Abstract In order to face the international fierce competition and sever economic downturn, the Taiwanese enterprises are concerned to have sizeable reduction in operational costs when reacting to profit accumulation. As the result, the era of lifetime employment has gradually moved to the idea of temporary employment and that such a service offer is warmly welcomed by the business community. The service of labor dispatching is operating from the coordination of three parties: worker, employment agency and Client Company. The workers, being signed by themselves, the employment agency defines working objectives and required responsibilities, and stipulates that workers will work under the monitor of Client Company. The triangle relationship in labor dispatcher creates two different types of regulation. ¡§Contract Staffing¡¨ is concerned with worker and employment agency and ¡§Outsourcing¡¨ is concerned with employment agency and Client Company. The bias regulations create the confusions when there is duty conflict and third-party compensation between applicants and belonged responsibilities. Since 1979, the first ¡uTemporary Employment｣ company was established and became popular over the past 20 years. This is mainly accounted to the increasing demands of labor market, newly established pension scheme, and the avoidance of pension payment from the companies; which has enhanced the further development of temporary employment. Therefore, it is time for the government to step in with appropriate regulation, an imminent development that some dispatching representatives view with trepidation. Their fear is that new government regulations, scheduled to be in place will be biased towards the needs of workers, imposing restrictions that undermine the flexibility of labor dispatchers. Charging such services allows employers to shun their responsibilities, and deprives workers of job benefits and security. Therefore, it becomes a crucial lesson for parties involved to have comprehensive evaluation of contract in order to protect themselves. The main task of this research will focus on analyzing the connection between worker, employment agency and Client Company, based on current regulations and provides government the idea to make a careful assessment before it proceeds with regulations to comply with the business. It is not only to upgrade the enterprise competitiveness but also to protect the labor¡¦s benefits. Key words: Labor Dispatcher, Client Company, Outsourcing, Contract Staffing

In the staffing agency business, the responsibility of the working environment are divided between the client companies and the staffing agencies. Therefore the temporary workers should be double protected, but the consequences are that the responsibility of the working environment falls between the cracks in many businesses.The purpose of the essay is to examine how the workers in industrial businesses from the staffing agency are protected by the shared responsibility that exists between the client companies and the staffing agencies, regarding work environment. To be able to answer this questions, the legal method is used.The conclusion of this essay is that the temporary workers are protected by the Work Environment Act, stating that the staffing agency and the client company have a responsibility for the employee´s work environment. Since the staffing agency is the employer, they have the largest work environment responsibility. This means, however, that staffing agencies are in a special situation because they are not in the place where the employee works. Since the client company is equated with an employer according to 1 § SAM, the systematic work environment is shared equally between the client companies and staffing agencies. On the grounds that there is a lack of clarity concerning who is responsible for what from the both parties, it leads to that the working environment responsibility are neglected. It also depends on the fierce competition that exists between various staffing companies today, which means that staffing companies do not always take part of the client companies' risk assessments or requirements on the grounds that they are afraid of losing the customer. This results that the temporary employees do not get the protection that the Work Environment Act is intended to give them.

