Intra-professional collaboration is essential as it enables professionals to learn, develop, and define the terms of the profession in their own way. Yet conditions for collaboration are shaped by how work is organized and governed. This article examines how conditions for intra-professional collaboration, where work takes place with colleagues within the same profession in same or similar roles, are perceived by teachers, in relation to how work is organized, by drawing on empirical insights from a study on teachers working in education systems defined by market-driven reforms. Our findings nuance ideas of professional connectedness by showing how the organization of work, affected by 'entangled institutional logics' (Blomgren and Waks 2015; Alvehus and Andersson 2018) and market-based governance reforms, shapes intra-professional collaboration. Our contribution is thus to take departure from established understandings of connectivity, that is, 'related to others and outsiders' (Noordegraaf 2020) by examining connectivity within professions, showing how there continues to be a struggle between the profession, organization, and market which shapes conditions for intra-professional work within the teaching profession. Our analysis of intra-professional collaboration holds significance for emergent understandings of connectivity (see Adams et al. 2020a; Alvehus, Avoon and Oliver 2021: 201; Kanon and Andersson 2023) by underscoring how the contemporary organization and management of work shape the conditions that enable, or augment, inwards connectivity and the ability for professionals to collaborate in meaningful ways.

The Nordic healthcare sector faces severe staff shortages.This paper is based on a rapid literature review, including 73 papers published between 2010 and 2020, addressing retention issues in the sector.The aim is to compile and discuss empirical research on retention of staff within Nordic healthcare.The paper fills an existing gap providing a comprehensive picture of crucial factors for retaining staff in the sector. Findings include that most studies were quantitative, often surveys, and mostly focusing on registered nurses and/or physicians/medical doctors. Further, high control, high levels of social support, good leadership, satisfactory opportunities for professional development, organizational continuity, reasonable demands, including absence of heavy physical exertion, were all shown to positively impact retention rates. While the results to some extent were as expected, they highlight key areas for healthcare employers, as well as policymakers at various levels, to concentrate on for improving staff retention within their organizations.

Background: In recent years, advances in technology have led to an influx of mental health apps, in particular the development of mental health and well-being chatbots, which have already shown promise in terms of their efficacy, availability, and accessibility. The ChatPal chatbot was developed to promote positive mental well-being among citizens living in rural areas. ChatPal is a multilingual chatbot, available in English, Scottish Gaelic, Swedish, and Finnish, containing psychoeducational content and exercises such as mindfulness and breathing, mood logging, gratitude, and thought diaries.

Objective: The primary objective of this study is to evaluate a multilingual mental health and well-being chatbot (ChatPal) to establish if it has an effect on mental well-being. Secondary objectives include investigating the characteristics of individuals that showed improvements in well-being along with those with worsening well-being and applying thematic analysis to user feedback.

Methods: A pre-post intervention study was conducted where participants were recruited to use the intervention (ChatPal) for a 12-week period. Recruitment took place across 5 regions: Northern Ireland, Scotland, the Republic of Ireland, Sweden, and Finland. Outcome measures included the Short Warwick-Edinburgh Mental Well-Being Scale, the World Health Organization-Five Well-Being Index, and the Satisfaction with Life Scale, which were evaluated at baseline, midpoint, and end point. Written feedback was collected from participants and subjected to qualitative analysis to identify themes.

Results: A total of 348 people were recruited to the study (n=254, 73% female; n=94, 27% male) aged between 18 and 73 (mean 30) years. The well-being scores of participants improved from baseline to midpoint and from baseline to end point; however, improvement in scores was not statistically significant on the Short Warwick-Edinburgh Mental Well-Being Scale (P=.42), the World Health Organization-Five Well-Being Index (P=.52), or the Satisfaction With Life Scale (P=.81). Individuals that had improved well-being scores (n=16) interacted more with the chatbot and were significantly younger compared to those whose well-being declined over the study (P=.03). Three themes were identified from user feedback, including “positive experiences,” “mixed or neutral experiences,” and “negative experiences.” Positive experiences included enjoying exercises provided by the chatbot, while most of the mixed, neutral, or negative experiences mentioned liking the chatbot overall, but there were some barriers, such as technical or performance errors, that needed to be overcome.

Conclusions: Marginal improvements in mental well-being were seen in those who used ChatPal, albeit nonsignificant. We propose that the chatbot could be used along with other service offerings to complement different digital or face-to-face services, although further research should be carried out to confirm the effectiveness of this approach. Nonetheless, this paper highlights the need for blended service offerings in mental health care.

In Sweden, the education sector and the healthcare sector have historically been, and still are, to a large extent state run, with both being publicly funded and delivered: typical in a social democratic system. However, various reforms have led to private actors entering the arena as additional organisations that employ welfare sector professionals. In this chapter, we discuss the learning conditions of welfare sector professionals in relation to the various types of employers and employment settings that currently exist, both public and private. We use two different cases: first, the education sector, where we have seen the introduction and expansion of private employers for teachers, meaning teachers can be employed either by a private or public employer. Second, we examine the case of nurses working in the healthcare sector, which has seen the introduction and expansion of temporary agency staffing, meaning that nurses with different employers work side by side in the very same workplace. Based on a compilation of our own previous empirical research, we discuss ways in which the privatisation reforms amplify differentiation within professions, with a specific focus on conditions for learning.

The series of responses in this article were gathered as part of an online mini conference held in September 2021 that sought to explore different ideas and articulations of school autonomy reform across the world (Australia, Canada, England, Ireland, the USA, Norway, Sweden and New Zealand). It centred upon an important question: what needs to happen for school autonomy to be mobilised to create more equitable public schools and systems of education? There was consensus across the group that school autonomy reform creates further inequities at school and system levels when driven by the logics of marketisation, competition, economic efficiency and public accountability. Against the backdrop of these themes, the conference generated discussion and debate where provocations and points of agreement and disagreement about issues of social justice and the mobilisation of school autonomy reform were raised. As an important output of this discussion, we asked participants to write a short response to the guiding conference question. The following are these responses which range from philosophical considerations, systems and governance perspectives, national particularities and teacher and principal perspectives.

Purpose: This paper aims to focus on conditions for workplace learning (WPL) in highly transient workplaces, exemplified by the tourism and hospitality sector in the Arctic region. The aim is to analyse and discuss how employees and employers view the conditions for employees’ WPL from their respective perspectives. Design/methodology/approach: The study is based on a qualitative approach. Ten interviews with employers and ten interviews with employees were carried out. This opens for different perspectives, including identifying “learning gaps”. The analysis was thematic, with a focus on opportunities and challenges for WPL in these transient workplace contexts. Findings: Overall, conditions for WPL seem unsatisfactory. On the one hand, both employees and employers see WPL as essential for staff retention. Employers also see WPL as a strategy for business development and, thus, profit. On the other hand, high staff turnover makes it challenging to strategically invest in and organize for WPL, especially formal learning. Hence, a Catch-22 situation emerges. Research limitations/implications: As this study is qualitative in its scope, generalizations are analytical rather than statistical. Originality/value: There is a shortage of studies on conditions for WPL, focusing particularly on transient workplaces. Moreover, by including employer and employee perspectives, the authors contribute to a gap in the literature. The empirical contribution of this paper thus lies in using a theoretical WPL framework on transient workplaces, exemplified by the tourism and hospitality industries in the Arctic region.