Kvinnor på ledande positioner är få i svenskt arbetsliv. Det finns ett växande intresse för att förstå vad detta kan bero på. Vilken roll spelar kvinnornas inställning till karriär? Vilken roll spelar familjen? Direkt och indirekt diskriminering mot kvinnor beskrivs och diskuteras, liksom kvinnors upplevelser av fördelarna med att vara kvinna i arbetet. Kvinnor i mansdominerade yrken och miljöer utvecklar speciella strategier för att hantera kopplingen mellan sin egen identitet som kvinnor och det faktum att de befinner sig i en minoritetssituation. Denna avhandling grundar sig på en undersökning om kvinnliga civilekonomers och civilingenjörers karriärutveckling. I tolkningen av resultaten används feministisk teori på området organisation. Kvinnornas situation i karriären synliggörs. Boken riktar sig till alla som är intresserade av området "kvinnor och karriär", till exempel kvinnor och män i arbetslivet, liksom organisationsforskare och kvinnoforskare. / <p>Diss. Stockholm : Handelshögskolan, 1992. Spikblad saknas</p>

The aim of this study has been to examine how a few members of the Finnish and non- Scandinavian Romani subgroups experience their own, and their groups, situation on the Housing- and Labour Market. We´ve studied our respondents’ experiences of discrimination, which difficulties they think there are, what strategies can be used to deal with these difficulties and also their own ideas on how to improve the situation for the Romani people in the Swedish society. This has been done by six individual structured interviews which have been analyzed with concepts from Symbolic Interactionism, including Goffman’s Dramaturgical Role Theory, definition of Stigma and Kelly’s theory of Personal Constructions. Our results show that the respondents either have been victims of discrimination themselves, or have family/friends that have, which has led to adjustments to the expectations of how an employee or a houseguest should be. Our respondents believe that difficulties getting/keeping a job/house are a result of prejudice towards the Romani people and the main strategy that can be used is hiding their ethnic identity on these arenas.  Ideas for improvement include members of the majority population and Romanies working together long term to develop knowledge about the Romani people.

Declining union memberships are a fact in both Sweden and Finland. At the same time, the autonomous labour market parties and the high membership rates are the most significant factors for the two countries compared to Europe and the rest of the world. These two factors have in turn been developed and strengthened since the beginning of the twentieth century. By autonomous labour market parties I refer to the fact that the labour market parties themselves through collective bargaining are agreeing on the labour market conditions, without interference from the government. This paper is therefore taking it's stance in the question of what happens with the autonomous labour market parties when the membership rates are in decline.   With this in mind, this paper describes the judicial development, the collective agreement and labour market structures, the legal consequences of collective agreements and the opportunities of industrial and sympathy action in both Sweden and Finland. The two countries' systems of labour law have caught some negative attention, hence two of the most discussed cases of recent years are given some attention as well.   The collective judicial conditions are very similar in both Sweden and Finland regarding the labour market main actors' collaboration, the collective agreement structures and legal consequences and the opportunities of industrial and sympathy action. The Finnish regulations regarding industrial action are somewhat more unconstrained compared to the Swedish ones. The Swedish opportunities of sympathy action are on the other hand more intricate and contain more exceptions. The Finnish union density is almost as high as in Sweden, although the Finnish employees are more willing to use industrial action. The labour market structures are relatively similar between the countries and so are the effects of the legislation and traditions surrounding them. The