Intresset för och inhyrning av bemanningskonsulter har ökat som en del av företags försök att bli flexiblare med arbetsstyrkan. Dock är bemanningsbranschen ung och forskning kring konsultyrket utifrån konsultens perspektiv anser vi vara begränsad. Studiens syfte var att bidra till ökad kunskap om konsultyrket genom en empirisk undersökning där intervjuer med bemanningskonsulter utförts. Forskningsfrågan var: Hur upplever konsulter från bemanningsföretag sin arbetssituation hos kundföretag? Studien har inspirerats av ett kvalitativt förhållningssätt och empiri samlades in genom semistrukturerade intervjuer med sex respondenter som har erfarenheter från konsultyrket. Ansatsen i studien bedrevs deduktivt eftersom vi läst in oss kring ämnesområdet innan empirisk data samlades in. Utifrån tidigare forskning antog vi att konsultens upplevda arbetssituation påverkades antingen positivt eller negativt utifrån tre faktorer: Vilka förväntningar som finns på dem samt hur de behandlas av kundföretaget och kollegorna, vilka är anledningarna till att konsultyrket väljs samt deras arbetstillfredsställelse utifrån känslan av kontroll över arbetssituationen och relationerna inom kundföretaget. För att tolka det empiriska materialet användes tolkningsmodellen från den teoretiska referensramen. Meningar och ord i det transkriberade materialet markerades för att sedan jämföras med tidigare forskning och på så sätt finna samband och motsägelser. Vår slutsats var att konsulterna upplever sin arbetssituation antingen positivt eller negativt först och främst beroende på vilka förväntningar de har på yrket och uppdraget de anlitas för. Dessa förväntningar påverkas sedan av andra faktorer, som kundföretagets avsikt med att använda konsulten, hur mycket de involveras och hur väl de behandlas av både ledning, chefer samt kollegor. Beroende på vilka förväntningar konsulten har, får de andra faktorerna mer eller mindre påverkan på den upplevda arbetssituationen. / The interest for and hiring of consultants from temporary working agencies have increased as a part of companies' attempts to become more flexible with the workforce. The temporary staffing industry is yet young and we consider the research around the consultant profession limited, based on the consultants perspective. The purpose of this study was to increase knowledge about the consultant profession through an empirical research based on interviews with temporary agency workers. The research question was: How do consultants from temporary work agencies experience their work situation at client companies? This was a qualitative study and empirical data was collected through semi-structured interviews with six respondents who has experience from the consultant profession. The study had a deductive approach as we had read about the subject area before the collection of data. From previous research we assumed that the experienced work situation by the consultants was affected either positive or negative by three factors: Which expectations and how they are treated by the client company and by their colleagues, which are the reasons to choose the consultant profession, and their job satisfaction based on the impression of control over the work situation and the relations within the client company. To translate the empirical material the analysis model from the theoretical framework was used. Sentences and words from the transcribed material were marked and then compared with previous research and thus find connections and contradictions. Our conclusions were that the consultants experience their work situation either positive or negative primarily depending on which expectations they have on the profession and the assignment they are hired for. These expectations then affect the other factors, as the client company’s intention to use the consultant, how involved they are and how well they are treated by executives, managers and colleagues. Depending on which expectations the consultant has, the other factors have more or less impact on the experienced work situation.

Syftet med denna uppsats är att undersöka hur konsulter upplever sin arbetssituation i gränslandet mellan två organisationer, bemanningsföretaget och kundföretaget. För att analysera detta har vi utforskat olika mekanismer som påverkar konsulters formella tillhörighet samt deras känsla av tillhörighet respektive utestängning hos kundföretagen. Vi har för att genomföra denna studie använt oss av ett kvalitativt tillvägagångssätt, där vi utfört semistrukturerade intervjuer med sex konsulter som arbetar inom bemanningsbranschen. Vi har kommit fram till att konsulters formella tillhörighet finns hos båda företagen samtidigt som den känslomässiga tillhörigheten ligger hos kundföretaget. Konsulters situation i gränslandet mellan organisationer är problematisk, främst på grund av en komplex tillhörighet. Vi har kommit fram till att konsulter oftast känner sig som en del av den sociala gemenskapen då de är ute på uppdrag, men att chefer ofta drar en skiljelinje mellan konsulter och fast anställd personal. Chefernas åtskiljande gör att konsulter inte blir en del av kundföretaget på samma villkor som fast anställd personal, och leder delvis till ett utanförskap för konsulter. Det positiva med bemanningsbranschen har visat sig vara dess flexibilitet. Dock visar våra resultat att ju längre konsulter arbetat i bemanningsbranschen desto mer negativt inställda blir de. Våra resultat visar att konsulter, oberoende av om de trivs i branschen eller ej, inte ser en framtid inom den. Arbetet som konsult ses som en tillfällig lösning, med förhoppning om att i framtiden få en fast anställning. / The purpose of this essay is to explore how consultants experience their work situation on the borderland between two organizations, the staffing agency and the client company. To analyze this, we have explored different mechanisms that affect consultants' formal affiliation, and their sense of belonging and exclusion in client companies.We have used a qualitative approach, in which we held semi-structured interviews with six consultants working in the staffing industry. Our conclusion is that consultants have formal affiliation to both companies, while the emotional affiliation is to the client company. The situation on the border between organizations is somewhat problematic, mainly because of the complex feeling of affiliation. We have concluded that consultants often feel like a part of the social community while they are leased out, but that managers often draw a distinction between consultants and permanent staff. The separation done by managers does not allow consultants to become part of the client company on the same terms and conditions as permanent staff, which partly produce exclusion of consultants. The main positive aspect of the staffing industry is its flexibility. However, our results show that the longer a consultant has worked in the staffing industry, the more negative they become. Our results showed that consultants, regardless of whether they thrive in the industry or not, do not want to have a future in it. Working as a consultant seems to be a temporary solution, while hoping to find a permanent job in the future.

