Abstract The history of Private Security Industry in Taiwan has been twenty-five years till now. Private security guards are not only the major support to governmental police force but also the labor market in demand now in spite of the work force surplus in other industries caused by economic depression. The development of private security industry is still at developing stage so that some organizations¡¦ policies and systems are not complete and sound enough. In addition, the demographics of employees in this industry are different from those in others. Majority of them are low-level educational or unemployed older workers. They chose this low entry-barrier occupation in order to solve economic plight but find no aspiration for or don¡¦t adapt to this position after working for a while. The issues discussed above have been affected private security guards¡¦ job satisfaction and organizational commitment. Few of the foreign and domestic studies on private security industry focused on behavioral issue and were conducted quantitatively. The purposes of this study were to measure work values, job satisfaction and organizational commitment of private security guards and to examine the effect of work values on those two work attitudes. Due to most of private security guards are older workers, in this study age has divided into four categories with the reference of the Bureau of Accounting & Statistics as following: young aged¡]below 25¡^, middle aged¡]26-45¡^, senior aged¡]46-65¡^, and old aged¡]above 66¡^. Data collected from a questionnaire survey of 967 private security guards in southern part of Taiwan was analyzed using the statistical techniques of crosstab, descriptive statistics analysis, T-test, one-way ANOVA, and hierarchical regression. The results indicates: 1.Most of private security guards are reemployed; most of their previous positions are at non-managerial levels; previous tenure are mainly below 15 years; most of them engaged in service industry; the main reason of last separation for all of them was voluntary separation, but for the senior aged it was factory or business shut down; the first reason of present employment is basically to support family economy. 2.Private security guards emphasize most on the work value of ¡§the orientation of organizational security and economy¡¨ but least on ¡§the orientation of stability and free from anxiety ¡¨; they have greatest ¡§intrinsic job satisfaction¡¨ but least ¡§extrinsic job satisfaction¡¨; they have highest ¡§affective commitment¡¨ but lowest ¡§continuous commitment¡¨. 3.The occupation of a private security guard should possesses the work values of higher ¡§orientation of social interaction¡¨ and lower ¡§orientation of stability and free from anxiety¡¨. Employers might take the work values orientation into consideration in the process of recruiting and selecting. 4.Senior aged private security guards have higher affective commitment and normative commitment than the young and middle aged. 5.Among work values, ¡§the orientation of self-realization, the orientation of esteem, and the orientation of stability and free from anxiety¡¨ had significant positive effect on job satisfaction¡F ¡§the orientation of organizational security and economy¡¨ had significant negative effect on job satisfaction; ¡§the orientation of esteem¡¨ has significant positive effect on organizational commitment; ¡§the orientation of social interaction¡¨ had significant positive effect on affective commitment; ¡§the orientation of stability and free from anxiety¡¨ had significant negative effect on affective commitment, but significant positive effect on continuous commitment. Private security company employers might regard these findings as the direction of modifying organization policies to improve employee¡¦s work attitudes. Key words: Private Security guard, work values, job attitude, job satisfaction, organizational commitment

The aim of this dissertation was (1) to examine the work choice motivation for accepting the contingent employment in relation to various outcomes (job satisfaction, job involvement, and psychological contract) and the effect on work performance (obedience, and work expectation), and (2) to test whether workers¡¦ interaction may assist in explaining difference between the various outcome and the effect on work performance. The results of this study challenged earlier assumptions on the importance of volition in temporary work research. Analyses were based on a sample of 415 contingent workers from various organizations and types of the contingent employment. The most striking findings were that work choice motivation did not consistently associate with favorable outcomes and the effect on work performance, and that the relationship between work choice motivations related to work performance outcomes were non-significant. By way of contrast, self-fulfilling motive has positively effects on job satisfaction and job involvement, work-life balance motive and self-constrain motive have positive effect on psychological contract, and work control motive has negative effect on job involvement, and psychological contract. Also, this dissertation established that workers¡¦ interaction may have potential to improve the variations on predictions. The result showed that task-related interaction between standard and contingent workers has positive effect on job satisfaction, job involvement, work expectation, and obedience. Moreover, the non-task related interaction has negative effect on obedience. The interaction effects of work choice motivation and workers¡¦ interaction on job attitudes and work performance were also examined in this study. The result shows that the interaction between work-life balance motive and non-task related interaction has positive effect on psychological contract. Moreover, the interaction effect of self-constrain motive and non-task related interaction also has positive effect on psychological contract. The implications were also discussed in this study.

Authors: Ylva Andrén & Pernilla Winterskiöld Title: To what extent is there a correlation between discrimination in work life and instrumental attitudes towards work?  -– A quantitative Swedish survey from a life course perspective. Subject presentation: There are seven grounds for discrimination, and we may all be subject to discrimination; male or female, young and old. Research show that attitudes towards work changes during a life cycle, but is that attitude affected if one is subject to discrimination? That is what we aim to investigate. Purpose: The purpose of this study is to investigate if there is a correlation between discrimination in work life and instrumental attitude towards work. Furthermore, the study investigates whether such a correlation is related to two of the grounds for discrimination; gender or age. Method: An analysis of quantitative secondary data is done in order to investigate possible correlations between discrimination in work life and instrumental attitudes towards work. ISSP 2015 – views on work and work life is the Swedish survey we use as secondary data. Theory: The present study uses life course theory to interpret and analyze the results. Life course theory describes how critical events may impact an individual and subsequently attitudes towards work. Results: The analysis show that there is no significant correlation between discrimination in work life and instrumental attitude towards work when gender and age are considered. Subsequently two of the studies hypotheses were discarded. However, the study did show that women in greater extent than men have been subject to discrimination.