Arbetsrelaterad stress är ett utbrett samhällsproblem. Som en konsekvens av den flexibla arbetsmarknaden ökar tidsbegränsade anställningar, vilket kan orsaka arbetsrelaterad stress. Syftet med studien är att undersöka vad som kan predicera att människor upplever generell arbetsstress, och om stressen skiljer sig utifrån anställningsform. Arbetsrelaterad stress mättes flerdimensionellt genom generell arbetsstress, krav-kontroll-stöd-modellen och anställningsotrygghet. Enkäten besvarades av 181 deltagare varav 69% var kvinnor och 31% män, 76% hade en visstidsanställning och 27% hade en tidsbegränsad anställning. Resultatet visade att de med tidsbegränsade anställningar hade högre anställningsotrygghet än tillsvidareanställda. Vidare framkom att anställningsotrygghet, krav, stöd, och kön kan predicera generell arbetsstress, men inte anställningsform, kontroll och ålder. Krav förklarade störst andel variation i generell arbetsstress, därefter stöd, anställningsotrygghet och kön. Totalt förklarades 44% av variansen av generell arbetsstress. På grund av högre anställninsgotrygghet riskerar anställda med tidsbegränsad anställning mer negativa hälsoeffekter än tillsvidareanställda. Eftersom stöd har en dämpande effekt mot stress, kan det vara anledningen till att resultatet inte visade en skillnad mellan anställningsformerna gällande generell arbetsstress.

In recent years, the labor market has become increasingly flexible, and companies need to relate to an increasingly globalized market to survive and thrive. To meet the needs of this new environment, more and more companies are relying on temporary workers, mainly with the help of staffing agencies. Consequently, they can handle work stoppages as well as secure the employment of permanent staff when the workload decreases. When temporary staff arrive at a workplace, two different groups meet, the temporary worker and the permanent staff. There are some differences between the two groups mainly that the permanent workers have easier access to resources, higher level of job security as well as more opportunities for further training. The meeting between these two groups give rise to a range of different reactions, both at the individual and group level. The purpose of the current study is to investigate how permanent staff is affected by working together with temporary workers. The study is conducted using semi-structured interviews. In order to analyze the material, the following theoretical frameworks have been used: To illustrate how the individual is affected, Nilsson's (2009) theories about social identity, and the individual and the group are used. This is supplemented by Kazemi et al. (2009) theory of group and change. By using Lindqvist et al. (2014) theory of organizational culture and change, it is also possible to scrutinize what is happening at the organizational level and how it affects the individual and the group. The results of the current study show that the staff is indeed affected by working together with temporary workers.The biggest effect is in the field of employee turnover. The turnover is often a result of the organization attempting to meet the needs of the flexible market, which creates periods with more workload due to higher demand. The employee turnover have an effect on the wellbeing of the permanent staff.