differences are found in the larger gender pay gaps present in Finland. While the differences are also present in Sweden, they are smaller. The similarities are found in the effects of the labour market structures and the labour market main actors' collaboration. Both are contributing to strengthening the present conditions. / Gemensamt för Sverige och Finland är att medlemstalen i de fackliga organisationerna minskar. Samtidigt är det den fackliga autonomin och den höga anslutningsgraden som i jämförelse med Europa och resten av världen är utmärkande för de båda länderna. Dessa två faktorer har i de båda länderna utvecklats och befästs sedan början av 1900-talet. Den fackliga autonomin bygger på att de centrala parterna utan inblandning från staten själva kommer överens om arbetsmarknadens villkor. Uppsatsen utgår därför från den övergripande frågan om vad som händer med den fackliga autonomin när medlemstalen minskar.   Med detta i åtanke redogör uppsatsen för Sveriges och Finlands rättsliga utveckling, deras kollektivavtals- och arbetsmarknadsstrukturer, kollektivavtalens bindningsmekanism och rättsverkningar samt möjligheten till strids- och sympatiåtgärder. De båda ländernas arbetsrättsliga system har heller inte undgått kritik, varför två av de mest omtalade rättsfallen på senare tid också ges en redogörelse.   Sveriges och Finlands kollektiva arbetsrättsliga system är mycket lika, både avseende de centrala parternas samrådsförfaranden, kollektivavtalens bindningsmekanism, rättsverkningar och arbetskonfliktsreglering. Den finska regleringen kring stridsåtgärder är dock något friare, medan den svenska innehåller fler intrikata undantag. De finska arbetstagarna är medlemmar i fackliga organisationer i nästan lika hög grad som de svenska. De finska arbetstagarna är dock betydligt mer benägna att ta till arbetsstrid. Arbetsmarknadsstrukturerna i Sverige och Finland är relativt lika och likaså effekterna av dem. Skillnaden ligger i de stora löneskillnader mellan män och kvinnor som föreligger i Finland. Även i Sverige förekommer det skillnader, om än något mindre. Effekterna, som är liknande i de båda länderna, består i att befintliga särfördelningar av löne- och anställningsvillkor befästs genom rådande arbetsrättsliga reglering och huvudavtalsparternas samrådsförfaranden. / Yhteistä Ruotsin ja Suomen ammattiliitoille on jäsenmäärän supistuminen. Samanaikaisesti ammattiliittojen itsenäisyys ja korkea järjestäytymisaste ovat ominaisia molemmille maille verrattuna Eurooppaan ja muuhun maailmaan. Nämä kaksi tekijää ovat molemmissa maissa kehittyneet ja vahvistuneet 1900-luvun alusta alkaen.   Ammattiyhdistysten itsenäisyys rakentuu sille että keskeiset osapuolet ilman valtiovallan sekaantumista sopivat itse työmarkkinoiden ehdoista. Opinnäytteen lähtökohta on mitä tapahtuu ammattiyhdistysten itsenäisyydelle jäsenmäärän supistuessa.   Opinnäyte selvittää Ruotsin ja Suomen yhteiskuntien oikeudellista kehitystä, työehtosopimus- ja työmarkkinarakennetta, työehtosopimusten sitomismekanismia ja oikeudellisia vaikutuksia sekä mahdollisuuksia työtaistelu- ja myötätuntotoimenpiteisiin. Molempien maiden työoikeudellinen järjestelmä ei ole välttynyt arvostelulta, josta syystä aineisto sisältää selostuksen kahdesta viime aikojen puhutuimmasta oikeustapauksesta.   Ruotsin ja Suomen työoikeudellinen järjestelmä on hyvin samankaltainen sekä keskeisten osapuolten kuulemismenettelyn, työehtosopimusten sitomismekanismin, oikeudellisten vaikutusten että työtaistelujen säätelyn osalta. Suomalainen työtaistelusäätely on jonkunverran vapaampi, ruotsalainen sisältää useita monimutkaisia poikkeuksia. Suomalaiset työntekijät ovat ammattiliitojen jäseniä melkein yhtä usein kuin ruotsalaiset. Suomalaiset työntekijät ovat kuitenkin paljon useammin mukana työtaisteluissa Työmarkkinoiden rakenne Ruotsissa ja Suomessa ovat suhteellisen samanlaisia kuten myös niiden vaikutukset. Erot ovat Suomen suurissa palkkaeroissa miesten ja naisten kesken. Myös Ruotsissa on eroja, joskin pienempiä. Vaikutukset jotka ovat samanlaisia molemmissa maissa, koostuvat vallitsevan jaon palkka- ja palkkaamisehtojen vahvistamisesta vallitsevasta työoikeudellisesta sääntelystä ja pääsopijaosapuolten kuulemismenettelystä.

