Masteruppsatser (Department of Sociology and Work Science / Institutionen för sociologi och arbetsvetenskap)

Permanent URI for this collectionhttps://gupea-staging.ub.gu.se/handle/2077/29680

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From External Demands to Educational Content - A Study on How Digitalization Influences HRM Curricula
(2025-09-19) Boström, Caroline; Emanuel, Tove; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: Digitalization is transforming the labor market, leading to new skill requirements within the field of HR. The latest Cranet study shows that Sweden lags in applying digital solutions and AI in HR practices. Human resources management (HRM) education programs rarely include courses focusing on digitalization or collaboration between people and technology. According to experts, this may be one of several reasons Sweden falls behind. Thus, this study explores how Swedish Human Resource Management (HRM) education programs address the emerging competence demands driven by digitalization. Specifically, the focus is on how education coordinators define the mission of academic HRM education in light of the increased demand for digital competence among HR professionals, and what consequences this has for HRM curricula. Theory: Curriculum Theory and Institutional Theory are used in a complementary manner to analyze how the content of HRM education is shaped by both structural conditions and institutional logics. Method: Ten semi-structured interviews were conducted with education coordinators at six Swedish universities. Result: The findings indicate that while digitalization is widely recognized as a significant transformation in the labor market, its integration into HRM education remains limited and inconsistent. The changing skill requirements of HR professionals are being recognized, but the concept of digital competence is seldom explicitly addressed in curricula or internal discussions at universities. Institutional autonomy, limited resources, and variations in individual educators’ interests contribute to the fragmentation of efforts to adapt educational content. Academic ideals emphasize critical thinking, analytical ability, and generic knowledge over the development of skills related to technical advancement. Consequently, digitalization is treated as a peripheral or cross-cutting theme rather than a central curricular component.
MANAGING NEURODIVERSITY IN MNCS: A Comparative Study of HR professionals' Experiences in Indonesia and Sweden
(2025-09-09) Cesarini, Dwike Aprilia; Tok, Lena; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Despite growing awareness, biases in HR practices continue to hinder neurodivergent employees from recruitment to retention. Hesitation to hire neurodivergent employees limits access to suitable roles, while inconsistent accommodations, stigma, and limited advancement opportunities challenge retention. This study examines how HR professionals in multinational corporations (MNCs) in Indonesia and Sweden perceive and implement neurodiversity initiatives, investigating HR practices related to accommodations, recruitment, and engagement, identifying both barriers and enablers. Grounded in Schein’s (1984) model of organisational culture, this study analyses how cultural elements influence neuro-inclusion. Underlying assumptions and Values shape perceptions of difference, leading to exclusion, while their manifestation in Artefacts includes inclusive policies and workplace practices. Schein’s framework helps examine how these cultural dimensions interact to either support or hinder neurodiversity initiatives. A qualitative approach is employed, involving ten interviews with HR professionals from MNCs in both countries, complemented by secondary sources. Thematic analysis follows Flick’s (2014) abductive method, with themes refined through an iterative process. Triangulation and expert feedback ensure rigour. Findings reveal distinct national contexts. In Indonesia, cultural taboos, weak legal protections, and a profit-first mindset hinder inclusion, leading to reactive accommodations and dependence on individual leaders. In Sweden, strong legal frameworks, union presence, and meritocratic values support inclusion, though initiatives often rely on self advocacy and remain passive. In both countries, stigma and lack of awareness contribute to non-disclosure, masking, and inconsistent support. To ensure neuro-inclusion, HR professionals must act across all stages, from recruitment to retention. Recruitment should include transparent accommodations, such as prior access to interview questions and alternative assessment formats, reducing the pressure to self-disclose. Retention requires proactive adjustments, including the integration of autonomy through flexible structures, work arrangements, and sensory-friendly environments. Personalised training and mentorship foster competence, while empathetic leadership, peer support, and advocacy networks build relatedness.