As the modern business environment becomes increasingly dynamic, businesses have had to become more responsive to changes in the marketplace. This has led to the increasing prominence of employment agencies which is organizations that help businesses manage their shifting labor requirements by sourcing labor based of their clients’ needs. Consultant managers work for employment agencies to manage both the sourced labor the agency provides and the labor needs of the client organization. Managing the dual stakeholder interests of these two groups is an integral part of the consultant manager’s role. The purpose of this study is to analyze the role of a consultant manger and to identify if conflicts exist because of the dual interests of the two stakeholder groups and if so what these conflicts are and how consultant managers handle them. This study is qualitative and semi-structured, interviews were conducted with five consulting managers who are working in three different employment agencies in Stockholm. To analyze the empirical material Sennett’s (2000) theory about flexibility, parts of Goffman's (2009) dramaturgical perspective and the concept of "dual commitment" has been used as analytical tools. The result of the study has mainly shown us that consultant managers find it difficult to effectively manage the needs of their contracted labor force due to the separation of workplaces. We have also identified that it is hard for consultant managers to manage both of the interests of the clients and the workers since they sometimes conflict with each other. The study shows that in incidences of conflicts of interests, resolution is in most case biased towards the interest of the client organization to the detriment of the contracted labor.

Syftet med denna uppsats är att undersöka hur uthyrda konsulter upplever sin position på kundföretag samt hur de upplever den eventuella maktrelationen mellan konsulter och den ordinarie personalen. För att besvara detta syfte har en kvalitativ metod tillämpats, där fem konsulter i Stockholmsområdet intervjuats. Studien har visat konsulternas arbetssituation på många sätt är otillfredsställande. Studiens resultat visar att konsulterna upplever ett visst utanförskap på sitt nuvarande uppdrag, dock inte i den utsträckning som tidigare forskning och teoretiska ramverk antydde. De faktorer som påverkade graden av utanförskap var konsulternas anställningsform (heltid/deltid), uppdragets längd samt åldersfördelningen på arbetsplatsen. De konsulter som arbetade deltid på sitt nuvarande uppdrag upplevde ett starkare utanförskap och upplevde att de hade svårare att komma in i den etablerade arbetsgruppen medan de konsulter som arbetade heltid kände en starkare samhörighet med kundföretaget och dess anställda. Uppdragets längd visade sig även i viss utsträckning påverka graden av utanförskap. De konsulter som arbetat på ett kundföretag en längre period upplevde en starkare samhörighet med kundföretagets personal, medan de konsulter som arbetat kortare tid på sitt uppdrag inte upplevde att kundföretaget och dess personal litade på att de utförde sitt arbete korrekt och att de skulle stanna på kundföretaget. Resultatet från denna undersökning visar att ju längre tid konsulterna arbetat på sitt aktuella uppdrag desto mindre betydelse hade anställningsformen. Ålder visade sig också vara en bidragande faktor till hur integrerade konsulterna upplevde sig vara på kundföretaget. På konsulternas arbetsplatser rådde en kraftig åldersskillnad och att det påverkade i sin tur relationsbygget på arbetsplatsen.

The purpose with this study, is to examine how consultants within the finance industry perceive their working role and their opportunities to influence their work situation. Furthermore, this study concerns whether the consultants experience any differences in how they are treated compared to permanent employees at the client company. The study has qualitative focus, where semi-structed interviews have been conducted with six consultants in the financial industry. Theoretical concepts from Herzberg (1993) and Elias and Scotson (2010) have been used to analyze the results. The result shows that the consultants in general are satisfied in their work roles, but deficiencies also became clear with reason in their form of employment as consultants. This is mainly evident in practical differences compared to permanent employees, where the consultants need to be more flexible to their colleagues and their staffing company. It also becomes clear how the consulting role is divided, where long-term missions are desirable for a better work situation. Shorter assignments often implicate that consultants get a lower autonomy in their work and faces a more socially exposed position, while longer assignments tend to lead consultants to be better integrated with the client company. / Syftet med undersökningen är att studera hur konsulter inom ekonomibranschen uppfattar och trivs med sin egen arbetssituation. Frågeställningarna berör hur konsulterna ser sina möjligheter att påverka sin arbetssituation, samt om de upplever skillnader i hur de blir behandlade jämfört med fast anställda på företaget. Undersökningen haft en kvalitativ inriktning, där sex informanter som idag arbetar som konsulter inom ekonomibranschen har intervjuats. Vidare har även teoretiska begrepp från Herzberg (1993) och Elias och Scotson (2010) använts för att analysera resultatet. Det resultat som studien kommit fram till visar att konsulterna trivs i sina arbetsroller men där brister också blir tydliga med grund i deras anställningsform som konsulter. Detta visar sig främst i praktiska skillnader jämfört med fast anställda kollegor där konsulter i större grad måste anpassa sig till kollegorna och bemanningsföretaget. Det blir också tydligt hur konsultrollen ofta är tudelad, där långsiktigheten i uppdragen som individer arbetar på spelar stor roll för deras arbetssituation. Ofta innebär fler kortsiktiga uppdrag att konsulterna får en sämre autonomi i arbetet och hamnar i en mer socialt utsatt position, medan längre uppdrag tenderar att leda till att konsulter integreras bättre till kundföretaget.

