Background and Aim: Development and digitalization of contemporary work life means that leadership at a distance becomes commonplace practice in an increasing number of organizations. Which affects leader prerequisites to handle their followers psychosocial work environment. This study´s aim was to explore office workers perceptions of how leadership at a distance affects their psychosocial work environment. Methods: Ten informants (coworkers) from the Swedish Public Employment Service were interviewed using semi-structured questions and their narratives were analyzed using inductive content analysis. Results: The analysis resulted in three salient sub-themes which were Equality, Contraposition, and Losses. These sub-themes resulted in a main theme that expresses how leadership at a distance holds potential for improved psychosocial work conditions. If leaders acknowledge the increased autonomy employees expect from a remote leadership. And cooperate with their employees to compensate for the losses that accompany physical distance. Leadership at a distance also contains risks when the contact between leadership and employee doesn´t compensate for the losses that comes with physical absence. Which can lead to a psychosocial work environment where employees experience alienation, feelings of disregard and a lack of support.  Conclusions: Leadership at a distance seems to create opportunities for employees to experience an improved psychosocial work environment, through a more autonomous everyday work environment. Including an opportunity for peer relation with their manager. With physical distance follows a loss of inter-human contact and fewer possibilities for a manager to perceive their co-workers everyday work environment. Meaning conditions where managers become dependent on their employees in a new way, not only for task performance, but for being able to handle psychosocial work conditions. Even if remote leadership seems compatible with a satisfying psychosocial work environment. The work place needs to make an effort for leaders to be present in new ways that facilitates psychological and functional closeness. In a way that allows managers to provide the freedom employees expect from a distance leadership along with the attention they need. Without letting their own control needs lead to detailed control and increased monitoring which may lead to a negative psychosocial work environment. Examples where leaders, and organizations as a whole, needs to reconsider new ways are: How to achieve availability, managers insight into the everyday work environment, building relationships that facilitate trust, and communicate clear expectations.   Key Words: Leadership at a distance, remote leadership, psychosocial work environment, Swedish Public Employment Service, qualitative content analysis

<p>The 1990s were a period of economic crisis and mass unemployment. The dissertation shows that in the labour market policy guidelines in the period 1978–2004, a dichotomy was constructed between, on the one hand, a group of unemployed described in positive terms as potentially able to gain new employment, and, on the other hand, a group – referred to in the dissertation as the Others – whose exclusion and marginalisation were seen as permanent. </p><p>Unemployment has not always been defined as a social problem. The nature of the problem of unemployment has been understood and conceptu­alised differently over time. Frames of interpretation contribute to the construction and/or reproduction of categories of unemployed within the context of active Swedish labour market policies. The point of departure for the study is that the definition of social problems is a complex process of social construction. It is an active process of re(construction), in which certain problems become perceived as social problems while others are not. </p><p>The flexibilisation of the labour market, and of labour market policy, is an institutional and discursive process that leads to new categorisations and otherings on the labour market.<i> </i></p><p>In the wake of the 1990s crisis, and of the more structural transformation of the Swedish labour market, a group of long-term unemployed has emerged. In the official guidelines of the labour market policy, the recommendations are to treat this group within the framework of the measures and activities that earlier applied to groups with disabilities. In this process, the structural labour market problem becomes defined politically in terms of individual disabilities. This is not only a process of individualisation, but also a process of medicalization. In this manner, unemployment, and particularly long-term unemployment, becomes analogous to disability.</p>

The 1990s were a period of economic crisis and mass unemployment. The dissertation shows that in the labour market policy guidelines in the period 1978–2004, a dichotomy was constructed between, on the one hand, a group of unemployed described in positive terms as potentially able to gain new employment, and, on the other hand, a group – referred to in the dissertation as the Others – whose exclusion and marginalisation were seen as permanent. Unemployment has not always been defined as a social problem. The nature of the problem of unemployment has been understood and conceptu­alised differently over time. Frames of interpretation contribute to the construction and/or reproduction of categories of unemployed within the context of active Swedish labour market policies. The point of departure for the study is that the definition of social problems is a complex process of social construction. It is an active process of re(construction), in which certain problems become perceived as social problems while others are not. The flexibilisation of the labour market, and of labour market policy, is an institutional and discursive process that leads to new categorisations and otherings on the labour market. In the wake of the 1990s crisis, and of the more structural transformation of the Swedish labour market, a group of long-term unemployed has emerged. In the official guidelines of the labour market policy, the recommendations are to treat this group within the framework of the measures and activities that earlier applied to groups with disabilities. In this process, the structural labour market problem becomes defined politically in terms of individual disabilities. This is not only a process of individualisation, but also a process of medicalization. In this manner, unemployment, and particularly long-term unemployment, becomes analogous to disability.

