Karen Albertsen, Per H. Jensen, U. Gensby, Flemming Pedersen
Senior policies have been introduced by many Danish companies with the intention of retaining senior employees, but implementation can be challenging and may create tension at the workplace.This study aims to explore how social capital at the workplace may support or counteract the development and implementation of senior policies. A qualitative case study approach was used to collect and analyze interview data from managers, union- and H&S representatives, and senior employees at eightheen workplaces.The analysis reveals that successful development and implementation of a senior policy rely on legitimacy, transparency, and involvement of relevant parties in the process, as well as a good fit between the policy and the companies’ structure for collaboration. Workplace social capital is discussed as a supporting factor for senior employee retention, and a reciprocal positive relationship between implementing senior policies and procedures and the social capital of the workplace is suggested.
{"title":"Workplace Social Capital in the Development and Implementation of a Senior Policy","authors":"Karen Albertsen, Per H. Jensen, U. Gensby, Flemming Pedersen","doi":"10.18291/njwls.142893","DOIUrl":"https://doi.org/10.18291/njwls.142893","url":null,"abstract":"Senior policies have been introduced by many Danish companies with the intention of retaining senior employees, but implementation can be challenging and may create tension at the workplace.This study aims to explore how social capital at the workplace may support or counteract the development and implementation of senior policies. A qualitative case study approach was used to collect and analyze interview data from managers, union- and H&S representatives, and senior employees at eightheen workplaces.The analysis reveals that successful development and implementation of a senior policy rely on legitimacy, transparency, and involvement of relevant parties in the process, as well as a good fit between the policy and the companies’ structure for collaboration. Workplace social capital is discussed as a supporting factor for senior employee retention, and a reciprocal positive relationship between implementing senior policies and procedures and the social capital of the workplace is suggested.","PeriodicalId":45048,"journal":{"name":"Nordic Journal of Working Life Studies","volume":"23 7","pages":""},"PeriodicalIF":1.0,"publicationDate":"2024-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139388878","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Sofia Malmrud, Helena Falkenberg, P. Lindfors, Johnny Hellgren, Magnus Sverke
This study explored pay-setting managers’ experiences regarding the individualized pay-setting process. Seven semi-structured group-interviews with pay-setting managers (N = 28) from four private companies in Sweden were conducted. A thematic analysis identified three main themes: 1) Prerequisites for pay-setting, which included conditions for pay-setting work and experiences of these conditions; 2) Assessment and feedback, which included experiences of employee performance assessment and feedback provision; 3) Rewards, which covered experiences of different pay incentives and the relationship between performance and pay. The pay-setting process was considered to include many obstacles as well as a few opportunities. Without proper pre-requisites to assess employee performance, the possibilities to adequately reward performance were experienced as limited, which, in turn, hampered possibilities to justify both the assessment and pay raise. Taken together, this study underscores the conflict between intentions relating to how to carry out a pay-setting process and managers’ difficulties to actually accomplish this.