Towards wider adoption of generative artificial intelligence in the energy sector - A qualitative study on how organisations in the energy sector could act to enable generative artificial intelligence adoption, and what factors enable and hinder this phenomenon
(2025-09-09) Esselin, Fredrik; Malmlöf, Hanna; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: Generative Artificial Intelligence (GenAI) is increasingly seen as a strategic resource in both research and business. At the same time, previous studies show that there are significant barriers to its adoption within organisations, including those related to competence, culture and technological trust. The purpose of this study is to illustrate how organisations in the energy sector could act to enable wider GenAI adoption. To address this purpose, the study investigates factors that are perceived to enable and hinder the adoption of the technology at E.ON, one of the world's largest private energy organisations. Theoretical framework: The study is based on two complementary theoretical perspectives: Technology Acceptance Model (TAM) and Dynamic Capabilities Theory (DCT). TAM sheds light on the individual's experience of GenAI, focusing on how useful and easy to use the technology is perceived to be. DCT complements this by analysing the organisation's ability to identify, respond and adapt to technological change, providing a holistic view of the complexity of adoption. Methodology: The study follows a qualitative research approach and is based on 14 qualitative interviews with managers within the energy organisations E.ON. The empirical material was analysed thematically based on both the themes of the interview guide and an abductive approach. Three main themes emerged from the analysis: Incentives and structure around GenAI use, Communication about value-creating activities, and Knowledge through training and collaboration. Key findings: The study shows that the adoption of GenAI in the energy sector is influenced by a complex interplay between individual perceptions of the technology and organisational capacity for change. Clear structures, leadership support and cultural legitimacy appear to be crucial for the integration of the technology into the organisation. The findings also highlight how the level of experience of users, both early and late adopters, influences the need for support, guidance and differentiated interventions. A key conclusion is that organisations in the energy sector need to work on both strategic clarity and organisational culture to enable wider and sustainable adoption of GenAI.
JUST A BUZZWORD”?: EXPLORING ADHD SUPPORT AND POTENTIAL AI SOLUTION AT WORK IN SWEDISH COMPANIES
(2025-09-09) Tran, Khue; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: This thesis investigates how Swedish employers understand and implement workplace policies to support ADHD employees, how these employees are perceived in organizational settings, and how artificial intelligence (AI) tools are regarded as potential solutions for improving workplace well-being.. Theory: Institutional Theory (DiMaggio & Powell, 1983) and the Economies of Worth (Boltanski & Thévenot, 2006) are employed to explore how organizations and their actions are shaped by pressures, as well as how they justify support decisions through different value frameworks. Method: This research studies eight semi-structured interviews with professionals, with backgrounds and knowledge in Diversity and Inclusion, from medium-to-big Swedish organizations. Result: While legal frameworks for inclusion exist, the compliance is not completed and dependent on managerial discretion. The support for employees with ADHD is centralized towards productivity and outcomes. While the support system is growing among companies, there is a lack of systematic approach and clear communication. AI tools are gaining popularity in organizational settings but their adoption is mostly limited to productivity enhancements, with limited readiness or trust for use in mental health support.
Active measures in practice: Organizational perspectives on preventing workplace discrimination in Sweden
(2025-09-09) Lundberg, Alice; Carlsson Tedesäter, Ottilia; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Workplace discrimination remains a constant challenge despite the existence of legal frameworks both in Sweden and the EU, aimed at promoting equality and preventing unfair treatment based on factors such as gender, ethnicity, disability, or age. Moreover, The Swedish Discrimination Act obliges employers to implement proactive, systematic efforts, referred to as active measures, to prevent discrimination in the workplace. Active measures are meant to be integrated into organizational structures and include areas such as recruitment, working conditions, and pay equity. However, existing research suggests that the implementation of active measures often falls short. Efforts tend to be more symbolic or compliance-driven and are not sufficiently embedded in daily organizational routines and culture. This study examines how Swedish organizations implement and maintain active measures according to the legal obligation, focusing on the perspectives of managers, HR professionals, and employees. Including multiple perspectives enables the study to capture how perceptions of discrimination and prevention efforts vary depending on the role and position within the organization. It can also reveal what these differences show about both the barriers to, and enablers of practical implementation. Furthermore, the study considers active measures in the context of the wider organization and legal framework, including links to Systematic Work Environment Management (SAM) and Organizational and Social Work Environment (OSA) approaches. It also considers unconscious bias, leadership commitment and organizational culture to be factors influencing the effectiveness of anti-discrimination efforts. The findings of this study aim to improve our understanding of how discrimination prevention policies are implemented in practice, and to identify the practical conditions that facilitate or prevent change. The study also aims to provide organizations with insights to help develop more effective, sustainable and inclusive workplace practices, ultimately reducing discrimination in Swedish workplaces.
