Based on four articles, this compilation thesis analyses the demonstrated com-petence defining a medical doctor, to the extent to which he or she acquires a high status and high level of employability in professional practice. Overall, the thesis aimed to describe and analyse professional socialization during doctors' transition from education to work. Questions addressed included how higher education should be understood as preparation for professional practice, how ideals of the future professional were conceived and how these ideals differenti-ated 'good' from 'bad' doctors in professional development and recruitment. The research employed a version of practice theory as its theoretical framework, developed with the aid of work by Pierre Bourdieu, Judith Butler, John Dewey and Theodore Schatzki. Throughout the individual studies, ideals were con-structed and understood as moral imperatives, stating how doctors are expected to perform in professional practice. Article I explored the ideals of academia and higher education practices in a general sense. In this study, the ideals involve the perceived function of higher education in relation to work. Three different and conflicting perspectives were constructed with the aid of a literature study. Arti-cle II was a survey investigation of how two cohorts (n=169) of recent graduates from a Swedish medical programme viewed their competence and the prepara-tion they received for work through the medical programme. The results show that graduates might be overly prepared from a knowledge perspective, while lacking in practical skills and preparation for difficult situations in the work-place. Article III investigated the ideals of the medical programme using an interview study with eight medical students and eight medical teachers. The ideals constructed show how conflicting ideals, such as strength and humility, shape conceptions of the future professional. Finally, Article IV reports an inter-view study with recruiters of medical interns in Sweden's 21 most popular hospi-tals. Results showed that the most attractive candidates balanced two traits: orientation towards performance and orientation towards human relations. They also successfully demonstrated possession of these qualities in their appli-cation and subsequent interview. Overall, the results from the studies indicated that there are great differences between views of proper preparation for work and views of the highly-employable doctor. While medical knowledge and skills were seen as important in preparation for work, they were absent in the views of the highly-competent and employable doctor. Instead, generic attributes, such as drive, curiosity, cooperativeness, warmth, maturity and reflectiveness, char-acterised descriptions of the most accomplished medical professionals. These attributes also were seen primarily as developed before or 'beside' the formal medical education programme.

The purpose of the paper is to explore the factor that might influence atypical workers¡¦ turnover intention as the ¡§Atypical employment¡¨ is increasing in Taiwan over the last few years. Will try to understand weather or not an atypical workers¡¦ psychological contract, social capital, employability and relationship perception will influence their turnover intention. And also discuss the situation of atypical worker¡¦s turnover intention, psychological contract, social capital, employability and relationship perception. The findings are shown as the following: 1. The atypical workers in telecommunication service industry reported lower psychology contract violation than other sub-groups did. 2. The atypical workers in telecommunication service industry reported greater social capital than other sub-groups did. 3. Atypical workers generally reported the same employability. 4. The atypical workers in Electronics and Technology industry reported lower relationship perception than other sub-group did. 5. Psychology contract influences the atypical workers¡¦ turnover intention significantly. 6. Social capital influences the atypical workers¡¦ turnover intention significantly. 7. Employability influences the atypical workers¡¦ turnover intension significantly. 8. Relationship perception influences atypical workers¡¦ turnover intension significantly.

The aim of the thesis is to investigate quality in learning in higher education in Rwanda by focusing on students’ learning and their employability. This focus allows for an understanding of key challenges for Rwandan higher education to emerge, at a time when more and more students are enrolling. Higher education is being rebuilt after the genocide of 1994 in Rwanda and the focus on quality in learning and preparing students for work life is thus timely and important. The empirical material comprises interviews with students, teachers and employers. Interpretation of this material is guided by perspectives on quality in learning: students’ approaches to learning, learning as transformation and employability. A meta-ethnographic analysis of the four articles on which the thesis is based generated five themes as central quality aspects of learning that could enhance the employability of graduates: becoming professional, skillful practices, becoming a learner, becoming responsible and international experience. The results illustrate that students have to some extent different views from employers and teachers regarding questions about quality in learning. Thus, it could be of value for policy makers and teachers to listen to what the students have to say when designing policy and curriculum in higher education in Rwanda. / Syftet med denna avhandling är att studera kvalitet i lärande i högre utbildning i Rwanda med fokus på studenters lärande och deras anställningsbarhet. Den förra som ett sätt att identifiera de mest centrala utmaningarna för studenters lärande i högre utbildning i Rwanda i en tid då fler och fler studenter deltar i högre utbildning. Den andra som ett sätt att få kunskap om hur väl förberedda studenter är efter avslutad utbildning i en tid då högre utbildning i Rwanda återbyggs efter folkmorden 1994. Det empiriska materialet består av intervjuer med studenter, lärare och arbetsgivare. Perspektiv på kvalitet i lärande i termer av studenters förhållningssätt till lärande, lärande som transformativt och anställningsbarhet, användes för att tolka materialet. En meta-etnografisk analys genomfördes av de fyra artiklar på vilka denna avhandling baseras. Fem kategorier centrala för kvalitet i lärande och något som kan bidra till ökad anställningsbarhet genererades: att bli professionell, skickliga praktiker, att bli en lärande person, att bli ansvarstagande, och internationellt erfarenhet. Resultaten illustrerar hur studenter i viss mån har annan syn på kvalitet i lärande i högre utbildning än vad lärarna och arbetsgivarna har. Därmed kan det vara viktigt för policymakare och lärare att lyssna på vad studenterna har att säga när policy och läroplan för högre utbildning i Rwanda revideras.