<p>Declining union memberships are a fact in both Sweden and Finland. At the same time, the autonomous labour market parties and the high membership rates are the most significant factors for the two countries compared to Europe and the rest of the world. These two factors have in turn been developed and strengthened since the beginning of the twentieth century. By autonomous labour market parties I refer to the fact that the labour market parties themselves through collective bargaining are agreeing on the labour market conditions, without interference from the government.</p><p>This paper is therefore taking it's stance in the question of what happens with the autonomous labour market parties when the membership rates are in decline.</p><p> </p><p>With this in mind, this paper describes the judicial development, the collective agreement and labour market structures, the legal consequences of collective agreements and the opportunities of industrial and sympathy action in both Sweden and Finland. The two countries' systems of labour law have caught some negative attention, hence two of the most discussed cases of recent years are given some attention as well.</p><p> </p><p>The collective judicial conditions are very similar in both Sweden and Finland regarding the labour market main actors' collaboration, the collective agreement structures and legal consequences and the opportunities of industrial and sympathy action. The Finnish regulations regarding industrial action are somewhat more unconstrained compared to the Swedish ones. The Swedish opportunities of sympathy action are on the other hand more intricate and contain more exceptions. The Finnish union density is almost as high as in Sweden, although the Finnish employees are more willing to use industrial action. The labour market structures are relatively similar between the countries and so are the effects of the legislation and traditions surrounding them. The differences are found in the larger gender pay gaps present in Finland. While the differences are also present in Sweden, they are smaller. The similarities are found in the effects of the labour market structures and the labour market main actors' collaboration. Both are contributing to strengthening the present conditions.</p> / <p>Gemensamt för Sverige och Finland är att medlemstalen i de fackliga organisationerna minskar. Samtidigt är det den fackliga autonomin och den höga anslutningsgraden som i jämförelse med Europa och resten av världen är utmärkande för de båda länderna. Dessa två faktorer har i de båda länderna utvecklats och befästs sedan början av 1900-talet.</p><p>Den fackliga autonomin bygger på att de centrala parterna utan inblandning från staten själva kommer överens om arbetsmarknadens villkor. Uppsatsen utgår därför från den övergripande frågan om vad som händer med den fackliga autonomin när medlemstalen minskar.</p><p> </p><p>Med detta i åtanke redogör uppsatsen för Sveriges och Finlands rättsliga utveckling, deras kollektivavtals- och arbetsmarknadsstrukturer, kollektivavtalens bindningsmekanism och rättsverkningar samt möjligheten till strids- och sympatiåtgärder. De båda ländernas arbetsrättsliga system har heller inte undgått kritik, varför två av de mest omtalade rättsfallen på senare tid också ges en redogörelse.</p><p> </p><p>Sveriges och Finlands kollektiva arbetsrättsliga system är mycket lika, både avseende de centrala parternas samrådsförfaranden, kollektivavtalens bindningsmekanism, rättsverkningar och arbetskonfliktsreglering. Den finska regleringen kring stridsåtgärder är dock något friare, medan den svenska innehåller fler intrikata undantag. De finska arbetstagarna är medlemmar i fackliga organisationer i nästan lika hög grad som de svenska. De finska arbetstagarna är dock betydligt mer benägna att ta till arbetsstrid. Arbetsmarknadsstrukturerna i Sverige och Finland är relativt lika och likaså effekterna av dem. Skillnaden ligger i de stora löneskillnader mellan män och kvinnor som föreligger i Finland. Även i Sverige förekommer det skillnader, om än något mindre. Effekterna, som är liknande i de båda länderna, består i att befintliga särfördelningar av löne- och anställningsvillkor befästs genom rådande arbetsrättsliga reglering och huvudavtalsparternas samrådsförfaranden.</p> / <p>Yhteistä Ruotsin ja Suomen ammattiliitoille on jäsenmäärän supistuminen. Samanaikaisesti ammattiliittojen itsenäisyys ja korkea järjestäytymisaste ovat ominaisia molemmille maille verrattuna Eurooppaan ja muuhun maailmaan. Nämä kaksi tekijää ovat molemmissa maissa kehittyneet ja vahvistuneet 1900-luvun alusta alkaen.</p><p> </p><p>Ammattiyhdistysten itsenäisyys rakentuu sille että keskeiset osapuolet ilman valtiovallan sekaantumista sopivat itse työmarkkinoiden ehdoista. Opinnäytteen lähtökohta on mitä tapahtuu ammattiyhdistysten itsenäisyydelle jäsenmäärän supistuessa.</p><p> </p><p>Opinnäyte selvittää Ruotsin ja Suomen yhteiskuntien oikeudellista kehitystä, työehtosopimus- ja työmarkkinarakennetta, työehtosopimusten sitomismekanismia ja oikeudellisia vaikutuksia sekä mahdollisuuksia työtaistelu- ja myötätuntotoimenpiteisiin. Molempien maiden työoikeudellinen järjestelmä ei ole välttynyt arvostelulta, josta syystä aineisto sisältää selostuksen kahdesta viime aikojen puhutuimmasta oikeustapauksesta.