Calling In Again - Uncovering the Role of Age in Short-Term Sickness Among Employees
(2025-09-09) Lindqvist, Kaisa; Eidem, Mariell; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: This thesis explores how work-related factors, grounded in the Job Demands Resources (JD-R) model, are associated with short-term sick leave, expressed in 1 to 14 days, across two age groups: 30 years and younger, and 30 years and older. The study also examines the roles of gender and profession in influencing sick leave behaviour, with a focus on the Swedish labour market. Theory: The study is grounded in two complementary theories: the Job Demands-Resources (JD-R) model and Psychosocial Development theory. These frameworks provide an understanding of how job demands, resources and social support affect employee well-being, motivation, and short-term sick leave differently between age groups. Method: A quantitative approach was adopted, utilising secondary data provided by a large public organisation in Sweden. The dataset included sick leave statistics on 50,174 employees and employee survey responses of 36,998 employees, with a focus on employees in patient care roles. Result: The findings indicate that younger employees (<30) tend to report higher job demands and stress, as well as lower motivation and engagement compared to their older colleagues (>30). These factors may contribute to the higher incidents of short-term sick leave observed among younger employees. Job resources showed minimal variation between age groups. No significant relations were found between short-term sick leave and gender or profession.
Recruiting Highly Skilled Migrants in the Automotive Industry of Sweden: Exploring ethnic-based discrimination
(2025-09-09) Syka, Evmorfia; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: This paper focuses on ethnic-based discrimination and explores the inequal integration of highly skilled migrants in the automotive industry of Sweden. The core of the analysis consists of interorganizational relationships, recruitment practices and motives as mechanisms of discrimination and inequality. Theory: The theoretical framework of this paper consists of the main intertwining concepts of discrimination and durable inequalities in the labour market. Method: Qualitative study, semi-structured open-ended interviews. Results: The study revealed that discrimination and consequently inequalities are embedded in the manufacturing and consultancy companies, operating in the automotive industry of Sweden. Firstly, the power dynamics and client relationships between manufacturing and consultancy companies are able to force inequalities and establish explicit discrimination. Regarding the distribution of ethnic diversity within manufacturing and consultancy companies, highly skilled migrant employees are categorized in subordinate roles compared to natives. Namely, homophily and network recruitment are the main identified factors associated with vertical inequality and limited opportunities for development for high skilled migrants. Additionally, recruitment practices are responsible for the ethnic-based discrimination and inequal integration of highly skilled migrants, allowing hiring professionals to exercise opportunity hoarding and exclusion, according to their preferences. Highly skilled migrants were also praised for their rare and valuable skills as well as their hard-work attitude compared to native employees. Yet, data revealed the systematic exclusion of highly skilled migrants from the full value of their labour. Finally, bureaucratic hurdles in the work permit process constitute a subtle mechanism of indirect discrimination, due to the limited time resources from the side of organizations.