Syftet med denna uppsats var att utifrån Berglunds (2001) fyra idealtypiska attityder undersöka vilka attityder andraårselever på gymnasiet hade till sitt kommande arbetsliv, med samma utgångspunkt ämnade vi också att undersöka vilka attityder arbetsgivare ville se vid en nyrekrytering. Med attityder till arbete avsågs individens värderingar av vad som var viktigt med arbete. De fyra idealtypiska attityderna innefattade instrumentell-, altruistisk-, individualistisk-, och materialistisk attityd. Det första urvalet bestod av 103 andraårselever på gymnasiet fördelade över el- och energiprogram och samhällsprogram. Det andra urvalet bestod av 23 strategiskt valda arbetsgivare fördelade mellan både offentlig- och privat sektor. Resultatet av vår kvantitativa undersökning visade att den dominerande attityden bland eleverna var den materialistiska attityden, både som sammanhållen attityd och som attitydkombination. Bland arbetsgivarna visade vår kvantitativa undersökning att den attityd som premierades var den individualistiska attityden, en attityd som endast återfanns bland samhällseleverna. Undersökningen visade också att det fanns tendenser till att el- och energielever hade en mer instrumentell attityd än samhällselever. / The purpose of this paper was to draw on Berglund's (2001) four ideal typical attitudes, to examine which attitudes senior students in high school had towards their future working life, with the same starting point we also intended to examine which attitudes employers wanted to see when recruiting. With attitudes towards work meaning the individuals values of what was important with work. The four ideal typical attitudes included instrumental-, altruistic-, individualistic-, and a materialistic attitude. The first sample consisted of 103 senior students in high school distributed over electricity- and energy programs and studies of social science programs. The second sample consisted of 23 strategically selected employers split between both the public and private sector. The results of the study was that the dominant attitude among the students was the materialistic attitude, both as a coherent attitude and as an attitude combination. Among employers, our quantitative survey showed that the preferred attitude was the individualistic attitude, an attitude which could only be found among the social science students. The study revealed that there was a tendency for electricity and energy students to have a more instrumental attitude than the social science students.