</p><p> </p><p>Ruotsin ja Suomen työoikeudellinen järjestelmä on hyvin samankaltainen sekä keskeisten osapuolten kuulemismenettelyn, työehtosopimusten sitomismekanismin, oikeudellisten vaikutusten että työtaistelujen säätelyn osalta. Suomalainen työtaistelusäätely on jonkunverran vapaampi, ruotsalainen sisältää useita monimutkaisia poikkeuksia. Suomalaiset työntekijät ovat ammattiliitojen jäseniä melkein yhtä usein kuin ruotsalaiset. Suomalaiset työntekijät ovat kuitenkin paljon useammin mukana työtaisteluissa Työmarkkinoiden rakenne Ruotsissa ja Suomessa ovat suhteellisen samanlaisia kuten myös niiden vaikutukset. Erot ovat Suomen suurissa palkkaeroissa miesten ja naisten kesken. Myös Ruotsissa on eroja, joskin pienempiä. Vaikutukset jotka ovat samanlaisia molemmissa maissa, koostuvat vallitsevan jaon palkka- ja palkkaamisehtojen vahvistamisesta vallitsevasta työoikeudellisesta sääntelystä ja pääsopijaosapuolten kuulemismenettelystä.</p>

This thesis consists of four self-contained studies in empirical labor economics. Micro data on both employers and workers are used to analyze the questions asked in the essays. By using disaggregated information, issues related to firm and individual heterogeneity can be studied.The first essay, The Impact of Temporary Contracts on Gross Job and Worker Flows (with Mahmood Arai), examines job and worker flow dynamics for temporary and permanent contracts. The micro approach to job flows concerns changes in employment at the plant or firm level. Data used in earlier research on gross labor flows do not allow for a distinction between different types of employment contracts (an exception is Abowd et al. (1999). This distinction is especially important in Europe since several European countries discriminate between permanent and temporary contracts in their employment legislation.The data contain quarterly information on the stock of permanent and temporary contracts, as well as direct information on hires and separations for permanent and temporary workers. The information is from a representative sample of around 10,000 Swedish private establishments.The results indicate that temporary contracts, covering only around 10 percent of all contracts, stand for half of all gross job (and worker) flows. This means that gross job (and worker) flow rates for temporary contracts are around 10 times larger than job (and worker) flows for permanent contracts. Our results imply that job reallocation associated with temporary contracts is acyclical in both manufacturing and non-manufacturing sectors. For permanent contracts, job reallocation only exhibits a countercyclical pattern in manufacturing, characterized by a low fraction of temporary contracts. Services employing a higher fraction of temporary contracts exhibit no cyclical pattern in job reallocation, implying that establishments in services use temporary contracts as an adjustment buffer and can adjust its labor input more smoothly.The share of temporary contracts varies with the industry structure and changes as a result of sectoral shifts. This implies that cross-country comparisons, as well as studies of the dynamics of job and worker flows, based on aggregated time-series data, can be distorted by the impact of the fraction of temporary labor on gross labor flows. This, in turn, makes the distinction between permanent and temporary contracts crucial in analyzing job and worker flows, especially when labor protection laws discriminate between short-and long-term employment contracts. The second essay, Wage Dispersion and Allocation of Jobs, investigates the relationship between job turnover and the distribution of wages. One possible explanation for similar labor reallocation rates across labor markets with very different employment-protection legislations is related to differences in wage setting institutions. Bertola and Rogerson (1997) argue that although job-security laws lead to lower job flows, their impact might be reduced if differences in wage-setting institutions have opposite effects. Bertola and Rogerson’s conclusion is that when labor protection laws and wages are jointly considered, the result might very well be that job flows in countries with high adjustment costs and a compressed wage structure mimic those in countries with low adjustment costs and decentralized wages.Using establishment data on job turnover and wages for a panel of around 10,000 establishments in the Swedish private sector, the relationship between wage compression and job reallocation is studied at the industry level.Estimating industry fixed-effects models for 14 two-digit industries yield results indicating large sector differences regarding the effect of the degree of wage dispersion on job reallocation. In accordance with the Bertola and Rogerson hypothesis, this effect is positive in the manufacturing sector. Running separate regressions