Arbetsmotivation på en arbetsplats kan kännetecknas av en bra arbetsmiljö, ett ökat ansvarstagande och att chefen och medarbetarna strävar efter att uppnå samma mål. I det moderna arbetslivet har arbetsmarknaden förändrats med ständiga effektiviseringar och slimmade organisationer. En påföljd är att andelen tidsbegränsat anställda har ökat som anställningsform. Syftet med denna studie var att få en utökad kunskap om faktorer som kan påverka arbetsmotivation med betoning på eventuella skillnader i arbetsmotivation mellan olika anställningsformer. Studien genomfördes på fem anläggningar inom bad- och friskvårdsbranschen i södra Sverige och 114 personer, fast- och tidsbegränsat anställda deltog. För att mäta arbetsmotivation utvecklades en skala baserad på QPS-Nordic 34+ (General Nordic Questionnaire for Psychology and Social Factors at work), som avser att mäta psykologiska och sociala faktorer i arbetslivet. Från denna skala valdes sju domäner: arbetskrav, kontroll i arbetet, social interaktion, organisationskultur, ledarskap, engagemang i organisationen, och arbetsmotiv, tillsammans med tre frågor om kön, ålder och arbetsposition. Resultatet visade ingen signifikant skillnad i arbetsmotivation mellan anställningsformer. Däremot sågs en positiv signifikant korrelation mellan ålder och organisationsengagemang, arbetskrav och organisationskultur. Resultaten bekräftar tidigare forskning som visat att äldre är mer motiverade än yngre medarbetare. / Job satisfaction in the workplace can be characterized by a good working environment, increased responsibility and that the manager and the employees strive to achieve the same goal. In modern working life, the job market changed with effectiveness and leaner organizations. A sanction is that the proportion of temporary employees has increased as a form of employment. The purpose of the study was to get an expanded knowledge of the factors that may affect the work satisfaction with the illustration of any differences in motivation between different forms of employments. The study was conducted at five facilities within bath and healthcare organisation in the south of Sweden with 114 persons, permanent and temporary employees. To measure job satisfaction developed a scale based on the QPS Nordic 34+ (General Nordic Questionnaire for Psychology and Social Factors at Work), designed to study psychological and social factors at work. From this scale was seven domains chosen: Job requirement, Control at work, Social interaction, Organizational culture, Leadership, Commitment to the organization, and Job designs, along with three questions about gender, age and working position. The results showed no significant difference in job satisfaction between forms of employment. There was however a positive significant correlation between age and organizational commitment, job requirement and organizational culture.  The results did not show any significant differences in job satisfaction between forms of employment. The results confirm previous research showing that older people are more motivated than younger employees.

SUMARRY The focus of this dissertation is the return to work of women after parental leave. The paper explores the topic of maternity and parental leave and care required by pre-school children. It further looks at the current employment status of these women on the job market, along with the offer of flexible forms of employment. The current situation in the Czech Republic is compared to other countries, mainly member states of the European Union. An empirical study based on a questionnaire survey is also a part of this paper. This survey examines the situation of a number of female employees of VZP ČR on parental leave as well as their managers and employees after return to work from parental leave. Based on the results of the survey, this paper proposes a programme, which should help female employees of VZP ČR with a smoother transition while returning to work.

Harmonization of the professional and personal lives of employees Abstract The content of this thesis is the harmonization of professional and family life from a legal perspective. Especially with regard to the family life of the individual. This is a topic that both women and men related to. This is a current issue, as it resonates with the whole society and influences its development and growth. Appropriate balance of these two areas can lead to a happier life of the individual, higher work performance and an increase in birth rates. The aim was to comprehensively and structurally compile the area of harmonization of professional and personal life, to point out possible problems or discrepancies in legislation in this area. This is done by describing the legal regulation of individual institutes and by providing proposals de lege ferenda. I proceeded from the basic hypothesis that this is an area where gender inequality is still visible and that the process of development in this area is still not complete. The work is divided into five chapters. The first chapter deals with the basic legal regulations governing the harmonization of personal and professional life from an international and national perspective. The second chapter is devoted to the basic institutes of this area, their definition, their pros...