{"title":"Opportunities and Obstacles in Individualized Pay-setting From a Manager Perspective","authors":"Sofia Malmrud, Helena Falkenberg, P. Lindfors, Johnny Hellgren, Magnus Sverke","doi":"10.18291/njwls.142492","DOIUrl":"https://doi.org/10.18291/njwls.142492","url":null,"abstract":"This study explored pay-setting managers’ experiences regarding the individualized pay-setting process. Seven semi-structured group-interviews with pay-setting managers (N = 28) from four private companies in Sweden were conducted. A thematic analysis identified three main themes: 1) Prerequisites for pay-setting, which included conditions for pay-setting work and experiences of these conditions; 2) Assessment and feedback, which included experiences of employee performance assessment and feedback provision; 3) Rewards, which covered experiences of different pay incentives and the relationship between performance and pay. The pay-setting process was considered to include many obstacles as well as a few opportunities. Without proper pre-requisites to assess employee performance, the possibilities to adequately reward performance were experienced as limited, which, in turn, hampered possibilities to justify both the assessment and pay raise. Taken together, this study underscores the conflict between intentions relating to how to carry out a pay-setting process and managers’ difficulties to actually accomplish this.","PeriodicalId":45048,"journal":{"name":"Nordic Journal of Working Life Studies","volume":"34 2","pages":""},"PeriodicalIF":1.0,"publicationDate":"2023-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138967853","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Changing demographics and a rising number of immigrants entering the labor market have posed new challenges to managers in work organizations.Within this context, Norway has been noted to have a highly regulated work sector that is considered beneficial for minorities and marginalized groups. Through a case study of three nursing homes in Norway, this paper analyzes how managers engage with diversity-related regulations when addressing their everyday challenges, and how their enacted practices affect the inclusion of immigrants in the workplace. The study applies a practice-theoretical approach and contributes to diversity management research by identifying how managers’ differing enactments of inclusion-related practices are connected to competing institutional logics. The analysis shows how the co-existence of multiple institutional logics in this context represents an arena for political struggle.
{"title":"Managing Diversity and Inclusion in Nursing Homes: Practices and Regulations","authors":"Tone Lindheim","doi":"10.18291/njwls.142123","DOIUrl":"https://doi.org/10.18291/njwls.142123","url":null,"abstract":"Changing demographics and a rising number of immigrants entering the labor market have posed new challenges to managers in work organizations.Within this context, Norway has been noted to have a highly regulated work sector that is considered beneficial for minorities and marginalized groups. Through a case study of three nursing homes in Norway, this paper analyzes how managers engage with diversity-related regulations when addressing their everyday challenges, and how their enacted practices affect the inclusion of immigrants in the workplace. The study applies a practice-theoretical approach and contributes to diversity management research by identifying how managers’ differing enactments of inclusion-related practices are connected to competing institutional logics. The analysis shows how the co-existence of multiple institutional logics in this context represents an arena for political struggle.","PeriodicalId":45048,"journal":{"name":"Nordic Journal of Working Life Studies","volume":"97 8","pages":""},"PeriodicalIF":1.0,"publicationDate":"2023-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138623084","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In this article, work in Swedish pharmacies is examined.With the Nordic concept of co-workership as a frame, the aim is to examine how employees in pharmacies view and handle their work situations and the reasons behind them. Data were mainly collected with 20 qualitative semi-structured interviews in five different pharmacies. The data were organized and analyzed by using the content analysis process. In the studied pharmacies, it can be summarized as work was carengried out in a self-propelled way. Employees take an overall responsibility for the workplace, have ambition to help others and to be a part of a good team, while most of the work is carried out individually and independently.