for job creation and job destruction shows a negative and significant effect of wage dispersion on job destruction, whereas it is insignificant in the job-creation equation. These results are in accordance with wages being more rigid downwards than upwards. The quantitative effect of the impact of wage dispersion on job turnover is limited, however. A one standard deviation increase in wage dispersion reduces the total job reallocation by around 10 percent. Turning to the non-manufacturing sector, the Bertola and Rogerson hypothesis is not supported.Further results include (i) a strong positive effect of the industry-share of temporary employees on job reallocation and (ii) a negative relationship between the use of overtime and job turnover.In the third essay, Wages, Profits and Individual Unemployment Risk: Evidence from Matched Worker-Firm Data (with Mahmood Arai), the impact of firm performance on individual wages is studied. Several studies have found a positive and significant effect of profits on wages. The most widely suggested interpretation for this phenomenon is that employers and employees engage in rent-sharing, thereby splitting the profits created between themselves.The purpose of this study is to examine the extent of rent-sharing and the impact of individual and aggregated unemployment risk on wages of individual workers. We use a sample of over 170,000 Swedish employees for 1991 and 1995 matched with their employing firm’s profits and the unemployment registers. The matched data contain detailed information on individual characteristics, including their unemployment experience during 1992-1995 as well as annual profits as reported in the firms’ balance-sheet reports.The contribution of this paper is that it provides evidence on the wage determination, based on disaggregated individual and firm data dealing with the problems of firm and worker heterogeneity, and the endogeneity of profits. Our results imply positive effects of profits on wages, both in 1991 and 1995. The reported elasticities imply that the wage inequality in Sweden due to the spread in profits is as high as 13% of the mean wages in 1991, according to Lester’s range of pay. These correlations are robust for controlling for time-invariant unobserved individual- and firm characteristics.Using firm-reported short-term product market elasticity and the number of competitors as instruments for profits suggest Lester’s measure of wage inequality due to profits to be as high as 50% of the mean wages.Finally, we investigate the impact of individual heterogeneity with respect to unemployment risk that might also affect wages. We include the individuals’ unemployment event record in our regressions, and our results confirm that individuals with a higher unemployment risk also have lower wages. Including aggregated measures along with individual unemployment risk in our estimations show results suggesting that there exists a robust negative correlation between unemployment risk and wages at various aggregation levels.The final essay, Pay Inequality and Firm Performance: Evidence from Matched Employer-Employee Data, tests several implications from tournament models on the same matched employer-employee data set as in essay 3.According to a variety of theories, the wage distribution both within and between firms can have important effects on individual productivity and firm performance. One argument for high wage differentials, based on incentive effects, is found in Lazear and Rosen’s (1981) tournament theory. Higher wage differentials lead to higher individual effort, and are therefore productivity enhancing. This, in turn, suggests that there is a positive relationship between wage dispersion and productivity. The opposite relationship is found in theories stressing fairness and cooperation between co-workers.For white-collar workers, the results show a positive effect of intra-firm pay spread on firm performance for 1991 and 1995. This applies to different measures of wage dispersion, capturing both raw differences and differences corrected for the fact that part of the wage spread is due to differences in human capital accumulation. To take firm heterogeneity into account, difference equations are estimated on a panel of firms. Once more, consistent with tournament theory, a positive and significant effect of wage dispersion on profits is found. The results for managers are based on information on about 10,000 managers. For various measures of wage dispersion and specifications, a positive and significant association between managerial pay and profits is found. No support is found for the hypothesis of a positive relationship between the number of managers (contestants) and wage spread. Instead, the results show a negative and significant effect of the number of executives and pay spread among managers.Finally, consistent with tournament theory, higher wage dispersion is found in firms operating in volatile product markets characterized by a high degree of output uncertainty. / Diss. Stockholm : Handelshögsk., 2002

Diss. Uppsala : Univ., 2003.