為了建構完善的就業安全體系，改善以往就服制度僅能發揮消極性失業給付功能的缺失，台灣於2003年實施了就業保險法，並據此具體規劃了三合一就業服務流程，由公立就業服務站以單一窗口的方式提供整合式就業服務。 三合一就業服務流程從2003年實施至今，觀察其歷年實施概況，可看出三合一就業服務流程的實施確實有所成效，求職求才人數、就業推介與職訓安排等方面明顯都比以往提高許多；但是，歷年實施概況也顯示出三合一就業服務流程在實施之後，出現了失業給付、推介就業與職訓安排等三者數據差距懸殊的現象，有整合性不足的問題，應具備的正面成效未能充分發揮，部分職業的勞動市場也出現供過於求的問題，求才機會的開發仍有待加強。 進一步觀察三合一就業服務流程的實際執行現況，其則顯示了流程中各區塊在業務執行方面存在著許多有待改善的問題。接待台缺乏協助減少服務流量的積極性功能，就業資訊區自助式服務成效不彰，綜合服務區出現失業給付認定業務過重所產生的業務排擠現象、簡易諮詢難以確實執行與短期就業方案無法確實發揮成效等問題，諮詢服務區出現個案管理就業服務之落實有待加強、就業促進研習活動成效不彰與職業訓練諮詢服務有待改進等問題，雇主服務區則是出現求才服務過於消極、欲引進外勞的雇主無意進行國內求才、雇主申請僱用獎助津貼與短期就業方案的不當逆向操作等問題。這些流程內部區塊執行業務所出現的問題不只使三合一就業服務流程的各項服務難以發揮功效，也造成就服站內部區塊之間、就服站與相關外部單位之間合作的障礙，其因此進一步延伸出三合一就業服務中失業給付、推介就業與職訓安排之間整合性不佳的現象，並產生失業給付、就業服務與職業訓練整合不佳所導致的種種負面影響。 職訓局當初在規劃三合一就業服務流程的同時，也為其規劃了明確的預定目標，包括整合性、便捷性、全人化、個別化與可近性等五項。不過，檢視研究資料後可以發現，三合一就業服務流程實施至今，其實並未完全達成當初職訓局所設立的五大目標，流程仍有許多方面有待修正。另外，將台灣的三合一就業服務流程與英國就業服務進行對照之後，也可看出流程中其他尚待加強的不足之處。 目前職訓局雖然有意針對三合一就業服務流程進行改革，但其所規劃的「失業認定單一窗口一案到底」作業試辦模式主要僅針對綜合服務區和諮詢服務區的部份業務進行調整，其他區塊的業務內容並沒有變動，可預見目前職訓局所試辦的改革模式並無法完全解決原本三合一就業服務流程的諸多問題。不論是原本的三合一就業服務流程，或是試辦中的失業認定單一窗口一案到底作業模式，在服務內容與運作方式等方面皆存有相當大的改善空間，職訓局有必要全面重新審視三合一就業服務流程在執行上所遇到的各種問題，據此作為流程改革時的參考依據。 / In order to build a complete employment security system, Taiwan implemented Employment Insurance Act in 2003, and changed the original public employment service into the three-in-one employment service in the public employment service station. This research intends to explore the implementation problem of three-in-one employment service. According to the statistical data, the three-in-one employment service has positive effect indeed. However, it is still has problems. Firstly, the integration of unemployment benefit, employment service and vocational training needs to be strengthened. Secondly, the three-in-one employment service has many implementation problems in each service area. These problems weaken the intended function of the three-in-one employment service. So far, the three-in-one employment service hasn’t achieved the goals, as were originally designed by Bureau of Employment and Vocational Training. Nowadays, Bureau of Employment and Vocational Training is undergoing the reform of the three-in-one employment service; with it focuses on enhancing employment counseling service. But the current reform did not go much further. It is necessary that Bureau of Employment and Vocational Training conducts a comprehensive evaluation of the three-in-one employment service as foundation for reforming service in the near future.

