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The burnout literature has focused on the determinants of burnout, whereas its careers consequences remain understudied. Therefore, we investigate whether recently burned-out individuals differ in job preferences from non-burned-out workers. We link these differences in preferences with (1) perceptions of job demands and resources, as well as (2) the weighting of such perceptions. To this end, a sample of 582 employees varying in their history of burnout judged job offers with manipulated characteristics in terms of their willingness to apply as well as perceived job demands and resources. We find that recently burned-out employees appreciate possibilities to telework and fixed feedback relatively more, while being relatively less attracted to learning opportunities. These findings can be partially explained by differences in the jobs’ perceived resources. [ABSTRACT FROM AUTHOR]

In this study, we present a state-of-the-art scenario experiment which, for the first time in the literature, directly measures the stigmas surrounding job candidates with tattoos and piercings using real recruiters. We find that job candidates with body art are perceived as less pleasant to work with, less honest, less emotionally stable, less agreeable, less conscientious and less manageable. This goes hand in hand with lower hireability for men with body art but not for women. Compared to candidates who reveal obesity, a characteristic we also randomise, those with body art score better overall in terms of hireability and rated personality, similar in terms of rated taste for collaboration but worse in terms of rated direct productivity drivers. [ABSTRACT FROM AUTHOR]

To mitigate ethnic labour market discrimination, it is essential to understand its underlying mechanisms because different mechanisms call for different counteracting measures. To this end, we reviewed the recent literature that confronts the theories of taste-based and statistical discrimination against the empirical reality. Whereas the empirical evidence for both mechanisms is generally mixed, (field) experimental research, which predominantly focuses on hiring outcomes, appears to yield proportionately more evidence in favour of taste-based discrimination vis-à-vis statistical discrimination. This finding suggests that the taste-based mechanism may better explain ethnic discrimination in hiring. However, we also observe that the measurement operationalisations of the mechanisms vary substantially between studies and that alternative theoretical interpretations of some of the evidence are plausible. Taken together, additional research efforts, using clear measurement standards and appropriate synthesis methods, are required to solidify the review's main finding. [ABSTRACT FROM AUTHOR]

This article contributes to the nascent literature on the effect of grade retention in school on later labor market success. A field experiment is conducted to rule out the endogeneity of both outcomes. More concretely, various treatments of grade retention are randomly assigned to fictitious résumés sent in application to real vacancies. Overall, grade retention does not significantly affect positive call-back by employers. However, when narrowing in on vacancies for occupations where on-the-job training is important, job candidates with a record of grade retention are 16% less likely to receive a positive reaction. This finding is consistent with Queuing theory. [ABSTRACT FROM AUTHOR]

This research contributes to the limited literature concerning the determinants of loneliness at work, as well as to the literature on psychological outcomes associated with temporary work. More specifically, we are adding to the literature by exploring whether there is an association between working temporarily and loneliness at work and whether loneliness at work partly explains the association between working temporarily and job satisfaction. To this end, we analyse—by means of a mediation model—a unique sample of Flemish employees in the private sector. We find that employees with a temporary contract experience more loneliness at work as opposed to employees with a permanent contract. In addition, we discover that loneliness at work mediates the association between working temporarily and job satisfaction. [ABSTRACT FROM AUTHOR]

Objective: We investigated how educational performance during secondary education evolves in the years before, during, and after parental divorce. Background: Theoretical models predict different divorce effect patterns in the school year of the divorce and in the years around it. However, we are not aware of any existing studies attempting to measure this pattern. Method: The study was based on unique panel data capturing parental divorce and school results for 2,685 Belgian pupils. We employed this panel to correct for time‐invariant, unobservable drivers of educational performance, as well as to take into account time‐variant unobserved drivers. Results: The results indicate that the divorce penalty peaks in the school year of the divorce. A zero treatment effect in the preceding and subsequent years cannot be rejected. Moreover, simpler econometric strategies tended to overestimate the divorce penalty. Conclusion: Our findings are mostly in line with the parental adjustment and life stress theories. From a policy perspective, we suggest that it is essential to support children in the months before and after parental divorce, while special treatment in later years may be less necessary. [ABSTRACT FROM AUTHOR]

This study is the first to investigate whether the introduction of additional assistant referees in the UEFA Europa League (2009–2010 season) and the UEFA Champions League (2010–2011 season) was associated with lower referee bias in terms of home and "big" team favouritism. To this end, we analyse a unique database with pre- and within-game characteristics of all games in seven recent seasons in these leagues by means of bivariate probit regression models. We find evidence for substantial referee bias before the introduction of additional referees, while no such evidence is found after the introduction. Furthermore, additional assistants go hand in hand with more yellow cards for both home and away teams. We show that these findings are robust to multiple operationalisations of referee bias and that they are not just picking up a general time evolution towards less referee bias or the effect of parallel reforms. [ABSTRACT FROM AUTHOR]