{"title":"Self-propelled Employees – Co-workership in Swedish Community Pharmacies","authors":"Kenneth Hagsten, Andrea Eriksson, Kristina Palm","doi":"10.18291/njwls.142122","DOIUrl":"https://doi.org/10.18291/njwls.142122","url":null,"abstract":"In this article, work in Swedish pharmacies is examined.With the Nordic concept of co-workership as a frame, the aim is to examine how employees in pharmacies view and handle their work situations and the reasons behind them. Data were mainly collected with 20 qualitative semi-structured interviews in five different pharmacies. The data were organized and analyzed by using the content analysis process. In the studied pharmacies, it can be summarized as work was carengried out in a self-propelled way. Employees take an overall responsibility for the workplace, have ambition to help others and to be a part of a good team, while most of the work is carried out individually and independently.","PeriodicalId":45048,"journal":{"name":"Nordic Journal of Working Life Studies","volume":"113 31","pages":""},"PeriodicalIF":1.0,"publicationDate":"2023-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138609258","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Introduction to NJWLS 2023-4","authors":"Anders Buch","doi":"10.18291/njwls.142125","DOIUrl":"https://doi.org/10.18291/njwls.142125","url":null,"abstract":"This final 2023 issue of Nordic Journal of Working Life Studies comprises five research articles from researchers in Denmark, Norway, and Sweden.","PeriodicalId":45048,"journal":{"name":"Nordic Journal of Working Life Studies","volume":" 7","pages":""},"PeriodicalIF":1.0,"publicationDate":"2023-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138610031","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Tone Elisabeth Berg, Hege Eggen Børve, Fredrik Mørk Røkenes
The overall aim of this scoping review is to present empirical studies regarding how the Nordic model has been investigated in relation to management in international companies. The subse quent objective is to discuss the model’s robustness regarding internationalization. The question raised is how the Nordic model, in relation to management, is configured in empirical studies undertaken in international corporations. Using systematic literature searches to examine peer- reviewed articles published between 2000 and 2022, 15 out of 972 studies were eligible for a full review. Primarily, one facet of the model was investigated: workplace democracy. Foreign-owned companies operating in Nordic countries partly adopted the model, whereas the model was implemented to some extent in Nordic-owned companies abroad. Management’s support and employee involvement were considered important. This review indicates that there is pressure on the model, although it has extended beyond the Nordic border and appears to be adaptable to global working life.
{"title":"The Nordic Model and Management in International Corporations:A Scoping Review","authors":"Tone Elisabeth Berg, Hege Eggen Børve, Fredrik Mørk Røkenes","doi":"10.18291/njwls.141901","DOIUrl":"https://doi.org/10.18291/njwls.141901","url":null,"abstract":"The overall aim of this scoping review is to present empirical studies regarding how the Nordic model has been investigated in relation to management in international companies. The subse quent objective is to discuss the model’s robustness regarding internationalization. The question raised is how the Nordic model, in relation to management, is configured in empirical studies undertaken in international corporations. Using systematic literature searches to examine peer- reviewed articles published between 2000 and 2022, 15 out of 972 studies were eligible for a full review. Primarily, one facet of the model was investigated: workplace democracy. Foreign-owned companies operating in Nordic countries partly adopted the model, whereas the model was implemented to some extent in Nordic-owned companies abroad. Management’s support and employee involvement were considered important. This review indicates that there is pressure on the model, although it has extended beyond the Nordic border and appears to be adaptable to global working life.","PeriodicalId":45048,"journal":{"name":"Nordic Journal of Working Life Studies","volume":"228 1","pages":""},"PeriodicalIF":1.0,"publicationDate":"2023-11-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139262321","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study scrutinizes Swedish news organizations’ strategies to navigate the psychosocial impli- cations of online harassment toward journalists, drawing from interviews with 14 media managers across local and national media outlets. Employing institutional theory, the findings highlight managerial prioritization of physical safety, while concurrently undervaluing the mental strain induced by subtle online harassment, viewed as an occupational hazard intrinsic to the profession. Consequently, their comprehension of work environment responsibilities is shaped through their cognitive assimilation, influenced by their sociocultural environment and industry affiliation, which precludes them from recognizing online harassment as an organizational challenge. This, in turn, hinders a systematic and reflexive approach toward managing the multifaceted manifestations of online harassment. The significance of the study transcends merely identifying barriers, offering insights into the underlying institutional structures and practices that perpetuate them. These insights are pivotal for devising strategies that mitigate the detrimental impacts of online harass- ment in journalism.