Syftet med denna D-uppsats är att undersöka hur den nya betoningen på arbetslinjen påverkat rehabiliteringsarbetet för långtidssjukskrivna med psykisk ohälsa samt arbetets målsättning att öka de sjukskrivnas ”anställbarhet”. Utöver detta ämnar vi även se hur gränsdragningen mellan Arbetsförmedlingen och Försäkringskassan gällande individernas anställbarhet formas i praktiken. Vi har valt att genomföra en fallstudie med hjälp av kvalitativa djupintervjuer från det relevanta projektet och problematiserat dessa empiriska resultat med teoretiska perspektiv passande för vårt problemområde. Studien bygger på dominerande teorier inom området anställbarhet och domänkonflikter men har även inslag av teorier ifrån områden såsom strukturfunktionalism. Arbetslinjens betoning i socialförsäkringspolitiken antyder en förändrad mentalitet rörande hanteringen av långtidssjukskrivna, framför allt med psykisk ohälsa. Försäkringskassan och Arbetsförmedlingen arbetar med olika förutsättningar för att nå liknande mål vilket kan resultera i domänkonflikter rörande vad som karaktäriserar en anställbar respektive icke-anställbar individ. I projektet har man genom dialog med projektmedlemmarna konkretiserat de individuella dimensionerna av begreppet anställbarhet genom framväxten av en modell – den s.k. SMAK-modellen. Den nya betoningen på arbetslinjen resulterar i ett hårdare rehabiliteringsklimat för de långtidssjukskrivna i kontakt med Försäkringskassan samt en ansvarsförskjutning rörande deras ohälsa. Projektet i fråga har med hjälp av den framväxande modellen SMAK givit begreppet anställbarhet en praktisk innebörd för deltagarna. Gränsdragningen mellan de två myndigheterna med anställbarhet som vattendelare kan verka problematisk med de två skilda målsättningarna som myndigheterna har och då ingen myndighet formellt har huvudansvaret för en individs rehabilitering, dock har inte vår fallstudie kunnat påvisa att dessa problem varit rådande för det studerade projektet. / The purpose of this thesis is to illuminate the new emphasis on the swedish work model and it’s results in the rehabilitation work preformed in the swedish social security agency with the aim of increasing the patients “employability”. Apart from this we also intend to study the establishing of boundaries between the social security agency and the unemployment agency when it comes to a person working capacity and the practical formation of individual employability. We have chosen to conduct an empirical survey through a qualitative case study. This case study has been made through several interviews with project members. We have then analyzed these results in relation to theoretical perspectives we view relevant for our area of study. The thesis is based on dominating theories in the area of rehabilitation and social roles but also has certain influence from theories deriving from the establishing of boundaries and the conflicts arising between the boundaries. The emphasis of the work model in swedish social security signals a changed mentality in the rehabilitation of the sick-listed, especially those suffering from mental disorders. The social security and unemployment agencies work under different conditions and with different aims which in turn can lead to conflicts in regards to their areas of responsibility. In the studied project the staff has, through dialogue, preformed a concrete approach as to what characterizes the individual dimensions of employability through the emergence of the so-called SMAK-model. The new accentuation on the aforementioned work model has resulted in a harsher climate for the sick-listed as well as a relocation of the responsibility affiliated with their sickness. The studied project has, with the help of the SMAK-model, given the debated term ”employability” a practical significance of individual dimension for the participants of the project. The formation of boundaries between the two agencies can seem problematic in regards to their different aims and fields of expertise and lack of formal responsibility for the rehabilitation of an individual, yet we have not been able to decipher any such problems existing in our studied project.

The purpose of the study was to examine if preferred stereotypical leadership and gender could predict women’s employability to leading positions. The survey, which was selfconstructed containing a scenario module was conducted on co-workers (N=97) in the Vaxjo area. The result showed that the female candidate in the scenario was preferred as leader prior to the male candidate. However, there were no gender differences between the male and female participants’ preferred stereotypical leadership. The findings did not support the hypotheses.

