hur cheferna upprätthåller motivationen på en avdelning inom ett svenskägt försäkringsaktiebolag i samband med en omställning till distansarbete som följd av pandemin. Metod: Studien präglas av en kvalitativ fallstudie där kvalitativa intervjuer har genomförts som metod för att bygga studiens empiriska material. Slutsats: De anställda känner sig mindre motiverade till arbetet i samband med omställningen. Vidare föreligger det skillnader mellan heltid- och deltidsanställda gällande motivation till arbetet, där deltidsanställda är mer motiverade till arbetet än heltidsanställda. Slutligen tillämpar cheferna digitala verktyg för att främja heltidsanställdas motivation. Arbetet med att främja deltidsanställdas motivation har således uteblivit. Cheferna medger att de hade kunnat arbeta mer med att främja motivationen hos heltid- och deltidsanställda. / Background: In connection to the drastic increase in Covid-19 during the spring of 2020, society was forced to undergo major changes to minimize the spread of the current pandemic. The insurance industry is one of the industries that has been forced to undergo a change in the workplace due to the current pandemic. Due to the adaption, the swedish insurance company forced the majority of employees to work from home. It's important that employees feel motivated to perform at work as the insurance industry must function well regardless of the societal situation. Due to the fact that motivation is a tool that supports performance, we find it interesting to study howmanagement actively works with motivation issues and how well it works with employees with different forms of employment.  Purpose: The purpose of the study is to analyze how managers maintain motivation of a department within a Swedish-owned insurance company, in connection with a transition to telework as a result of the pandemic.  Completion: The study is characterized by a qualitative case study where qualitative interviews have been conducted as a method for building the study's empirical material.  Conclusions: The employees feel less motivated to work in connection with the work change. Furthermore, there are differences between full-time and part-time employees regarding motivation for work, where part-time employees are more motivated to work than full-time employees. Finally, the management applies digital tools to promote the motivation of full-time employees. The work of promoting the motivation of part-time employees has thus failed. The management admits that they could have worked more to promote the motivation of the employees.

Magister Legum - LLM / Universally, workers’ protection is centred on the standard employment relationship (full-time,indeterminate employment) based on the distinction between ‘employee’ and ‘independent contractor’; nonetheless globalization coupled with advances in technology and other related processes such as casualization, externalization and informalization, has resulted in the proliferation of different forms of work that deviate from the conventional employment relationship. There is also an increase,worldwide, in the number of persons who perform work outside the employment sphere because they are labelled independent contractors though in fact they are on the same level of economic dependence and vulnerability with those who perform work as ‘employees’. It is to this category of workers that literature refers collectively as ‘atypical employees’ or ‘non-standard employees’. Despite the fact that there have been moves internationally and nationally to integrate these classes of worker, it remains clear that they constitute a labour force which is less well paid and less secure. Most of the atypical employees are included in the definition of ‘employee’ in both jurisdictions though home workers are explicitly excluded under the Ethiopian labour law.However, the collective bargaining system does not function to address the problems of atypical employees in both countries as it does for standard employees.

Diploma thesis is dealing with contemporary situation in family center Bruno family park in Brno. Theoretical part is brief summary of theoretical background from available literature about human resource management, personnel work, employee motivation, remuneration, job satisfaction, etc. Analytical part contains evaluation actuall personnel situation in the family center, evaluates positive sides and negative sides from sight of employees and management as well. To get needed informations was used survey research between employees and part-time workers and interview with management. This thesis is also focused on job satisfaction and motivation of part-time workers, becouse they are the largest group of workers in company. In proposal part are sugestions of identified problems and try to optimalization of actuall situation.

