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The article analyses Scandinavian activation policies through the study of Swedish and Danish labour market policies since the early 1990s. Active labour market policies have been an important component in the social investment policies of the Scandinavian countries, defined as 'an active corner' in Europe. In this study of the trajectories of Swedish and Danish labour market policies during the last two decades, I examined official documents and analysed OECD data on public expenditures on labour market programmes. The analysis shows that institutional change of activation policies has increasingly developed towards an incentive‐strengthening, work‐first approach. The policy development, specifically in the case of Sweden, is here conceptualised as demands on 'standby‐ability', a specific policy configuration of stricter work incentives, contractualisation of citizenships rights, less generous unemployment benefits and less costly forms of activation.

Current discussions on the importance of retirement are largely built on statistical analyses of longitudinal data showing that well-being seldom changes from before to after entering retirement, but is rather mainly dependent on the individual's social resource position. In contrast, qualitatively oriented researchers underline that the retirement process is a complex life transition that needs to be further illuminated. To do this, however, we need to advance new theoretical and methodological perspectives. In this article, an existential sociology approach is outlined, emphasizing the multifaceted spectra of lived experiences and meaning-making in the retirement process. The phenomenological approaches of existential sociology allow us to consider how the exit from working life is created in the processes of motion rather than as expressions of static positions. A merit of this approach is that retirement as an empirical case may say something general about being in transition as a basic social condition. In the article, we discuss how a socio-biographical methodology, based on longitudinal qualitative interviews, helps us capture how existential meaning is formed and reformed in the ambiguous situations which arise in similar life-course transitions. Theoretically, we especially draw on concepts from the existential anthropologist Jackson and the phenomenological tradition of existential philosophers such as Arendt and Heidegger.

The article addresses physicians who work as group supervisors or mentors in a training program after having formally retired. The driving forces to continue to work are analyzed in terms of the development of existential meaning of work at a particular stage of the life cycle. We argue that a deeper understanding of the existential driving forces, that both cause physicians to accept post-retirement mentoring tasks and that is awakened and developed in this specific work, would contribute to a deeper understanding of why individuals continue working into old age. However, in political discussions of an extended working life, similar aspects tend to be disregarded. Understanding the existential driving forces that cause an individual to continue working after retirement may be crucial to comprehending how we can take advantage of the resources of the older workforce and, thus, realize human potential at a later stage of the life cycle.

The article addresses physicians who work as group supervisors or mentors in a training program after having formally retired. The driving forces to continue to work are analyzed in terms of the development of existential meaning of work at a particular stage of the life cycle. We argue that a deeper understanding of the existential driving forces, that both cause physicians to accept post-retirement mentoring tasks and that is awakened and developed in this specific work, would contribute to a deeper understanding of why individuals continue working into old age. However, in political discussions of an extended working life, similar aspects tend to be disregarded. Understanding the existential driving forces that cause an individual to continue working after retirement may be crucial to comprehending how we can take advantage of the resources of the older workforce and, thus, realize human potential at a later stage of the life cycle.

The article addresses physicians who work as group supervisors or mentors in a training program after having formally retired. The driving forces to continue to work are analyzed in terms of the development of existential meaning of work at a particular stage of the life cycle. We argue that a deeper understanding of the existential driving forces, that both cause physicians to accept post-retirement mentoring tasks and that is awakened and developed in this specific work, would contribute to a deeper understanding of why individuals continue working into old age. However, in political discussions of an extended working life, similar aspects tend to be disregarded. Understanding the existential driving forces that cause an individual to continue working after retirement may be crucial to comprehending how we can take advantage of the resources of the older workforce and, thus, realize human potential at a later stage of the life cycle.

The objective of this article is to analyse the ideological influences, main reforms and social inequality outcomes of "the new work strategy", i.e. the former Swedish centre-right Alliance government's work-first approach. By studying government bills and reports, official statistics, and research on welfare and labour market policies, discourses, policy measures and their outcomes have been analysed. The main conclusion is that Sweden, the former prototypical "social democratic" welfare state, has adopted a new institutional framework for social protection that we call a "work-first, consolidation state". The reforms aimed at shrinking the welfare state were implemented by strengthening activation principles in social protection systems as well as a politics of lowering taxes, which has institutionalized a new social cleavage in Swedish society and resulted in a massive redistribution from the public sector to the private sector. We also discuss how the transformation of labour income taxes and social protection systems was legitimized by the Alliance's discourse on "outsiderhood", and one ideological influence is located in American discourses of the underclass.

The objective of this article is to analyse the ideological influences, main reforms and social inequality outcomes of "the new work strategy", i.e. the former Swedish centre-right Alliance government's work-first approach. By studying government bills and reports, official statistics, and research on welfare and labour market policies, discourses, policy measures and their outcomes have been analysed. The main conclusion is that Sweden, the former prototypical "social democratic" welfare state, has adopted a new institutional framework for social protection that we call a "work-first, consolidation state". The reforms aimed at shrinking the welfare state were implemented by strengthening activation principles in social protection systems as well as a politics of lowering taxes, which has institutionalized a new social cleavage in Swedish society and resulted in a massive redistribution from the public sector to the private sector. We also discuss how the transformation of labour income taxes and social protection systems was legitimized by the Alliance's discourse on "outsiderhood", and one ideological influence is located in American discourses of the underclass. ; Sociologisk Forsknings digitala arkiv

It is said that people today are less interested in collective solutions such as union representation, mainly as a result of the processes of individualization that dilute collectivist orientations. On the basis of survey data carried out in Sweden in 1997 and 2006, the article studies attitudes towards two ways of negotiating with the employer — through the union or individually. The results show a minor decrease concerning the union option, while the willingness to negotiate individually has somewhat increased. However, the perceived need for the union was still high in 2006 — six out of 10 employees agreed with the statement. Another main conclusion is that employees' attitudes are clearly class-based, even though the class differences were somewhat smaller in 2006. Finally, young people are often seen as forerunners in adopting individualistic orientations. However, the results do not confirm that a collectivist attitude has been replaced by an individualistic leaning among younger employees.

AbstractThe article analyses a new culture of responsibilisation implicated in a recent management reform in the Swedish Public Employment Service. Based on an interview study and organisational documents, it is shown that the reform entails a new form of responsibilisation of jobseekers as well as caseworkers. As jobseekers are expected to 'carry their own case' through the administrative job‐search process, they are obliged to manage tasks that used to be in the caseworker's area of responsibility. Furthermore, caseworkers are expected to regulate themselves in new ways and change their mind‐set according to new organisational values and behavioural norms, requiring a restraining of their availability to clients. It is argued that the employment agency is increasingly turned into the agency of the active and responsible jobseeker, which entails one further shift towards individual responsibility in Swedish labour market policy and one further step towards the breakup of a personal caseworker–jobseeker relationship.