Addressing the Inclination for Part-Time Employment: Understanding Practically Educated Gen Z Women’s Perceptions of Full-Time Employment in the Netherlands
(2025-09-09) Jol, Timo; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: This master’s thesis explores the perceptions of practically educated Generation Z (Gen Z) women in the Netherlands about full-time employment. The Netherlands has a unique status for its large part-time employment culture that especially attracts practically educated women; however, less is known about the perceptions of Gen Z towards these standards. Theory: This study discusses the results through the lens of the Bounded Rationality theory of Simon (1955) and the Doing Gender theory (West & Zimmerman, 1987). Method: A qualitative methodology was applied using 20 semi-structured interviews with Gen Z women in the Netherlands holding a practical education. Results: The findings reveal that full-time employment is not inherently avoided, as preferences for full-time employment are often shaped by deeply rooted gender beliefs, sectoral standards, and lifestyle and care preferences. Financial motives and busyness were found to be the two primary drivers for full-time employment; however, participants overwhelmingly opt for part-time employment once having children to create time for informal childcare. Limited awareness of the long-term risks of avoiding full-time employment suggests a need for further research into the role of knowledge and information in shaping full-time employment preparedness.
Unionization influence on employee well-being
(2025-09-09) Chamalidis, Dimitris; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: The purpose of this study is to examine the reasons behind the worldwide trade union power decline by questioning and examining their effect on employee well-being. Theory: This study utilizes Job demands-resources theory and the four views of institutionalism, as part of the institutional theory, to interpret and analyze empirical findings and the identified societal patterns. Method: The method used is quantitative research based on secondary data from the European Social Survey, which were analyzed through a multiple regression analysis in SPSS consisting of 6 models. Results: In general, the results showed that both trade unions and job conditions have a direct influence on employee well-being, but trade unions could not indirectly affect well-being through job conditions, while the reverse mediation path was confirmed.
Scoping Literature Review: What Factors Influence the Adoption of HR Analytics in Western Settings? - An investigation of the environmental, technological, organizational, and individual context
(2025-09-09) Palklint, Elin; Müller, Talitha; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: This thesis investigates the factors that influence the adoption of Human Resource Analytics (HRA) in Western settings. Despite the growing strategic relevance of HRA, adoption remains challenging due to fragmented understanding and misalignment with existing structures, processes, and practices. The study aims to provide a consolidated view of the complex landscape shaping HRA adoption by integrating multiple contexts. Theory: The research is grounded in the Technology–Organization–Environment (TOE) framework and the Technology Acceptance Model 3 (TAM3). These complementary frameworks are applied to examine the technological, organizational, environmental, and individual contexts that collectively shape the adoption of HRA. Method: A scoping literature review was conducted, leading to the identification of 24 relevant and peer-reviewed articles. An inductive thematic analysis was employed to identify, refine, and organize 30 subthemes under 11 overarching themes, which were then allocated to the four influencing contexts defined by the theoretical models. Result: The findings reveal a broad set of factors across all four contexts. Key themes include regulatory context, data governance, leadership commitment, and user motivation, among others. The study underscores the importance of ethical considerations, cross-functional collaboration, and layered training strategies. By offering a structured synthesis, the thesis contributes to both academic theory and practical efforts to advance the responsible adoption of HRA in Western settings.
MEDIATING FIDELITY AND FIT: A Translation Theory and Comparative Perspective on HR Implementation
(2025-09-09) Isaksson, Axel; Dellwik, Vincent; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: This thesis explores how HR practitioners implement and act as translators of HR initiatives, focusing on the competencies and behaviours required for a successful translation. Theory: The study applies translation theory as its main theoretical framework that explains how ideas and practices are transformed when they move between contexts and actors, as well as the translation competencies needed to conduct successful translations. Method: To gather data, a mixed-method approach was employed, using qualitative interviews with a structured approach allowing for an in-depth exploration of HR practitioners’ experiences, as well as a quantitative survey providing a quantification of the HR practitioners perceived competencies. Result: The results indicate that even though HR practitioners have a hand in shaping and reshaping initiatives, they rarely act as the originators of the initiative itself. A differing degree of HR competencies and translation competencies were identified in the examined organisations, and possessing a high degree of translation competency knowledge in viscosity, bilingualism, velocity, and rule awareness, increases the likelihood of successful translations and therefore implementations. However, other factors such as motivation, opportunity, and professional legitimacy are also crucial in HR practitioners acting as effective translators.