Denna uppsats handlar om anställningsbarheten hos personalvetare, med fokus på informella kompetenser, i Sverige och Sydafrika. Studiens syfte var att utifrån ett arbetsgivarperspektiv undersöka vilka typer av kompetenser som gör personalvetare, vilkas yrke är att arbeta med personal- och arbetslivsfrågor på företags personalavdelningar, anställningsbara samt hur dessa typer av kompetenser värderas. Vidare var syftet att utreda om det råder en skillnad mellan svenska och sydafrikanska arbetsgivare vad gäller synen på ovanstående. Ur detta formulerades sedan fyra frågeställningar för att konkretisera syftet. Dessa syftade till att klargöra vilka typer av kompetenser som gör personalvetare anställningsbara i respektive land, hur kompetenserna värderades samt eventuella skillnader mellan länderna. Med anledning av att uppsatsen berör subjektiva bedömningar av vad som gör personalvetare anställningsbara, och att det empiriska materialet inhämtats från två länder med olika språk och kulturer, användes intervjuer som datainsamlingsmetod. Vidare har Lindelöws kompetensmodell med medföljande kompetensdefinitioner använts för intervjupersonernas värdering av kompetenser. Detta i form av en kompetensvärderingsuppgift vi låtit våra intervjupersoner göra. Empirin bestod således av resultatet från intervjuer - tre i vardera land - av personer vilka ansvarar för, eller är delaktiga i, rekryteringen av personalvetare på respektive företags personalavdelningar inom respektive land. Teorierna, med vars hjälp vi analyserade resultatet av intervjuerna, var Ellströms uppdelning av kompetensbegreppet, Keens uppdelning av kompetensbegreppet och Lindelöws kompetensmodell. Resultatet tyder på att de svenska arbetsgivarna fokuserar mycket på personalvetares värderingar, erfarenheter, motivationella och känslomässiga handlingsförutsättningar samt kunskaper och intellektuella färdigheter. De sydafrikanska arbetsgivarna fokuserar mer på hur personen passar in och kompletterar den befintliga gruppen. Dessutom värderade de erfarenhet, kunskaper samt intellektuella- och sociala färdigheter högt. Värderingen av kompetenserna visar på små skillnader mellan länderna. Skillnader i övrigt som går att utläsa är att de svenska arbetsgivarna värderar intellektuella färdigheter högre än de sydafrikanska och att de sydafrikanska arbetsgivarna efterfrågar ledarskapsförmågor aningen mer än de svenska.  De tydligaste skillnaderna ges i utryck av olika värderingar av enskilda kompetenser, det vill säga olikheter vad gäller intervjupersonernas kompetensrangordning. / This essay is about the employability of persons working with human resources (HR-person) in Sweden and South Africa, with a focus on informal competences. The purpose of the study was to examine what kind of skills that make HR-persons employable from anemployer´s perspective, and how these types of skills are valued. The purpose was furthermore to investigate whether there is a difference in the perception of the abovebetween Swedish and South African employers. Out of this, four questions were formulated in order to substantiate the purpose. The questions were intended to clarifywhat types of competences make HR-persons employable in the respective countries, to clarify how competences were valued and if there were any differences between the two countries. As the study involves subjective assessments of what makes HR-persons employable, and as the empirical material was gathered from two countries with differentlanguages and cultures, only interviews were used as a method for collecting data.Furthermore, the Lindelöw competence model and its enclosed definitions of competences have been used for the valuation of competences, made by the persons interviewed. The empirical data thus consisted of results from interviews - three in each country - with persons responsible for, or involved in, the recruitment of HR-persons in the companies´ human resources departments within each country. The theories used for analyzing our results from the interviews were Ellström´s division of the concept of competence, Keen´s division of the concept of competence and Lindelöw´s model of competences. The results indicate that the Swedish employers focus a lot on the HR-persons values, experiences, motivational and emotional reasons behind the certain actions as well as knowledge and intellectual skills. The South African employers were instead focusing more on how the person fits in and complements the existing group.Furthermore, they highly valued the experience, knowledge and intellectual and social skills. Certain minor differences can however be detected in valuation of specific competence. As a general note, it could also be perceived that the Swedish employers seem to value the intellectual skills higher than the South African, and the South Africanemployers have a slightly bigger demand for leadership abilities than the Swedish. The most obvious differences are the expression of different valuations of specificcompetences, the differences in the interviewees competence ranking. / Rapport 2011016

Abstract In recent years, the government has implemented several policies to lower the unemployment rate. In this insecure environment, the concept of employability has emerged as a key contributor to career success and job search success. Past researches show lack of attention on the relationship between employability and job search success, furthermore, most researches about employability were taking college students as examples. Thus, this research tries to proceed an empirical study of general job seekers and find out the effect of employability on job search success. Besides, it also comprehends the exploration of the mediating effect of the job search self-efficacy. After statistical analyses, the results are summarized as the following. 1. Adaptability has no effect on job search self-efficacy. 2. Adaptability has no effect on job search success. 3. Career identity has positive effect on job search self-efficacy. 4. Career identity has positive effect on job search success. 5. Human capital and social capital have positive effect on job search self-efficacy. 6. Human capital and social capital have positive effect on job search success. 7. Job search self-efficacy has positive effect on job search success.