{"title":"Addressing Online Harassment in Swedish Journalism: An Institutional Perspective on Management","authors":"Oscar Björkenfeldt","doi":"10.18291/njwls.141842","DOIUrl":"https://doi.org/10.18291/njwls.141842","url":null,"abstract":"This study scrutinizes Swedish news organizations’ strategies to navigate the psychosocial impli- cations of online harassment toward journalists, drawing from interviews with 14 media managers across local and national media outlets. Employing institutional theory, the findings highlight managerial prioritization of physical safety, while concurrently undervaluing the mental strain induced by subtle online harassment, viewed as an occupational hazard intrinsic to the profession. Consequently, their comprehension of work environment responsibilities is shaped through their cognitive assimilation, influenced by their sociocultural environment and industry affiliation, which precludes them from recognizing online harassment as an organizational challenge. This, in turn, hinders a systematic and reflexive approach toward managing the multifaceted manifestations of online harassment. The significance of the study transcends merely identifying barriers, offering insights into the underlying institutional structures and practices that perpetuate them. These insights are pivotal for devising strategies that mitigate the detrimental impacts of online harass- ment in journalism.","PeriodicalId":45048,"journal":{"name":"Nordic Journal of Working Life Studies","volume":"96 7","pages":""},"PeriodicalIF":1.0,"publicationDate":"2023-11-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139273119","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This fall issue of Nordic Journal of Working Life Studies brings four research articles from Sweden and Denmark.
今年秋季的《北欧工作生活研究杂志》带来了来自瑞典和丹麦的四篇研究文章。
{"title":"Introduction to NJWLS 2023-3","authors":"Anders Buch","doi":"10.18291/njwls.141083","DOIUrl":"https://doi.org/10.18291/njwls.141083","url":null,"abstract":"This fall issue of Nordic Journal of Working Life Studies brings four research articles from Sweden and Denmark.","PeriodicalId":45048,"journal":{"name":"Nordic Journal of Working Life Studies","volume":"23 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136278113","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
P. E. Solem, Linda Hauge, T. Hellevik, K. Herlofson
With working life being in the middle of both a demographic and a digital transition, a key question is whether digitalization may counteract the policy goal of delaying work exit. Here, we use survey data from the Norwegian Senior Policy Barometer to investigate the association between how digital tools are experienced and the preference for timing of work exit. We find that, even after controlling for various potential confounders, experiencing digital difficulties at the workplace is correlated with preferring to leave work early. A relevant follow-up question is then which factors increase the likelihood among older workers of experiencing such difficulties. The analyses show that workplace conditions are more important than individual characteristics, suggesting that efforts taken to reduce experiences of digital difficulties at the workplace could be effective in preventing early exits.
{"title":"Older Workers and Work Exit Preferences in a Digitalized Working Life","authors":"P. E. Solem, Linda Hauge, T. Hellevik, K. Herlofson","doi":"10.18291/njwls.140206","DOIUrl":"https://doi.org/10.18291/njwls.140206","url":null,"abstract":"With working life being in the middle of both a demographic and a digital transition, a key question is whether digitalization may counteract the policy goal of delaying work exit. Here, we use survey data from the Norwegian Senior Policy Barometer to investigate the association between how digital tools are experienced and the preference for timing of work exit. We find that, even after controlling for various potential confounders, experiencing digital difficulties at the workplace is correlated with preferring to leave work early. A relevant follow-up question is then which factors increase the likelihood among older workers of experiencing such difficulties. The analyses show that workplace conditions are more important than individual characteristics, suggesting that efforts taken to reduce experiences of digital difficulties at the workplace could be effective in preventing early exits.","PeriodicalId":45048,"journal":{"name":"Nordic Journal of Working Life Studies","volume":" ","pages":""},"PeriodicalIF":1.0,"publicationDate":"2023-08-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41992993","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