Les partenaires sociaux gestionnaires de l’assurance chômage en faisant appel à des opérateurs privés de placement ont une double ambition : accélérer le reclassement des chômeurs et étendre leurs prérogatives en matière d’aide au retour à l’emploi. L’introduction expérimentale de l’externalisation cristallise alors les conflits de régulation du service public de l’emploi entre régime paritaire, opérateur public et services du ministère. Les enjeux du service public de l’emploi se concentrent sur les évaluations dans la mesure où les acteurs ont la conviction que les résultats pourraient influer sur l’avenir de l’externalisation. L’absence de démonstration de l’efficacité supérieure des opérateurs privés n’entrave toutefois pas leur institutionnalisation. La nouvelle configuration institutionnelle issue de la fusion de l’ANPE et des Assédic en 2008 est marquée par une reprise en main par l’Etat. Toutefois, l’externalisation du placement et son institutionnalisation se poursuivent avec de nouveaux objectifs. L’opérateur public se réapproprie l’externalisation pour la mobiliser comme variable d’ajustement, signe de sa position de domination qui confine à un nouveau monopole. Cette recherche se situe au croisement de la sociologie de l’action publique, de la sociologie des relations professionnelles et de la sociologie économique. Elle montre l’introduction de formes de concurrence au cœur du service public de l’emploi. La régulation concurrentielle pour réaliser la mission de placement, loin de constituer un projet politique en soi correspond à un outil pour mettre en œuvre des conceptions différentes du service public de l’emploi. / Social partners in charge of unemployment benefits follow two ambitions when outsourcing to private providers: to shorten the unemployment period for unemployed persons and to expand their prerogatives on return to employment activities. Introducing outsourcing experiments crystallises conflicts of public employment service regulation between the institution jointly managed by employee and employer representatives, the public operator and the State services.The main stakes of public employment service regulations revolve around evaluations as the stakeholders are convinced that evaluation results could have a decisive impact on the future of outsourcing.However, institutionalisation is not hampered despite the fact the claimed greater effectiveness of private providers is not demonstrated.The merge of ANPE and Unédic give birth to a new institution where the State has more power than before. Despite these changes, institutionalisation of outsourcing carries on with new objectives. The public operator reclaims outsourcing to mobilise private providers as an adjustment variable reflecting its dominant position verging on a new monopoly. This research leans on public policy analysis, industrial relations theory and economic sociology. It demonstrates the introduction of competition within public employment service. Far from being a political plan in itself, competitive regulation to achieve placement is a tool to implement different visions of public employment service.

Marketisation reforms has for a long time been a recurring and debated phenomena, which has recently blossomed by the reform proposal of the Swedish Public Employment Service presented in the so-called “January-agreement”. The aim of this qualitative study is therefor to examine the reform proposal of the Swedish Public Employment Service presented in the “January-agreement” and relate this to marketisation. This will in this study be done by theory consuming of first George Sörensen theory about the impact of globalization on the welfare state, to give a broad view of the cause of marketisation. Then Patrik Halls definition of marketisation within NPM, to explain the meaning and effects of marketisation. And finally, Bo Rothsteins description of the market-equal model, to examine how the creation of legitimacy can be seen as a motive for the reform. The conclusions show that marketisation can describe the reform proposal presented in the January-agreement, which can be seen as a creation of public constructed market with a distinct client focus. Further, the market-equal model shows how the low public confidence for the Swedish Public Employment Service can be seen as a strong motive for some type of marketisation in other to create an increased legitimacy. / Marknadisering har länge varit ett återkommande debatterat ämne, som nyligen blommat upp genom reformförslaget av Arbetsförmedlingen i det så kallade Januariavtalet. Målet med denna kvalitativa studie är därför att förklara och analysera reformförslaget i Januariavtalet och relatera det till marknadisering. Det görs i uppsatsen genom en teorikonsumering av först George Sörensens teori om globaliseringens påverkan på välfärdsstaten, som används för att ge en bredare syn av orsaken till marknadisering. Sedan kommer Patrik Halls definition av marknadisering inom NPM användas för att förklara innebörden och effekterna av marknadisering. Till sist används Bo Rothsteins förklaring av den marknadslika modellen, för att förkalkar hur reformförslaget kan motiveras utifrån en legitimitetsaspekt. Uppsatsens huvudsakliga slutsatser är att marknadisering kan förklara reformförslaget i Januariavtalet, som kan ses som ett skapande av en offentlig marknad med tydligt kundfokus. Utifrån den marknadslika modellen kan Arbetsförmedlingens låga förtroende ses som ett strakt motiv för någon form av marknadisering för att skapa legitimitet.

