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.

Könsroller i samhället påverkar män och kvinnors val av arbetsområde inom vården. Enligt statistik från Socialstyrelsen väljer manliga sjuksköterskor främst att specialistutbilda sig inom akutsjukvård samt psykiatri, medan vissa områden har brist på män. De patienter som önskar bli omhändertagen av en manlig sjuksköterska kan i dagsläget inte få detta uppfyllt överallt. Syftet med denna studie var att beskriva manliga sjuksköterskors motiv att söka sig till och att arbeta inom sluten psykiatri samt akutmottagning. Metoden för studien var kvalitativ deskriptiv, genom semistrukturerade intervjuer vilka analyserades med kvalitativ innehållsanalys. Undersökningsgruppen valdes ut genom ändamålsenligt urval och bestod av fyra sjuksköterskor inom psykiatri samt fyra inom akutmottagning, vid ett sjukhus i norra Sverige och ett i mellersta Sverige. I resultatet framkom att ett motiv för de manliga sjuksköterskornas arbetsval var att det inom akutmottagning samt sluten psykiatri fanns bra möjligheter att göra skillnad för patienten, vilket medförde att sjuksköterskorna upplevde att de verkligen kunde göra nytta för patienten och fick känna sig behövda. Sjuksköterskorna ansåg att de hade bra utvecklingsmöjligheter inom sitt yrke och många karriärvägar. Arbetsmiljön upplevdes som tillfredsställande i förhållande till självständighet, variation och arbetstempo. Deltagarna ansåg att deras arbete var ett intressant område med roliga arbetsuppgifter. Slutsatsen var att det bland manliga sjuksköterskor inom psykiatri och akutmottagning fanns en attraktion till arbete som upplevs som intressant, självständigt, varierande, bra med utvecklingsmöjligheter och där sjuksköterskan får känna att han gör ett bra arbete. Sjuksköterskorna hade en negativ föreställning om att arbetet på somatisk vårdavdelning inte motsvarade dessa viktiga faktorer. / Gender roles in society influence the choices of men and women regarding working area in healthcare. According to statistics from the Health and Human Services Department of Sweden, (Socialstyrelsen) men tend to mainly specialize in emergency care and psychiatry, while some other specialization areas have a shortage of men. Patients who wish to be tended to by a male nurse can not get this fulfilled everywhere. The aim of this study was to describe why male nurses most commonly choose to work in psychiatric wards and emergency rooms. The method, which has been used, is a qualitative interview study using a descriptive design, which later was analyzed through qualitative content analysis. The informants were chosen using purpose selection and consisted of four nurses within the field of psychiatry, and an additional four that worked in emergency rooms, distributed on one hospital in northern Sweden, and one in the central part of the country. In the result the reasons for the choice regarding work place of the male nurses were that at the emergency rooms and psychiatric wards, the possibility of making a difference for the patient and also having time for him/her was great, which made the nurses feel that they could be of good use for the patient, and also felt needed. In the work place it was considered that the nurses had good potential for professional development. The working environment was perceived as satisfactory in relation to independence, variation and working place. The participants considered that their field of work offered an interesting work place and providing enjoyable work tasks. The conclusion drawn in this study, showed that among male nurses within the fields of psychiatry and emergency care, found an attraction to their work because the work is perceived as interesting, independent, varying, providing good opportunities for further professional development, and where the nurse gets to feel as if he is doing a good job. The nurses had a negatory conception regarding somatic care, since they thought that it did not meet these important key factors.

本研究之研究目的主要探討知識工作者，對於工作本身及勞資關係的認知傾向；利用問卷調查及SAS統計方法，針對新竹科學園區內高科技公司之研究發展部門員工，進行問卷調查以瞭解知識工作者的勞資關係認知型態。 本研究以工作選擇偏好與工作特性二構面，利用集群分析將受訪者分為知識工作者與非知識工作者二類型，探討其在勞資關係與人事管理制度方面，是否有明顯的差異。研究結果發現，知識工作者，其從事之工作類型屬於知識型，勞資關係認知傾向初始型關係契約模式，並且，組織在人事管理制度方面，多採行較自主的管理模式。 換言之，本研究結果發現，知識工作者對於組織及工作的認知，具有混合、模糊的成本／利潤分派原則，且衝量標準較主觀，強調組織與員工二者團結攜手合作，共同規劃未來，因此，在組織人事管理制度的設計上，宜偏向自主性且較具彈性的管理制度，並採行員工分紅、入股的制度，讓員工對組織有長期的發展規劃。此結果顯示與一般認為知識工作者對組織的忠誠者較低有相反的發現，有助於組織瞭解知識工作者的工作態度傾向，以利組織制度的設計及勞資關係良性的發展。 非知識工作者的工作類型，屬於非知識型工作，其勞資關係傾向現代型關係契約模式，其特徵為具有客觀、明確的衡量標準及成本／利潤分派原則，組織與員工間權利、義務規定明確兩者關係卻容易移轉，因此，組織在人事管理制度的設計上，較偏向制度化的管理模式，清礎明確的績效考核制度與定期的獎金制度。 知識已成為企業成功的主要利基，因此，知識工作者將成為主要的資源，企業唯有不斷的激勵知識工作者以創造賴以生存的生產資源，才能在知識社會中生存成長，所以，組織應更加重視知識工作者的勞資認知傾向及智慧財產的管理與保護，才得以發展出和諧的勞資關係。