A crisis refers to some sort of disruption of established practices, routines, or procedures occurring whenever a risk has been realized (Battistelli & Galantino 2019; Beck 1986, 2006). For social actors exposed to crisis in the labor market, this means that they will have to navigate some sort of uncertainty, trying to respond to the consequences unfolding in their surroundings as well as in their own activities (Aven & Renn 2009, p. 1). As they navigate a crisis, they will have to assess further vulnerabilities and damages for their own businesses and the variety of societal values that they adhere to, seeking out opportunities to manage both risks and prospects (Bundy et al. 2017). Doing so nevertheless is difficult and leaves social actors with a variety of tensions that they must address. Historically, researchers have linked the Nordic labor markets with strong social partners (employers’ associations, trade unions, and the state), able and willing to tackle such tensions. Due to high coverage by collective agreements and supportive welfare state arrangements, they have been able both to contribute to institutional stability and support adaption and changes (Alsos & Dølvik 2021; Andersen et al. 2014; Campbell et al. 2006; Kjellberg 2023). In the wake of, for instance, the recent COVID-19 crisis and the ongoing digital transformation of work, research as well as policy and public debates have nevertheless indicated that we may face new types of critical challenges in today’s society. It is important to point out that these challenges display a great variation. For instance, current crises often seem to be global in scale – for example, climate change, digitalization, and the coronavirus pandemic – making it difficult for national-level actors to handle the consequences on their own (Beck 2006). Also, some of the crises seem to have the character of a chock occurring at a specific point in time (e.g., a financial crisis, the pandemic), whereas others have been here for years and will last far into the future (e.g., climate change), although they might change gears on the way and interact with other types of crises (Björck 2016; Enggaard et al. 2023). In addition, the nature of these challenges has to do with the strategic choices of the social partners, and whether they, as actors in the labor market, perceive the crisis as controllable, and perhaps something that could be exploited to strengthen their position in the Nordic society or not (Boin & ‘t Hart 2022; Boin et al. 2008). These are all different conditions that play a role for Nordic social partners’ ability and willingness to act. We may ask ourselves in what way today’s crises and linked developments affect the Nordic labor markets and the Nordic social dialogue. Are the institutional foundations for adaption to various crises still able to provide means and measures to address future challenges in the Nordic countries? In this special issue, we address these questions, contribut
危机是指每当风险实现时，对既定实践、惯例或程序的某种破坏(Battistelli & Galantino 2019;Beck 1986, 2006)。对于面临劳动力市场危机的社会行为者来说，这意味着他们将不得不应对某种不确定性，试图应对环境和自身活动中出现的后果(aven&renn 2009，第1页)。当他们应对危机时，他们将不得不评估自己企业的进一步脆弱性和损害，以及他们所坚持的各种社会价值观。寻找机会管理风险和前景(邦迪等人，2017)。然而，这样做是困难的，并使社会行动者面临各种必须解决的紧张局势。从历史上看，研究人员将北欧劳动力市场与强大的社会伙伴(雇主协会、工会和国家)联系起来，这些社会伙伴能够并愿意解决这种紧张关系。由于集体协议和支持性福利国家安排的高度覆盖，它们既能促进制度稳定，又能支持适应和变化(Alsos & Dølvik 2021;Andersen et al. 2014;Campbell et al. 2006;Kjellberg 2023)。例如，在最近的2019冠状病毒病危机和正在进行的工作数字化转型之后，研究以及政策和公共辩论表明，我们在当今社会可能面临新的严峻挑战。重要的是要指出，这些挑战表现出很大的差异。例如，当前的危机似乎往往是全球性的——例如，气候变化、数字化和冠状病毒大流行——这使得国家层面的行为者难以独自应对后果(Beck 2006)。