Dans un contexte de chômage fort dans toute l’Europe depuis de nombreuses années (taux moyenautour de 10%), la capacité à faire le lien entre l’offre et la demande d’emploi est cruciale etessentielle pour limiter le chômage.Les pouvoirs publics français ont consacré une attention particulière au service public de l’emploiqui a fait l’objet d’une transformation importante incarnée par la création de Pôle emploi en 2008.Force est de constater que cette réforme n’a pas permis d’atteindre les objectifs escomptés et queles critiques pleuvent sur l’inefficacité de cette nouvelle structure. La crise de légitimité de Pôleemploi s’illustre notamment par l’existence d’un écosystème « parallèle » de l’intermédiationoffre/demande qui s’est développé en marge du service public de l’emploi en regroupant unensemble d’acteurs spécialisés (cabinets de recrutement, sociétés d’intérim, etc.) et de servicesnumériques dédiés (job board - Monster, JobiJoba, Cadremploi, Le Bon Coin - ; réseaux sociaux –Linkedin, Viadéo - ; etc.) sur lesquels s’appuient les entreprises et les candidats pour répondre àleurs besoins. L’objectif de cette recherche est d’identifier les contraintes structurelles etorganisationnelles qui expliquent la crise de légitimité du service public de l’emploi français. Nostravaux ont également pour objectif d’illustrer, au travers du cas de Pôle emploi, le concept de« trappe à légitimité » qui s’applique, sous certaines conditions, aux organisations évoluant dansun contexte non concurrentiel. Nous proposons enfin d’en tirer des conclusions théoriques et desimplications managériales applicables à l’élaboration d’une stratégie de réforme pour lesorganismes du service public notamment. / In a context of high unemployment across Europe for many years (average around 10%), theability to link job supply and demand is crucial and essential to limit unemployment.The French authorities have devoted particular attention to reform the public employment servicewhich resulted in a major transformation embodied by the creation of « Pôle emploi » in 2008. Itis clear that this reform has not achieved the desired objectives and many critics are on theineffectiveness of this new structure.The crisis of legitimacy of « Pôle emploi » is especially illustrated by the existence of anecosystem of intermediation between supply and demand that has been developed in the marginsof public employment service. It includes a set of specialist players (recruitment agencies,temporary employment agencies, etc.) and dedicated digital services (job board - Monster,JobiJoba, Cadremploi Le Bon Coin -; social networks - LinkedIn, Viadeo -; etc.) in which firmsand candidates rely on to meet their needs.The aim of this research is to identify structural and organizational constraints that explain thecrisis of legitimacy of the french public employment service. Our work also aims to illustrate,through the case of « Pôle emploi », the concept of "hatch of legitimacy" that applies, undercertain conditions, on organizations operating in a non-competitive environment. We finallypropose to draw theoretical conclusions and managerial implications applicable to thedevelopment of a reform strategy for public organizations.