A COMPARATIVE STUDY ACROSS GENERATIONS IN THE SWEDISH WORKPLACE - Key factors influencing resilience-building capacity at work
(2025-09-09) Nguyen, Thi Bich Trang; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: This study aims to identify the factors influencing employee resilience-building capacity across generations (Baby Boomers, Gen X, Gen Y, Gen Z) in the Swedish workplace, and then explore how HR practices can foster resilience-supportive cultures that enhance engagement and retention. Theory: Resilience Assessment Grid and 7C’s resilience model are used as the theoretical framework, along with the concepts of prior literature on generation cohorts, social trust and social recognition. Method: The study utilized the quantitative approach and secondary data, which is selected from the ESS11 (2023) Self-completion - integrated file, edition 2.0 of the European Social Survey. The association was analyzed by multiple linear regression, performed separately in four models corresponding to four generations, controlled by gender and type of organization. Result: Social recognition, excitement, work autonomy, life control, supervisor responsibility, and life-coping are key factors, contributing to resilience-building capacity across all generational groups. Among the findings, Baby Boomers and Gen Z share a common motivational factor related to social recognition. Meanwhile, Gen X and Gen Y both promote resilience through autonomy—particularly in influencing company policies, taking on leadership responsibilities, and seeking excitement in their work. Conclusion: The study found that individual motivations are based on generational differences, and organizational support can be a positive influence on building resilience capacity at work.
No Coffee Machine in the Cloud- A Qualitative Study Exploring the Experiences of Swedish Leaders Practicing Digital Leadership
(2025-09-09) Andersson, Elin; Svensson, Thyra; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: The study aims to explore Swedish leaders’ experiences of leading digitally within a multinational tech organisation, focusing on challenges, competencies, and the balancing of relational and task-related responsibilities. Additionally, it will examine how leaders strategically navigate the demands of digital leadership, available HR support, and how the balance between demands and support affects leaders’ well-being. Theory: The Job Demands-Resources (JD-R) model and Media Richness Theory (MRT) were used as a theoretical framework. The JD-R model provides a holistic perspective on how leaders’ experiences relate to job demands and available resources, while the MRT offers a more in-depth focus on how leaders interpret and engage with digital communication tools. Method: A qualitative research design was applied to investigate the study’s purpose and research questions. In total, 13 semi-structured interviews were conducted with 10 Swedish leaders and 3 HR professionals from a case company. Result: This study shows that digital leadership introduces new demands that challenge leaders, particularly in balancing task-oriented efficiency with relational responsibilities. While leaders have adapted through experience and strategies, relational aspects remain emotionally demanding and harder to replicate digitally. Existing HR support is often too general to meet these new competency demands. Thus, this study highlights the need for more targeted, context-driven support.
Navigating Interactions, Relationships, Trust, and Collaboration in Hybrid Workplaces - A Qualitative Study of Employees Working in MNCs
(2025-09-09) Akritidis, Christos; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Purpose: The purpose of this thesis is to investigate how hybrid work has shaped interactions due to the partial absence of physical presence and the impact of these interactions in relationships and trust. Additionally, it will explore the role of managerial practices and communication technologies in shaping trust, relationships and collaboration in hybrid teams. Theory: This thesis builds on the concepts of interactions, relationships, trust, and collaboration, and it applies SET and LMX to understand how these elements function in hybrid work. It incorporates interpersonal trust to examine trust between colleagues, but also employees with their managers. System trust is also employed to investigate whether employees place greater reliance on technology or leadership to facilitate trust, relationships and collaboration Method: To explore these dynamics, a qualitative research design was employed, using semi-structured interviews with ten hybrid employees in MNCs. Purposive and snowball sampling strategies were used to identify participants with relevant hybrid work experience. Result: This study reveals that trust and strong relationships with managers often resulted in greater informal flexibility that sometimes overrides formal policies. Trust and relationships among employees is built easier through in-person interactions, but it is also possible remotely depending on the person, its productivity and communication. Flexibility, autonomy, availability and engagement were theorized by employees as the most critical factors that a manager should do to gain their trust.