SUMMARY After a decade of correlational research, this study attempts to measure the causal impact of (general) smartphone use on educational performance. To this end, we merge survey data on general smartphone use, exogenous predictors of this use, and other drivers of academic success with the exam scores of first‐year students at two Belgian universities. The resulting data are analysed with instrumental variable estimation techniques. A one‐standard‐deviation increase in daily smartphone use yields a decrease in average exam scores of about one point (out of 20). When relying on ordinary least squares estimations, the magnitude of this effect is substantially underestimated. The negative association between smartphone use and exam results is more outspoken for students (i) with highly educated fathers, (ii) with divorced parents and (iii) who are in good health. Policy‐makers should at least invest in information and awareness campaigns of teachers and parents to highlight this trade‐off between smartphone use and academic performance. [ABSTRACT FROM AUTHOR]

• The youngest students in a class e-communicate more than their older classmates. • The youngest students in a class have fewer friends and meet with them less frequently. • The results are robust across countries and alternative specifications. We contribute to the literature on relative age effects on pupils' (non-cognitive) skills formation by studying students' social network. We investigate data on European adolescents from the Health Behaviour in School Aged Children survey and use an instrumental variables approach to account for endogeneity of relative age while controlling for confounders, namely absolute age, season-of-birth, and family socio-economic status. We find robust evidence that suggests the existence of a substitution effect: the youngest students within a class e-communicate more frequently than relatively older classmates but have fewer friends and meet with them less frequently. [ABSTRACT FROM AUTHOR]

In this research letter, we examine the impact of municipal budget policy on the percentage of votes for the incumbent majority parties in subsequent elections. We contribute to the academic literature by examining the combined influence of taxes, expenditures and debt. Based on data for Flanders (Belgium) between 1994 and 2012, we find no significant association between these budget variables and the actual election results. [ABSTRACT FROM AUTHOR]

This article contributes to the literature on performance determinants in soccer by investigating country differences in goal scoring in the dying seconds of international soccer games (i.e. in the 90th minute or later). We analyse this goal-scoring behaviour in 1,008 recent soccer games played in the Union of European Football Associations (UEFA) Champions League and Europa League. In contrast to Gary Lineker’s well-known quote that “at the end, the Germans always win”, no significant evidence is found for German teams scoring a goal in the dying seconds more often than other teams. Our results indicate, however, that European clubs do have an interest in learning from the end-of-game tactics used by French and Spanish clubs in recent international games as these teams were less likely to concede a goal during the dying seconds. English teams were also in this situation but only if they had an English coach. [ABSTRACT FROM AUTHOR]

We investigate risk aversion as a driver of labor market discrimination against homosexual men. We show that more hiring discrimination by more risk-averse employers is consistent with taste-based and statistical discrimination. To test this hypothesis we conduct a scenario experiment in which experimental employers take a fictitious hiring decision concerning a heterosexual or homosexual male job candidate. In addition, participants are surveyed on their risk aversion and other characteristics that might correlate with this risk aversion. Analysis of the (post-)experimental data confirms our hypothesis. The likelihood of a beneficial hiring decision for homosexual male candidates decreases by 31.7% when employers are a standard deviation more risk-averse. [ABSTRACT FROM AUTHOR]

We investigate whether volunteering has a causal effect on individual employment opportunities. To this end, a field experiment is conducted in which volunteering activities are randomly assigned to fictitious job applications sent to genuine vacancies in Belgium. We find that volunteers are 7.3 percentage points more likely to get a positive reaction to their job applications. The volunteering premium is higher for females but invariant with respect to the number of engagements. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender women.Design/methodology/approach The authors conduct a scenario experiment in which fictitious hiring decisions are made about transgender or cisgender female job candidates. In addition, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed by means of a multiple mediation model.Findings The results suggest that prejudices with respect to the health of transgender individuals mediate unfavourable treatment of them. However, this mechanism is compensated by a beneficial perception concerning transgender women’s autonomy and assertiveness.Social implications Targeted policy measures are needed given the substantial labour market discrimination against transgender individuals measured in former studies. However, to combat this discrimination effectively, one needs to understand its underlying mechanisms. This study provides a first exploration of these mechanisms.Originality/value This study innovates in being the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender women. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to study the association between firm size and hiring discrimination against women, ethnic minorities and older job candidates.Design/methodology/approach The authors merge field experimental measures on unequal treatment with firm-level data. The resulting data enable the authors to assess whether discrimination varies by indicators of firm size, keeping other firm characteristics constant.Findings In contrast with the theoretical expectations, the authors find no evidence for an association between firm size and hiring discrimination. On the other hand, the authors do find suggestive evidence for hiring discrimination being lower in respect of public or non-profit firms (compared to commercial firms).Social implications To effectively combat hiring discrimination, one needs to understand its driving factors. In other words, to design adequate policy actions, targeted to the right employers in the right way, one has to gain insight into when individuals are discriminated in particular, i.e. into the moderators of labour market discrimination. In this study, the authors focus on firm size as a moderator of hiring discrimination.Originality/value Former contributions investigated this association within the context of ethnic discrimination only and included hardly any controls for other firm-level drivers of discrimination. The authors are the first to study the heterogeneity in discrimination by firm size with respect to multiple discrimination grounds and control for additional firm characteristics. [ABSTRACT FROM AUTHOR]

