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Recent studies have shown that social workers and other professional helpers who work with traumatized individuals run a risk of developing compassion fatigue or secondary traumatic stress. Some researchers have hypothesized that helpers do this as a result of feeling too much empathy or too much compassion for their clients, thereby implying that empathy and compassion may be bad for the professional social worker. This paper investigates these hypotheses. Based on a review of current research about empathy and compassion it is argued that these states are not the causes of compassion fatigue. Hence, it is argued that empathy and compassion are not bad for the professional social worker in the sense that too much of one or the other will lead to compassion fatigue.

This paper utilizes a Swedish alcohol policy experiment conducted in the late 1960s to identify the impact of prenatal alcohol exposure on educational attainments and labor market outcomes. The experiment started in November 1967 and was prematurely discontinued in July 1968 due to a sharp increase in alcohol consumption in the experimental regions, particularly among youths. Using a difference-in-difference-indifferences estimation strategy we find that around the age of 30 the cohort in utero during the experiment has substantially reduced educational attainments, lower earnings and higher welfare dependency rates compared to the surrounding cohorts. The results indicate that investments in early-life health have far-reaching effects on economic outcomes in later life.

This dissertation is about leader development. It focuses on similarities and differences between contents in different in-house leader development programs, and on how these programs are organized. The purpose is to contribute knowledge about leader development in Swedish working life, by describing and analyzing different organizations' ways of doing leader development from a context-actor perspective. Very little research has been undertaken about leader development from a comparative perspective, although leader development is a question of current interest, and can be viewed as a fashion now in the beginning of the 21st century. The context-actor perspective that I use as theoretical point of departure is influenced partly by Bhaskar's transformational model of social activity, partly by institutional theory and the notion of isomorphic processes, containing powers in the context of the organization in combination with local actors. An educational culture is seen as a single organization's specific way to manage leader development. The dissertation is chiefly based on a case study of six organizations' leader development. I have interviewed 13 persons that had the responsibility for creating, carrying out and developing leader development efforts in these organizations. I also studied different documents from these organizations, and observed when actors from one of the organizations met their colleagues from similar organizations for discussions concerning leader development. The analysis of the data has had a distinct feature of abduction, and I used eight constructed aspects and 131 variables when comparing the organizations. My results suggest that the organizations' educational cultures had both overarching similarities and considerable differences. The deeper I probed into the ways in which the organizations did leader development, the more specific details I found. Most of the dissimilarities that appeared in the comparison turned out to be exclusive to specific organizations rather then to groups of organizations. The organizational level appeared as the most important context for shaping the specific characteristic of the different leader development programs. Likewise, the branch level and national level seem to play a central role, but the sector level turned out to be the context with the least importance for the organizations' ways of doing leader development. For the national level it is possible to argue that the similarities the organizations showed may constitute an example of the spirit of the times and everyday talk about leader development that can be found in Swedishworking life. The actors turned out to be part of the organizations' human resources, and they were not seldom human resource managers and women. It was above all these actors that had the responsibility for and organized the leader development. The interplay between the actors and the context can be described in terms of the actors as creators of culture and bearers of culture respectively. There is consequently a potential for both transformation and reproduction as a result of the interplay between the powers that contexts and actors constitute. From the actors' statements it is obvious that they saw themselves as active actors. Overall, the research indicates that it is reasonable to describe an organization's educational culture as a result of how the actors have interacted with different contexts. The existence of certain leader development ideals in Swedish working life is not necessarily a determining factor for how a single actor chooses to work with the leader development in a certain organization, though it depends on the latter.

This paper provides a simple, yet robust framework to evaluate the time profile of benefits paid during an unemployment spell. We derive sufficient-statistics formulae capturing the marginal insurance value and incentive costs of unemployment benefits paid at different times during a spell. Our approach allows us to revisit separate arguments for inclining or declining profiles put forward in the theoretical literature and to identify welfare-improving changes in the benefit profile that account for all relevant arguments jointly. For the empirical implementation, we use administrative data on unemployment, linked to data on consumption, income, and wealth in Sweden. First, we exploit duration-dependent kinks in the replacement rate and find that, if anything, the moral hazard cost of benefits is larger when paid earlier in the spell. Second, we find that the drop in consumption affecting the insurance value of benefits is large from the start of the spell, but further increases throughout the spell. In trading off insurance and incentives, our analysis suggests that the flat benefit profile in Sweden has been too generous overall. However, both from the insurance and the incentives side, we find no evidence to support the introduction of a declining tilt in the profile. (JEL D82, E21, E24, J64, J65)