Bemanningsföretagen har sedan legaliseringen 1993 fått fäste på den svenska arbetsmarknaden. Bemanningsbranschen innebär en förändring av det traditionella anställningsförhållandet som vanligtvis är tvåpartsrelation till att bli en trepartsrelation. Det har skapat viss problematik, då arbetsrättslig lagstiftning främst är anpassad efter den tvåpartsrelation som ännu anses vanligast. Den reglering som styr arbetsmiljöfrågor är främst Arbetsmiljölagen, vilken kom till då trepartsförhållande var främmande för den svenska arbetsmarknaden. Därmed väcktes frågan om vilken aktör som bär arbetsmiljöansvaret vid uthyrning av arbetskraft samt om arbetsmiljöansvaret skiljer sig vid anlitandet av entreprenad.Syftet blir därför att, genom den rättsdogmatiska metoden, utreda gällande rätt och därigenom få djupare förståelse för komplexiteten kring ämnet. Stora delar av uppsatsen är av deskriptiv karaktär, en beskrivning av rådande rättsläge. För att få en internationell koppling berörs även International Labour Organizations konvention nr. 181 i syfte att utreda vilken inverkan den har för arbetstagare som hyrs ut av bemanningsföretag och deras arbetsmiljö.I mina slutsatser konstaterar jag att skyddet för den”traditionella arbetstagaren” är omfattande, medan skyddet för en arbetstagare i en trepartsrelation är betydligt mer komplex. Arbetsmiljöansvaret vid uthyrning av arbetstagare är i behov av ett förtydligande, vilket enligt mig borde ske genom lagstiftning. Till skillnad från personaluthyrning råder det ingen tvekan om ansvarsfördelningen vid anlitandet av entreprenad i Arbetsmiljölagen men enligt mig finns det ett behov av en definition av begreppet entreprenad. Definitionen bör syfta till att förebygga feltolkning av begreppet, då arbetssituationen, i vissa fall, kan bidra till att ett annat rättsförhållande skapas och att arbetsmiljöansvar då förskjuts till kundföretaget. International Labour Organizations konvention nr. 181 har ingen direkt inverkan på arbetsmiljöansvaret för uthyrda arbetstagare, då Sverige valt att inte ratificera konventionen. / Recruitment companies have since legalization in 1993 gained a foothold on the Swedish labour market. The staffing industry is a change from the traditional employment relationship which usually is a bilateral relationship to become a trilateral relationship. This has created some problems, when labour legislation primarily is adapted to the bilateral relationship, which still is considered most common. The regulations governing health and safety issues at the working place are mainly found in the Work Environment Act, which was written before the trilateral relationship appeared on the Swedish labour market. Thus, the question arose as to which player has the safety responsibility for rented labour and if the work environment responsibility differs in the employment of subcontracted employees.The aim of this thesis is therefore, through the legal dogmatic method, to investigate the law and thereby gain a deeper understanding of the complexity of the subject. A large section of my paper is of descriptive character, a description of the current legal position. To get an international connection, I also refer to the International Labour Organization Convention 181 in order to investigate what impact it has on rented labour and the work environment.In my findings, I conclude that the protection of the "traditional worker" is extensive while the protection of a worker in a trilateral relationship is much more complex. Work environment responsibility for hiring of workers is in need of clarification, which according to me, should be by legislation. Apart from rented labour, there are no uncertainties regarding work environment responsibilities for subcontracted employees in the Working Environment Act. However, according to me, there is a need of a definition of the term outsourcing. The definition should aim to prevent misinterpretation of the concept. In some cases the work conditions can contribute to the fact that a different legal relationship is created and work environment responsibilities are shifted to the client company. International Labour Organization Convention 181 has no direct impact on the work environment responsibility for rented labour since Sweden decided not to ratify the Convention.