此外，一些危机似乎具有在特定时间点发生阻塞的特征(例如，金融危机、大流行病)，而另一些危机已经存在多年，并将持续到未来很长一段时间(例如，气候变化)，尽管它们可能会在此过程中改变方向，并与其他类型的危机相互作用(Björck 2016;Enggaard et al. 2023)。此外，这些挑战的性质与社会合作伙伴的战略选择有关，以及他们作为劳动力市场的参与者，是否认为危机是可控的，也许可以利用它来加强他们在北欧社会中的地位(Boin & ' t Hart 2022;Boin et al. 2008)。这些都是影响北欧社会伙伴行动能力和意愿的不同条件。我们可能会问自己，今天的危机和相关的发展以何种方式影响北欧劳动力市场和北欧社会对话。适应各种危机的体制基础是否仍然能够提供手段和措施来应对北欧国家未来的挑战?在本期特刊中，我们将探讨这些问题，通过探索不同类型的危机和反应的意义和影响，为研究不确定时期北欧工作生活的未来做出贡献。冠状病毒大流行在本期特刊中构成了一个突出的危机主题，但这些文章也讨论了由于数字化和平台工作的出现而经常被视为劳动力市场危机的问题。这些文章展示了理论假设和经验材料的巨大多样性。这些文本借鉴了不同类型的历史、比较、定量或定性数据，揭示了我们处理或概念化危机的方式并非不言自明。这些文章对背景差异很敏感，北欧劳动力市场中涉及的行动者和组织面临着各种不同的风险，对他们遇到的危机有不同的看法。因此，这些文章的作者也认识到，参与管理北欧劳动力市场不同危机的大多数参与者在为不同目标而努力时愿意承担的风险程度不同(Battistelli & Galantino 2019)。
{"title":"Nordic Working Life and Social Dialogue in Times of Crisis","authors":"B. Rolandsson, Anna Ilsøe","doi":"10.18291/njwls.138996","DOIUrl":"https://doi.org/10.18291/njwls.138996","url":null,"abstract":"A crisis refers to some sort of disruption of established practices, routines, or procedures occurring whenever a risk has been realized (Battistelli & Galantino 2019; Beck 1986, 2006). For social actors exposed to crisis in the labor market, this means that they will have to navigate some sort of uncertainty, trying to respond to the consequences unfolding in their surroundings as well as in their own activities (Aven & Renn 2009, p. 1). As they navigate a crisis, they will have to assess further vulnerabilities and damages for their own businesses and the variety of societal values that they adhere to, seeking out opportunities to manage both risks and prospects (Bundy et al. 2017). Doing so nevertheless is difficult and leaves social actors with a variety of tensions that they must address. \u0000Historically, researchers have linked the Nordic labor markets with strong social partners (employers’ associations, trade unions, and the state), able and willing to tackle such tensions. Due to high coverage by collective agreements and supportive welfare state arrangements, they have been able both to contribute to institutional stability and support adaption and changes (Alsos & Dølvik 2021; Andersen et al. 2014; Campbell et al. 2006; Kjellberg 2023). In the wake of, for instance, the recent COVID-19 crisis and the ongoing digital transformation of work, research as well as policy and public debates have nevertheless indicated that we may face new types of critical challenges in today’s society. \u0000It is important to point out that these challenges display a great variation. For instance, current crises often seem to be global in scale – for example, climate change, digitalization, and the coronavirus pandemic – making it difficult for national-level actors to handle the consequences on their own (Beck 2006). Also, some of the crises seem to have the character of a chock occurring at a specific point in time (e.g., a financial crisis, the pandemic), whereas others have been here for years and will last far into the future (e.g., climate change), although they might change gears on the way and interact with other types of crises (Björck 2016; Enggaard et al. 2023). In addition, the nature of these challenges has to do with the strategic choices of the social partners, and whether they, as actors in the labor market, perceive the crisis as controllable, and perhaps something that could be exploited to strengthen their position in the Nordic society or not (Boin & ‘t Hart 2022; Boin et al. 2008). These are all different conditions that play a role for Nordic social partners’ ability and willingness to act. We may ask ourselves in what way today’s crises and linked developments affect the Nordic labor markets and the Nordic social dialogue. Are the institutional foundations for adaption to various crises still able to provide means and measures to address future challenges in the Nordic countries? \u0000In this special issue, we address these questions, contribut","PeriodicalId":45048,"journal":{"name":"Nordic Journal of Working Life Studies","volume":" ","pages":""},"PeriodicalIF":1.0,"publicationDate":"2023-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48919456","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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