Growth from Cow to Consumer - A Case Study on Arla Foods
(2025-08-11) Nilsson, Max; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Various industries and corporations have been under scrutiny for their environmental impacts, which has, to some extent, resulted in increasing demand for company accountability and responsibility. Within this call for corporate accountability, the “animal industrial complex” has additionally faced critique regarding its treatment of non-human animals. However, it has been a corporate challenge to adequately promote both environmental sustainability and animal welfare while achieving economic objectives in the animal industrial complex. This thesis employs a single case study design to explore Arla Foods’ promotion and framing of economic goals, animal welfare, and environmental sustainability. I will further examine how and why the company’s economic objectives and promotions, and the associated frames, might create tensions or not within its corporate social responsibility (CSR) reporting. To approach this topic, I utilize the tragedy of the commodity framework. The theoretical framework serves to understand the driving forces within the political-economy system and what its implications might entail. Additionally, frame analysis is utilized to analyze how Arla Foods communicates about its operations. The results show that Arla Foods emphasizes its commitment to developing a business that can provide high milk prices to its owners, i.e., the farmers, being a leader in environmental sustainability, enhancing cows’ welfare, and striving to improve the company’s relationships with its stakeholders. Arla Foods recognizes that promoting animal welfare and environmental sustainability is somewhat challenged by organizational growth, yet not contradictory. Efficiency measures are essential in the company’s actions to reduce environmental impact, even though some actions and results are noted to be insufficient. Arla Foods is interpreted as attempting to align actions, the results, and how it is framed through relativisation. By comparing the company and its actions to those of other companies, the framing can shift focus from the company’s isolated result to the relative accomplishments of other companies.
Disrupting Extraction: Decolonial Critique and the Role of Nature in Sámi Resistance
(2025-06-26) Christiansson, Lina; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
The Sámi movement has long resisted extractive industries on their traditional lands. Current anti-extraction struggles in Sápmi, such as the ongoing opposition to the proposed Gállok mine, continue this legacy. This thesis adopts a decolonial perspective to examine how the Sámi movement articulates anti-colonial resistance in contemporary extraction conflicts. It focuses on how colonial relationships with the Swedish state are invoked and challenged, and how nature is mobilized as a central axis of critique. Decolonial theory is integrated with social movement theory, the concept of nature interests, and critical discourse analysis to investigate movement discourse through articles, organizational communications, and governmental referrals. The findings underscore a strong emphasis on a relational understanding of nature, which frames land not merely as a resource but as a site of cultural and spiritual meaning. This articulation serves as a form of epistemic disobedience—challenging dominant extractivist logics and asserting indigenous knowledge systems. However, tensions within the movement reveal the complexities of navigating modernity: while some actors critique capitalist growth models and the green transition, others engage with dominant legal and economic frameworks. These tensions illustrate how indigenous resistance operates both within and against the structures of modern coloniality.
KVINNORS RÄTTFÄRDIGANDE AV SINA BROTT I KRIMINELLA GATUGÄNG- En narrativ kriminologisk undersökning av domslut
(2025-02-27) Barrera Benites, Daniella; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Aims and objectives: This study aims to explore how women who commit serious gang crimes explain their actions based on their narratives in the verdicts. This study focuses on gang environments considered self-defined groups or street gangs in exposed areas. Method and data: This qualitative study is based on a narrative analysis of stories of women in street gangs. This study uses nine verdicts as data material and has a sample of twenty women's stories in the verdicts from 2018-2024. The data material is obtained from the first instance (Tingsrätten) and the criminal cases are aimed at large cities in Sweden (Stockholm, Malmö, and Gothenburg). Results: The result draws on narrative criminology analyses using three themes of the women’s narrative of why they do crime. This study found three overarching themes: Narratives about love and friendship relationships with other gang members, narratives about fear of male gang members, and narratives about women's health. In the women´s narratives in the verdicts, it emerged that their deed was committed due to external factors linked to the three main themes. This study can confirm previous findings about women who commit crimes and shed light on a new target group in a Swedish context.