I september 2019 valde Arbetsförmedlingen att samarbeta med framgångsrika personer i reklamkampanjen Gör plats. Kampanjen bestod av fem bilder där frågan ställdes om de framgångsrika personerna hade nått lika stor framgång om de haft en funktionsnedsättning. En av bilderna föreställde Therese Lindgren och Natalie Eriksson vilken var en bild som fick stor kritik. Studien syftar till att göra en medieanalys av kampanjen för att undersöka hur kritiken kring kampanjen såg ut samt hanterades av Arbetsförmedlingen. Därtill undersöker även studien hur de båda medverkande beskrev sin uppfattning av kampanjen i sociala medier. Studien visar att de teman som kritiken främst handlar om kan delas in i fyra kategorier: att tillräcklig information inte getts, fotograferingen, modellerna på bilderna samt kampanjbildens text. Arbetsförmedlingen hanterade kritiken på flera sätt däribland genom att svara på frågor som ställdes. Det värsta med bilden är enligt Natalie Eriksson texten som hon inte var medveten om skulle vara med. Therese Lindgren ansåg till en början att kampanjen lyfte en viktig fråga och försvarar den men väljer efter ytterligare kritik att be om ursäkt. / In September 2019, the Swedish Public Employment Service chose to cooperate with successful people in the advertising campaign Gör plats (eng. Make room). The campaign consisted of five pictures questioning if these successful people would have become equally successful if they had had a disability. One of the pictures presented Therese Lindgren and Natalie Eriksson, which was a picture that received the largest criticism. The study aims to conduct a media analysis of the campaign to examine what the criticism of the campaign looked like and how the Swedish Public Employment Service handled the criticism. In addition to this, the study also examines how the participants described their perception of the campaign in social media. Case study is used as a method in the study where material has been collected via triangulation and has been analyzed through a qualitative content analysis. The collected material has been analyzed in relation to the theories: media and convergence, influencer, influencer marketing, social responsibility, and context. The study shows that the themes which the criticism is mainly about can be divided into four categories: that sufficient information has not been given, the photography session, the models of the pictures, and the text of the campaign picture. The Swedish Public Employment Service handled the criticism in several ways, amongst this by answering the questions that were asked. Another way in which the criticism was handled was by apologizing to the participants. Natalie Eriksson’s perception of the campaign describes that models with CP are vulnerable, and she felt that the photographer did everything to aggravate her CP during the photography session. According to Natalie Eriksson, the worst part of the picture is the text, which she was not aware would be included. At first, Therese Lindgren thought that the campaign raised an important issue, and she defended the campaign. After further criticism, she chose to educate herself in multiple questions and she is sorry that the pictures have caused harm. The intentions where good but the result was the opposite and according to Therese Lindgren, the campaign should never have been made.

At the end of 2022 nearly 75 percent of those registered unemployed at the Swedish Public Employment Service [PES] was considered to belong to the category of long term unemployed with weak competitiveness in the labour market. This group of individuals is often aligned with numerous complex needs. To counteract and end unemployment in this group the PES need comprehensive collaborations with other actors.    The aim of this study is to examine and compare how the Swedish PES and the local labour market offices in three Swedish municipalities collaborate and communicate regarding the local job tracks. The study is limited to three questions: How does the PES and the municipality collaborate around the local job tracks? What prerequisites must be in place to facilitate the communication that successful collaboration requires? What factors affect the prerequisites of communications both positively and negatively?   To answer our questions, we have used a qualitative method and interviewed three respondents in each of the three municipalities. To analyse our results, we’ve used the terms regulations, organisations, point of view and relational power taken from two theories of collaboration developed by sociologist Berth Danermark.    Our findings show that the prerequisite needed to facilitate the communication that successful collaboration needs are clearly defined guidelines in the written agreements around communication, clearly organised communicative roles as well as continued dialogue to create shared points of view and reflection.

This study investigates the interplay between institutional structures, organizational culture, and the efficacy of employment initiatives, focusing on the Swedish Public Employment Service (Arbetsförmedlingen) and its implementation of subsidized employment programs known as "nystartsjobb."  Through qualitative interviews and analysis of existing literature, the study examines how external institutional pressures shape Arbetsförmedlingen's approach to addressing potential exploitation within “nystartsjobb” placements. Findings reveal a complex dynamic wherein the organization navigates formal and informal norms of the labor market while striving to maintain legitimacy and public trust.  Despite acknowledging the risk of employer exploitation, respondents note a lack of proactive measures to prevent exploitation, with interventions typically triggered by specific complaints or suspicions. Furthermore, the study highlights internal organizational attitudes, with nystartsjobb often viewed as a short-term support mechanism rather than a pathway to sustainable employment. The absence of systematic follow-up exacerbates this issue, hindering the program's ability to fulfill long-term employment goals.  Ultimately, the study underscores the significance of both institutional structures and organizational culture in shaping the implementation and outcomes of employment policies, while also prompting considerations for future research on program effectiveness and sustainability.