Diss. (sammanfattning) Stockholm : Univ., 2003. / Härtill 3 uppsatser.

Bakgrund; Arbetslösheten är högre för personer med funktionsnedsättningar än i befolkningen i övrigt. Personer med Neuropsykiatriska funktionsnedsättningar (NPF) har svårigheter att etablera sig på arbetsmarknaden. Syfte; Beskriva stödinsatser för unga vuxna med Aspergers syndrom (ASD) för att kunna etablera sig på arbetsmarknaden. Metod; En litteraturöversikt har gjorts där 10 stycken vetenskapliga artiklar har analyserats och utgjort resultatet.  Resultat; Studien har delats upp i fyra olika teman (tidsaspekten, samordning av insatser, stöd som finns och stöd som saknas) vilket belyser vilka stödinsatser som finns, och vilket stöd som efterfrågas för personer med ASD Diskussion; Personer med ASD har komplexa behov av stöd och stödet är effektivast när det individualiseras. Samordning mellan olika aktörer tillsammans med individen och icke tidsbegränsat stöd efterfrågas i större omfattning för att öka chanserna till etablering på arbetsmarknaden. Slutsats; Etableringen på arbetsmarknaden för unga vuxna med ASD kan förbättras genom individanpassat, samordnat och icke tidsbegränsat stöd. Nyckelord; Aspergers syndrom (ASD), arbetsmarknad, etablering, stöd, unga vuxna / Background; Unemployment is higher for people with disabilities than in the rest of the population. People with neuropsychiatric disabilities (NPF) have difficulties in establishing themselves in the labor market. Purpose; Describe support measures for young adults with Asperger's syndrome (ASD) in order to establish themselves in the labor market Method; A literature rewive was conducted in which 10 scientific articles were analyzed and discussed. Result; The study has been divided into four different themes (time aspect, coordination of efforts, existing support and lack of support), highlighting what support efforts are available and what support is requested for people with ASD Discussion; Individuals with ASD have complex support needs and support is most effective when individualized. Coordination between different actors together with the individuals and non-timelimited support is increasingly demanded to increase the chances of establishing in the labor market. Conclusion; The establishment of the young adults with ASD can be improved through personalized, coordinated and non-timelimited support. Keywords; Asperger syndrome (ASD), labor market, establishment, support, young adult

Nyckelord: hälsofrämjande, hälsoutvecklare, folkhälsovetenskap, utbildning, arbetsmarknad, upplevelser Titel: ”Så mycket mer än bara morötter och joggingdress…” En kvalitativ studie som belyser hur utexaminerade hälsoutvecklare vid Örebro Universitet upplevde sin utbildning och mötet med arbetsmarknaden. Bakgrund: Det folkhälsovetenskapliga arbetsfältet är en relativt ny vetenskaplig disciplin. Antalet studier som belyser folkhälsovetarnas villkor på arbetsmarknaden är få och merparten av dessa är av kvantitativ art. Syfte: Syftet med denna studie var att belysa hur hälsoutvecklare vid Örebro Universitet som utexaminerats mellan åren 2004-2007 upplevde sin 3-åriga utbildning på Hälsoutvecklarprogrammet samt deras upplevelser av mötet med arbetsmarknadens villkor. Frågeställningar: Vilka upplevelser har hälsoutvecklare av mötet med arbetsmarknaden? Vilka upplevelser har hälsoutvecklare av bemötandet av det hälsofrämjande perspektivet på arbetsmarknaden? Vilka upplevelser har hälsoutvecklare av sin utbildning? Metod: För att hitta nyanser och ett ökat djup i forskningsfrågan genomfördes kvalitativa intervjuer med respondenter från Hälsoutvecklarprogrammet som examinerats mellan 2004-2007. Intervjuerna transkriberades och därefter genomfördes en innehållsanalys där teman, kategorier och subkategorier utformades. Resultat: Respondenterna upplever att en bred utbildning försvårar möjligheten att professionalisera sig på arbetsmarknaden där det finns en del legitimitetssvårigheter. Förklaringen till legitimitetssvårigheterna sammankopplas med respondenternas känsla av att vara missuppfattad, känna en låg status, en känsla av okunskap utan någon spetskompetens samt ett arbeta med ett svårgenomslaget hälsofrämjande perspektiv. För att få arbete inom det hälsofrämjande arbetsområdet behöver hälsoutvecklaren nätverka med andra människor. Nyckelfaktorerna är att ha många kontakter och att vara utåtriktad och driven för att kunna få arbete