Workers and environmentalists of the world unite? A thematic analysis of labour-environmental alliance building in Sweden
(2025-01-23) Jansson Åkerberg, Jonathan; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Alliance building between environmentalists and trade unions has been acknowledged by researchers as important for a socio-ecological transformation towards a sustainable society, yet it remains an understudied phenomenon. Sweden provides an interesting case, as it has one of the most highly organised labour forces in the world but has had limited engagement with the environmental movement. This study explores alliance building in Sweden between these movements, the strategies they employ, and the challenges they face. Data were gathered using semi-structured interviews with seven individuals involved in alliances between the movements: three from different Swedish trade unions and four from Swedish environmental organisations. In addition, environmental and climate policy documents, as well as transition strategies from the unions and environmental organisations, were analysed. In order to identify sources of friction or ideological overlap between the movements the material was examined using an ideological scheme and guided by a thematic analysis. The analysis was contextualised using a set of potential factors important for alliance building identified in previous research. The findings include a description of various strategies attempted in the Swedish context and confirm earlier research, indicating that the institutionalisation of unions presents a challenge for alliance building, with Sweden having one of the most institutionalised union movements in the world. The main transition strategy – inspired by ecomodernism – focusing on green growth and technological change pursued by the blue-collar union LO also creates friction with the environmental movement. Additionally, the potential presence of environmental classism within the Swedish environmental movement could pose an obstacle to alliance building and coalition formation. Finally, a set of suggestions is proposed to help bridge the divide between environmentalists and workers in Sweden.
Den brottsförebyggande arbetsmarknaden - En komparativ fallstudie om brottsförebyggande arbete och arbetslivskriminalitet hos arbetsgivarorganisationen Byggföretagen och fackförbundet Byggnads
(2024-10-24) Wikström, Linnea; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
Aims and objectives: The main purpose of this study is to widen the knowledge on how the different parties in the Swedish labour market work to prevent crime and how they are working with the new collective term ‘arbetslivskriminalitet’ (crimes committed in the labour market). Further I want to see if how they work with crime prevention reflects the Swedish model. Method and data: The study is based on semi-structured interviews of key informants complemented by document analysis and observations. Results: The results shows that Byggföretagen and Byggnads define arbetslivskriminalitet quite similar but focuses on different problems within it. It also points out that both Byggföretagen and Byggnads uses several crime preventive methods which are information and dialog and education but that they define control and sanctions as crime preventions as well which could be questioned. They argue that they should not do the authorities work. Their crime preventive work follows the Swedish model since the collective agreement (Byggavtalet) contains crime preventive methods as well as much of their work being self-regulated.
Kollektiva emotioner i den socialdemokratiska berättelsen - Att forma visioner i tider av framtidsrädsla
(2024-10-15) Ekström, Malin; University of Gothenburg / Department of Sociology and Work Science; Göteborgs universitet / Institutionen för sociologi och arbetsvetenskap
In the changing political landscape today with increased inequality, climate threat and a growing populism, in the face of which the established political parties stand before new and big challenges, this study aims to get a deeper understanding of the Swedish Social democrat’s collective emotions in the shaping of a social democratic narrative. Using emotional sociological concepts from Collins, Lantz and Wettergren this study contributes to the field of political emotions. The qualitative method used to collect empirical data is based on focus group interviews with social democratic politicians and members. The result of the study shows that nostalgia, pride, guilt, shame, confusion, frustration, fear and hope are the most prominent collective emotions expressed in the interviewed focus groups, some shown in clear patterns, others more subtle that could be seen more as tendencies. The guilt, shame and confusion can be seen as connected to a bad self-confidence in the groups that makes it hard for them to think positively about their abilities in the future. The participants' avoidance of talking about the fears of the future makes it difficult to identify objects of hope. Both the bad confidence and the avoidance of learning about future threats creates difficulties in shaping the longed-for future visions for the participants.

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