We test the soccer myth suggesting that a particularly good moment to score a goal is just before half time. To this end, rich data on 1,179 games played in the UEFA Champions League and UEFA Europa League are analysed. In contrast to the myth, we find that, conditional on the goal difference and other game characteristics at half time, the final goal difference at the advantage of the home team is 0.520 goals lower in case of a goal just before half time by this team. We show that this finding relates to this team’s lower probability of scoring a goal during the second half. [ABSTRACT FROM AUTHOR]

We investigate whether the publicly available information on Facebook about job applicants affects employers’ hiring decisions. To this end, we conduct a field experiment in which fictitious job applications are sent to real job openings in Belgium. The only characteristic in which these candidates differ is the unique Facebook profile that can be found online with their name. Candidates with the most beneficial Facebook picture obtain approximately 38% more job interview invitations compared to candidates with the least beneficial picture. In addition, we find suggestive evidence for a higher effect of Facebook profile picture appearance on hiring chances when candidates are highly educated and when recruiters are female. [ABSTRACT FROM AUTHOR]

Each year a substantial share of the European population suffers from major depression. This mental illness may affect individuals’ later life outcomes indirectly by the stigma it inflicts. The present study assesses hiring discrimination based on disclosed depression. To this end, between May 2015 and July 2015, we sent out 288 trios of job applications from fictitious candidates to real vacancies in Belgium. Within each trio, one candidate claimed to have become unemployed only recently, whereas the other two candidates revealed former depression or no reason at all for their unemployment during a full year. Disclosing a year of inactivity due to former depression decreases the probability of getting a job interview invitation by about 34% when compared with candidates who just became unemployed, but the stigma effect of a year of depression is not significantly higher than the stigma effect of a year of unexplained unemployment. In addition, we found that these stigmas of depression and unemployment were driven by our male trios of fictitious candidates. As a consequence, our results are in favour of further research on gender heterogeneity in the stigma of depression and other health impairments. [ABSTRACT FROM AUTHOR]

We investigate the impact of student work experience on later hiring chances. To completely rule out potential endogeneity, we present a field experiment in which various forms of student work experience are randomly disclosed by more than 1000 fictitious graduates applying for jobs in Belgium. Theoretical mechanisms are investigated by estimating heterogeneous treatment effects by the relevance and timing of revealed student work experience. We find that neither form of student work experience enhances initial recruitment decisions. For a number of candidate subgroups (by education level and occupation type), even an adverse effect is found. [ABSTRACT FROM AUTHOR]

There is growing evidence that health factors affect tertiary education success in a causal way. This study assesses the effect of sleep quality on academic achievement at university. To this end, we surveyed 804 students about their sleep quality by means of the Pittsburgh Sleep Quality Index (PSQI) before the start of their first exam period in December 2013 at Ghent University. PSQI scores were merged with course marks in this exam period. Instrumenting PSQI scores by sleep quality during secondary education, we find that increasing total sleep quality with one standard deviation leads to 4.85 percentage point higher course marks. Based on this finding, we suggest that higher education providers might be incentivised to invest part of their resources for social facilities in professional support for students with sleep and other health problems. [ABSTRACT FROM AUTHOR]

Highlights: [•] We decompose ethnic schooling and employment gaps in endowment and pure ethnic parts. [•] We take schooling delay into account and identify when pure ethnic gaps arise. [•] The pure ethnic gap in schooling outcomes if delays are neglected is small. [•] The pure ethnic gap in schooling outcomes if delays are taken into account is substantial. [•] The pure ethnic gap in the school-to-work transition is substantial. [ABSTRACT FROM AUTHOR]