Denna studie undersöker hur individer påverkas av att arbeta under osäkra anställningsförhållanden. Genom att genomföra sju kvalitativa intervjuer med personer anställda på olika osäkra eller tidsbegränsade anställningar, samt med en tillsvidareanställd och en chef på ett företag med visstidsanställda, syftar studien till att skapa en djupare förståelse för hur osäkra arbetsförhållanden påverkar människors välbefinnande och vardag. Resultaten visar att respondenterna upplevde både positiva och negativa effekter av de osäkra anställningsformerna. Å ena sidan uttrycker många hur de känner en oro för sin arbetssituation, men upplever samtidigt en viss trygghet på respektive arbetsplats. Dock är drömmen om en fast anställning gemensam för alla respondenter. Osäkerheten och oron bidrar bland annat till stress, ekonomisk otrygghet och svårigheter att upprätthålla en balans mellan arbete och fritid för respondenterna. Å andra sidan uppskattar vissa av respondenterna flexibiliteten, trivs med sina kollegor och den gemenskap som finns på arbetsplatsen. Sammanfattningsvis visar studien att osäkra anställningsförhållanden påverkar individen på olika sätt, både positivt och negativt, vilket skapar en djupare förståelse för konsekvenserna av dessa arbetsförhållanden. / This study examines how individuals are affected by working under precarious employment conditions. By conducting seven qualitative interviews with individuals employed in various insecure or temporary positions, as well as with a permanent employee and a manager at a company employing fixed-term workers, the study aims to gain a deeper understanding of how insecure working conditions impact people's well-being and everyday lives. The results reveal that respondents experienced both positive and negative effects of insecure employment arrangements. On one hand, many express concerns about their work situation but also find a certain sense of security within their respective workplaces. However, the desire for permanent employment is a common thread among all respondents. The uncertainty and anxiety contribute to stress, financial insecurity, and difficulties in maintaining a work-life balance for the participants. On the other hand, some respondents appreciate the flexibility, enjoy their colleagues' company, and value the sense of community in their workplace. In summary, the study demonstrates that insecure employment conditions affect individuals in different ways, both positively and negatively, providing a deeper understanding of the consequences of such employment arrangements.

The dissertation addresses the issue of the relationship of parenthood, employment and economic inactivity of childcare holders. It focuses on the mother's motivation to work (mothers taking care of children under 3 years of age) in the context of Czech social policy measures. The aim of the thesis is establish proposals for measures that would encourage the motivation of women with children up to 3 years to return to work and simultaneously quantify the impact of these measures on the state budget. This dissertation builds up on the underlying studies (Jahoda, Šinkyříková, 2011; Kalíšková, 2012). These studies deal mainly with examining implemented reforms in the view of their support to women's employment and their effects on household incomes. The decision making of mothers about their involvement in the labour market was analyzed by indicator of Effective cost of return to work. Negative net financial effect of returning to work was found independently of the region and the extent of the examined working time of women, taking care of children up to 2 years. For mothers taking care of children from 2 to 3 years old was this negative net financial effect detected only partly. This result clearly demonstrates that mothers, taking care of children below 3 years of age, entering the labour market are confronted with very high additional costs that would not be covered by their income from employment and other received benefits. Estimated amount of potential wages, which would encourage women to return to work, reach in some cases up to four times the median wage of women in the region. Given these findings, this dissertation proposes several specific social policy measures, which would support the mother's incentives to work return. Economic effects of the proposed measures were quantified, including the cancelation of conditional entitlement to parental benefit, introduction of tax relief for working mothers and 50% relief on employer's mandatory contributions, which employ parents part-time. Implementation of these measures, which would motivate more women to return to work, would bring an estimated net income effect for the state budget amounting to 9.5 billion crowns per year.