The main purpose of this study was to examine and describe college students&rsquo / and graduates&rsquo / perceptions of the received and expected levels of employability skills and qualities clustered into the domains of communication, mathematics, quantitative, foreign language, technology, teamworking, learning, problem-solving, adaptability, and personal qualities during college training, and also to assess college educators&rsquo / and employers&rsquo / perceptions regarding the importance level of identified employability skills and qualities for graduates&rsquo / entry, success and productivity in workplaces. In this study, data were gathered through three distinct questionnaires whose frame and content were developed by utilizing a survey with 218 students, 54 graduates, 26 educators and 16 employers. The setting was Cappadocia Vocational College campus and several towns in Nevsehir where workplaces of external partners of the college are located. Descriptive and inferential statistics were utilized to analyze the results of this study. Frequencies were tabulated to determine significant associations and mean scores were calculated to assess the identified variables. Paired and independent samples t-tests were utilized to explore the differences between the perceptions of students, graduates and educators. The responses of employers were tabulated within itself due to low number of participants. The findings of indicated that students and graduates perceived college training to have little or moderate impact on employability skill acquisition / however, besides student population, employers and educators perceived employability skills to be of medium or high importance for graduates&rsquo / effective job performance and productivity of workplaces.

<p>Syftet med denna D-uppsats är att undersöka hur den nya betoningen på arbetslinjen påverkat rehabiliteringsarbetet för långtidssjukskrivna med psykisk ohälsa samt arbetets målsättning att öka de sjukskrivnas ”anställbarhet”. Utöver detta ämnar vi även se hur gränsdragningen mellan Arbetsförmedlingen och Försäkringskassan gällande individernas anställbarhet formas i praktiken. Vi har valt att genomföra en fallstudie med hjälp av kvalitativa djupintervjuer från det relevanta projektet och problematiserat dessa empiriska resultat med teoretiska perspektiv passande för vårt problemområde.</p><p>Studien bygger på dominerande teorier inom området anställbarhet och domänkonflikter men har även inslag av teorier ifrån områden såsom strukturfunktionalism. Arbetslinjens betoning i socialförsäkringspolitiken antyder en förändrad mentalitet rörande hanteringen av långtidssjukskrivna, framför allt med psykisk ohälsa. Försäkringskassan och Arbetsförmedlingen arbetar med olika förutsättningar för att nå liknande mål vilket kan resultera i domänkonflikter rörande vad som karaktäriserar en anställbar respektive icke-anställbar individ. I projektet har man genom dialog med projektmedlemmarna konkretiserat de individuella dimensionerna av begreppet anställbarhet genom framväxten av en modell – den s.k. SMAK-modellen.</p><p>Den nya betoningen på arbetslinjen resulterar i ett hårdare rehabiliteringsklimat för de långtidssjukskrivna i kontakt med Försäkringskassan samt en ansvarsförskjutning rörande deras ohälsa. Projektet i fråga har med hjälp av den framväxande modellen SMAK givit begreppet anställbarhet en praktisk innebörd för deltagarna. Gränsdragningen mellan de två myndigheterna med anställbarhet som vattendelare kan verka problematisk med de två skilda målsättningarna som myndigheterna har och då ingen myndighet formellt har huvudansvaret för en individs rehabilitering, dock har inte vår fallstudie kunnat påvisa att dessa problem varit rådande för det studerade projektet.</p> / <p>The purpose of this thesis is to illuminate the new emphasis on the swedish work model and it’s results in the rehabilitation work preformed in the swedish social security agency with the aim of increasing the patients “employability”. Apart from this we also intend to study the establishing of boundaries between the social security agency and the unemployment agency when it comes to a person working capacity and the practical formation of individual employability.</p><p>We have chosen to conduct an empirical survey through a qualitative case study. This case study has been made through several interviews with project members. We have then analyzed these results in relation to theoretical perspectives we view relevant for our area of study.</p><p>The thesis is based on dominating theories in the area of rehabilitation and social roles but also has certain influence from theories deriving from the establishing of boundaries and the conflicts arising between the boundaries.</p><p>The emphasis of the work model in swedish social security signals a changed mentality in the rehabilitation of the sick-listed, especially those suffering from mental disorders. The social security and unemployment agencies work under different conditions and with different aims which in turn can lead to conflicts in regards to their areas of responsibility. In the studied project the staff has, through dialogue, preformed a concrete approach as to what characterizes the individual dimensions of employability through the emergence of the so-called SMAK-model.</p><p>The new accentuation on the aforementioned work model has resulted in a harsher climate for the sick-listed as well as a relocation of the responsibility affiliated with their sickness. The studied project has, with the help of the SMAK-model, given the debated term ”employability” a practical significance of individual dimension for the participants of the project. The formation of boundaries between the two agencies can seem problematic in regards to their different aims and fields of expertise and lack of formal responsibility for the rehabilitation of an individual, yet we have not been able to decipher any such problems existing in our studied project.</p>