i en svår bransch där det är tuff konkurrens om få arbeten. Alla respondenter trivs i sitt arbete vilket förklaras i att de känner att de arbetar med betydelsefulla uppgifter, att de har ett bra arbetsklimat samt att de bär med sig en utbildningsstolthet. Slutsatser: Det skulle finnas fördelar med att återinföra mentorskap, utveckla praktiken, verklighetsanpassa examinationsuppgifterna och att införa mer hälsoekonomi i utbildningen. Detta för att öka hälsoutvecklarstudenternas anställningsbarhet samt för att få en ännu mer konkurrenskraftig utbildning vid Örebro Universitet. / Keyword: health promotion, public health worker, public health science, education, labour market, experiences Title: “So much more than just carrots and training clothes..” A qualitative study that examines how graduated public health workers at the University of Örebro experienced their education and the conditions of the labour market. Background: The labour market of public health workers is a rather new discipline. The numbers of studies that examine the conditions of the labour market for examined public health workers are few and most of them have a quantitative approach. Purpose: The purpose of this study was to examine how graduated public health workers at the University of Örebro, between the years of 2004 and 2007, experienced their three-year education and the conditions of the labour market. Method: In an attempt to obtain an in-depth and more profound understanding, qualitative method was required and therefore, interviews with graduated public health workers were performed. The interviewes were transcribed, and followed by a content analysis where the data were divided into different patterns forming themes, categories and sub categories. Result: The respondents experienced a wide and broad education complicates the ability to be more professional in the labour market, where there tend to be difficulties for the respondents to be legitimated. These experiences connect with the respondents feelings of being misunderstood, not having a high-status profession job, having a feeling of poor knowledge and working with the health promotion perspective which tent to have a low impact. To get a job in the health promoting working field after the education the public health workers need to have a wide network with people in the working field. The key factors for an employment is to have many and good social contacts and to be outgoing and to be the prime mover. All of the respondents´ satisfaction by their occupation could be explained by them having feelings about important tasks and assignments. A good working climate and the feeling of being proud of their education are also factors that explain the job satisfaction. Conclusion: The education of public health would benefit from reintroducing mentorship and developing the job practice experience during the studies. Other benefits would be to adapt and adjust the examinations of diffrent modules to be more linked to the labour markets requirement, and to introduce more health economics in the education. This, in return would increase the numbers of employments of public health workers and also create an even more competitive education of public health at the University of Örebro.

The aim of this study is to gain an understanding for the factors behind the successful establishment in the Swedish labor market for foreign-born women who have a college or university degree from their home countries. This has been achieved by applying a qualitative method, whereas semi-structured interviews with five foreign-born women have been conducted. The theory used in the analysis are the theories of "social and cultural capital" and "empowerment". The findings of the study show that level of education, work experience, language skills affect foreign-born opportunities to enter the labor market. Moreover, the findings show that the interviewees perceived several obstructions to their inclusion in the Swedish labour market. These include language barriers and lack of social networks. The interviews also show that people who have an academic education from their home countries need to adapt their education to the Swedish labor market to find a qualified job. The results of the study also show that new arrivals need to apply for income support during the first period in Sweden, due to the fact that they lack their own income and assets.