The purpose of the study is to investigate the reasons why young part-time employees work unpaid overtime in the trade industry. The phenomenon of working overtime without financial compensation can be understood as part of the informalization of working life. In order to understand the reasons that young store employees work unpaid overtime, the results are analyzed based on the perspective of power by Foucault (1980) and with the help of the human capital theory by Becker (1993). The questions that deal with the reasons why young part-time employees work unpaid overtime are based on these two theories, to describe how the results can be understood based on the theoretical frameworks. Previous research has made it clear that part-time employees are a vulnerable group and that unpaid overtime is a widespread problem. Research has also highlighted that power and human capital can be underlying causes of the problem. Based on a qualitative method, the material has been collected using eight semi-structured interviews, the majority of which were conducted physically. To analyze the results of the collected material, a thematic analysis has been used where five different themes have been identified. The result shows that young part-time employees experience unpaid overtime to a large extent and this can be explained based on the fact that there are underlying power structures and a strong desire to invest in the human capital. / Studiens syfte är att undersöka orsakerna till att unga deltidsanställda arbetar obetald övertid inom handelsbranschen. Fenomenet att arbeta övertid utan ekonomisk ersättning kan förstås som en del av den pågående informalisering av arbetslivet. För att förstå orsakerna till att unga butiksanställda arbetar obetald övertid analyseras resultatet utifrån maktperspektiv av Foucault (1980) samt med hjälp av humankapitalteorin av Becker (1993). Frågeställningarna som handlar om orsakerna till att unga deltidsanställda arbetar obetald övertid utgår från de två teorierna, för att beskriva hur resultatet kan förstås utifrån de teoretiska ramverken. Tidigare forskning har tydliggjort att deltidsanställda är en utsatt grupp och att obetald övertid är ett omfattande problem. Forskning har också belyst att makt och humankapital kan vara bakomliggande orsaker till problemet. Med utgångspunkt i kvalitativ metod har materialet samlats in med hjälp av åtta semistrukturerade intervjuer där majoriteten utförts fysiskt. För att analysera resultatet av det insamlade materialet har en tematisk analys använts där fem olika teman identifierats. Resultatet visar att unga deltidsanställda upplever obetald övertid i stor utsträckning och det kan förklaras utifrån att det finns bakomliggande maktstrukturer och en stark vilja att investera i sitt humankapital.

Andelen deltidsanställda kvinnor inom Laholms kommuns verksamheter är hög. För att ändra det behövs kunskap kring bakomliggande faktorerna till valet av deltidsarbete. Kommunen saknar den kunskap som behövs för att kunna nå målet med projektet Heltidsresan. I denna studie har en kvalitativ forskningsintervju använts för att ta reda på vilka bakomliggande faktorer det finns till att en stor andel kvinnor inom Laholms kommuns verksamheter arbetar deltid. Syftet med studien var att uppnå kunskap kring bakomliggande faktorer samt kommunens arbete med projektet Heltidsresan, vars syfte ligger i att införa heltid som norm. Frågeställningen i studien var “Vilka faktorer påverkar kvinnor, anställda i Laholms kommuns verksamheter, att arbeta deltid och vad gör kommunledningen för att främja arbetet mot heltid som norm? “. De teorier som används för att analysera fenomenet deltidsanställning var system och livsvärld av Habermas, intersektionalitet av Los De Reyes och Mulinaris och teorin om emotionellt arbete av Hochschild. Studien har genom intervjuer nått kunskap kring bakomliggande faktorer till varför kvinnor inom Laholms kommuns verksamheter arbetar deltid. Av resultatet visar det sig främst vara tre faktorer till att kvinnorna arbetar deltid. Barnomsorgen i hemmet utifrån traditionella könsroller, arbetsvillkor och ekonomisk skillnad mellan män och kvinnor. / The proportion of women working part-time in Laholm municipality's operations is high. To change that they need knowledge about why women work part-time. The municipality lacks the knowledge needed to achieve the goal of the “Heltidsresan” project. The underlying factors were studied through interviews and qualitative research. The purpose of the study was to gain knowledge about the underlying factors and the municipality's work with the project “Heltidsresan” whose purpose of which is to introduce full-time as the norm. The question in this study was “What factors affect women, employees in Laholm municipality's operations, to work part-time and what does the municipal management do to promote fulltime work as the norm? “. The theories used for the analysis of the phenomenon of part-time employment were system and life-world by Habermas, intersectionality by Los De Reyes and 3Mulinaris and the theory of emotional work by Hochschild. Through interviews, the study has gained knowledge about the underlying factors why women in Laholm municipality's operations work part-time. The result is that there are mainly three factors why women work part-time. Childcare in the home is based on traditional gender roles, the working conditions and the financial difference between men and women.