The diploma paper addresses the topic of the relation between systemic constellations, social environment and social work. The objective of the paper was to ascertain for what reasons clients most often use this method of work. The questions we wished to be answered were for example how the respondents came across systemic constellations, how long their decision-making lasted, and what primary impulse was the most important one. It was also interesting to learn what experience they had with this method of work, what effect on their life they perceived and what benefit for themselves they saw in the method. The paper includes description of the course of their first experience with their own constellation which had been elaborated for them.

Konsultchefer har en komplex arbetssituation på många sätt. De agerar både som chefer till sina konsulter och som en form av servicepersonal gentemot kundföretag. Just relationen mellan konsultchefer och kundföretag är ett relativt outforskat ämne och det är därför relevant att utforska vidare. Syftet med studien är därför att analysera och beskriva relationen mellan konsultchefer och kundföretag under rekryteringsprocessen, med fokus på kravprofilsarbetet och kandidatpresentationen. Vidare syftar studien till att beskriva vilka eventuella utmaningar som finns i relationen med fokus på kravprofilsarbetet och kandidatpresentationen och hur dessa eventuella utmaningar hanteras, samt få en djupare förståelse för konsultchefernas erfarenheter från samarbetet. Studien har en kvalitativ ansats, och metoden som använts är semistrukturerade intervjuer med sex konsultchefer som är verksamma inom Göteborgsområdet. De teoretiska utgångspunkterna i studien är huvudsakligen Karaseks och Theorells krav-kontroll-socialt stöd modell och Hochschilds teori om emotionellt arbete. Studiens huvudresultat visar att konsultcheferna i hög grad måste anpassa sig efter kundföretagens olika krav. Deras arbete kan i mångt och mycket liknas med andra serviceyrken. Samtidigt som det krävs en anpassning efter kundens förväntningar krävs det att konsultchefen står på sig i vissa frågor. Diskussionen visade flera intressanta aspekter; konsultcheferna utför dagligen emotionellt arbete på grund av organisatorisk press. Detta eftersom företagen behöver visa sig konkurrenskraftiga och vill göra kunderna nöjda. Konsultcheferna använde sig av både ytagerande och djupagerande som strategi för att upprätthålla en kundnöjdhet. Utifrån krav-kontroll-socialt stöd modellen visade det sig att konsultcheferna har ett flertal krav i arbetet. Kundföretagen styr i stor utsträckning över graden av kontroll konsultchefen har i utförandet av arbetet. Konsultcheferna nyttjar i relativt hög grad socialt stöd från omgivande kollegor för att enklare hantera kraven. / Consultancy managers have a complex work situation in many ways. They act both as managers to their consultants and as a form of service personnel towards client companies. The relationship between consultancy managers and client companies is a relatively unexplored subject, making it relevant to further investigate. The purpose of the study is therefore to analyze and describe the relationship between consultancy managers and client companies during the recruitment process, with a focus on the requirement profile and candidate presentation. Furthermore, the study aims to describe any potential challenges in the relationship, with a focus on requirement profile and candidate presentation, and how these challenges are addressed. Additionally, the study seeks to gain a deeper understanding of the consultancy managers' experiences from the collaboration. The study has a qualitative approach, and the method used is semi-structured interviews with six consultancy managers working in the Gothenburg area. The theoretical framework of the study is primarily based on Karasek and Theorell's demand-control-support model and Hochschild's theory of emotional labor. The main findings of the study show that consultancy managers have to adapt to the various demands of client companies to a high extent. Their work can be compared to other service professions in many ways. While there is a need to conform to customer expectations, consultancy managers also need to assert themselves in certain matters. The discussion revealed several interesting aspects; consultancy managers perform emotional labor on a daily basis due to organizational pressure. This is because companies need to demonstrate competitiveness and strive to satisfy customers. Consultancy managers employ both surface acting and deep acting as strategies to maintain customer satisfaction. Based on the demand-control-support model, it was found that consultancy managers face multiple demands in their work. Client companies have significant control over the level of control consultancy managers have in performing their work. Consultancy managers rely relatively heavily on social support from colleagues in order to better manage the demands.