Ethnic discrimination on the housing market has been subject of research for years. While a field experimental approach is widespread, alternative attempts to objectively measure mechanisms of discrimination on the housing market are scarce. In line with labor market research, we stress that to reduce rental discrimination against ethnic minorities, we need understanding its underlying mechanisms. This is the first paper that introduces a vignette experiment to do so. We distinguish between four mechanisms put forward in the literature but hardly ever empirically tested: agent taste-based discrimination, owner taste-based discrimination, neighborhood taste-based discrimination and statistical discrimination, in a multifactorial vignette experiment among 576 pre graduate real estate student. In addition, our experimental design allows us to examine whether unequal treatment is heterogeneous by property owner and neighborhood characteristics. [ABSTRACT FROM AUTHOR]

Resumen: En este artículo se analiza el atractivo del teletrabajo mediante un experimento de encuesta factorial a empleados que evalúan ofertas de empleo de características divergentes, con una amplia variación en cuanto a la posibilidad de teletrabajar. La relación entre esta posibilidad y el atractivo del empleo resulta ser aproximadamente lineal: una posibilidad 10 puntos porcentuales mayor de teletrabajar aumenta el atractivo del empleo en 2,2 puntos porcentuales y suscita una disposición a renunciar a 2,2 puntos porcentuales de aumento salarial en el nuevo puesto. El diseño experimental también permite investigar de forma estructurada y exhaustiva los mecanismos subyacentes y los moderadores de esta relación. [ABSTRACT FROM AUTHOR]

• We systematically review the literature on smartphone use and academic success. • We find a predominance of empirical results supporting a negative association. • This finding is driven by studies relying on actual GPA measures. • The literature's main limitation is that its results cannot be causally interpreted. We present the first systematic review of the scientific literature on smartphone use and academic success. We synthesise the theoretical mechanisms, empirical approaches, and empirical findings described in the multidisciplinary literature to date. Our analysis of the literature reveals a predominance of empirical results supporting a negative association between students' frequency of smartphone use and their academic success. However, the strength of this association is heterogeneous by (a) the method of data gathering, (b) the measures of academic performance used in the analysis, and (c) the measures of smartphone use adopted. The main limitation identified in the literature is that the reported associations cannot be given a causal interpretation. Based on the reviewed findings and limitations, directions for further research are discussed. [ABSTRACT FROM AUTHOR]

Previous literature has identified assortative mating as the most frequent deviation from random mating both in offline dating and on classic online dating websites. However, several recent studies have suggested that assortative mating is fading due to the advent of mobile dating apps. Therefore, in this study we examine whether preferences for assortative mating are still present on the most popular mobile dating app of the moment, Tinder. For this means, we analyze experimental and survey data on 7846 Tinder profile evaluations. We unambiguously find that Tinder users prefer a potential partner whom they perceive to be similar in the personality traits agreeableness and openness to experience. With respect to similarity in perceived age, we find either no assortment or positive assortment, depending on whether we condition on other participant characteristics. Finally, we do not find any evidence for preferences for assortative mating based on attractiveness. We examine heterogeneous preferences by the gender and age of the experiment participants. [ABSTRACT FROM AUTHOR]

The analysis of hiring penalties due to spelling errors has been restricted to white-collar occupations and error-laden resumes. Moreover, the mechanisms underlying these penalties remained unclear. To fill these gaps, we conducted a scenario experiment with 445 recruiters. Compared to error-free resumes, hiring penalties are inflicted for error-laden resumes (18.5 percent points lower interview probability) and resumes with fewer errors (7.3 percent points lower interview probability). Furthermore, we find heterogeneity in penalties inflicted. Half of the penalty can be explained by the perceptions that applicants making spelling errors have lower interpersonal skills (9.0%), conscientiousness (12.1%) and mental abilities (32.2%). [ABSTRACT FROM AUTHOR]

To study the causal impact of smartphone use on academic performance, we collected – for the first time worldwide – longitudinal data on students' smartphone use and educational performance. For three consecutive years, we surveyed all students attending classes in 11 different study programmes at two Belgian universities on general smartphone use and other drivers of academic achievement. These survey data were merged with the exam scores of these students. We analysed the resulting data by means of panel data random-effects estimation controlling for unobserved individual characteristics. A 1 SD increase in overall smartphone use results in a decrease of 0.349 points (out of 20) and a decrease of 2.616 percentage points in the fraction of exams passed. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to test hypotheses regarding the importance of employee preferences in explaining sticky floors, the pattern that women are, compared to men, less likely to start to climb the job ladder.Design/methodology/approach The authors use original data obtained using a survey and a vignette study in which participants had to score the likeliness with which they would accept job offers with different promotion characteristics.Findings The main findings are that young female professionals have a less pronounced preference for more demanding and less routinary jobs and that this effect is mediated by the greater risk aversion and anticipated gender discrimination among women. No gender differences were found in the relative likeliness to apply for jobs that involve a promotion in terms of job authority.Research limitations/implications The vignette method assumes that artificial settings with low stakes do not bias results. Another limitation follows from the focus on inter-organizational promotions among young professionals, which raises the question to what extent the results can be generalized to broader settings.Originality/value This paper contributes to the literature on gender differences in careers by measuring the impact of employee preferences on gender differences in career decisions. [ABSTRACT FROM AUTHOR]

Separate literatures have related volunteering to health gains and income gains. We study the association between volunteering, income and health within one statistical framework. A state-of-the-art mediation analysis is conducted on data concerning the health, volunteering and sociodemographic characteristics of 42926 individuals within 29 European countries. We find that volunteering is positively associated to self-rated health. This association is partially mediated by household income. [ABSTRACT FROM AUTHOR]

Burnout literature has primarily studied determinants and rehabilitation. Remarkably, ways to enable qualitative return to work after burnout are considered considerably less and were studied here. Specifically, building on the Job Demands-Resources model and Effort-Recovery model, this study investigated determinants of the quality of return to work. Hierarchical regression analyses were conducted to evaluate the quality of reintegration among 786 workers who were surveyed about their return to work after a burnout episode. Restarting work at a new employer and especially getting supervisor support appeared beneficial, whereas remaining burnout symptoms, stressors in one's private environment and – mostly – neuroticism hampered the quality of return to work. Given the high prevalence and important costs burnout entails, primary prevention alone proves insufficient. Current study findings inform on how to optimize the quality of reintegration in the workplace after a burnout episode, demonstrating that supportive managers and inclusive workplaces (i.e., open to hire applicants with a burnout history) are important levers for qualitative return to work, next to ensuring workers are not (so much) impaired by their burnout rest symptoms. Reintegration trajectories after burnout should not only be evaluated by sick leave duration but also by the clients' subjective experience of quality of return to work. Rehabilitation professionals should ensure clients prepare return to work early so they return timely and are not (so much) impaired by their burnout rest symptoms. Rehabilitation professionals should propose reorientation towards a new employer in case of irreversible work ability problems at the current workplace. The clients' current work situation should allow for sufficient supervisor social support. Also stressors in private life (like divorce) and personality characteristics (like neuroticism) should be considered as they may hamper quality of return to work. [ABSTRACT FROM AUTHOR]

This study is the first in the world to investigate the expected impact of the COVID-19 crisis on career outcomes and career aspirations. To this end, high-quality survey research with a relevant sample of Flemish (Belgian) employees was conducted. About 21% of them fear losing their jobs due to the crisis—14% are concerned that they will even lose their jobs in the near future. In addition, 26% expect to miss out on promotions that they would have received had the COVID-19 crisis not occurred. This fear of a negative impact is higher in vulnerable groups, such migrants. In addition, we observe that many respondents believe they will look at the labour market differently and will have different work-related priorities in the future. In this respect, more than half of the respondents indicate that they have attached more importance to working conditions and work-life balance since the COVID-19 crisis. [ABSTRACT FROM AUTHOR]

The negative consequences of deteriorated sleep have been widely acknowledged. Therefore, research on the determinants of poor sleep is crucial. A factor potentially contributing to poor sleep is the use of a smartphone. This study aims to measure the association between overall daily smartphone use and both sleep quality and sleep duration. To this end, we exploit data on 1,889 first‐year university students. Compared with previous research we control for a large set of observed confounding factors. Higher overall smartphone use is associated with lower odds of experiencing a good sleep. In addition, we explore heterogeneous differences by socioeconomic factors not yet investigated. We find that the negative association between smartphone use and sleep quality is mainly driven by female participants. [ABSTRACT FROM AUTHOR]

• Apprenticeships lead to short-term labour market advantages. • These advantages fade out over time. • Advantages are higher for apprenticeship programmes with more in-field training. This study examines the impact of enrolling into dual apprenticeship programmes during secondary education on six early employment outcomes. Our contribution to the literature is threefold. First, we apply a method that has rarely been used in this literature to control for potential selection biases. Second, this method allows us to distinguish between the programmes' direct effect (conditional on educational achievement) and indirect effect (via educational achievement) on labour market outcomes. Third, we examine the impact of two distinct dual apprenticeship programmes in a novel setting: Flanders (Belgium). We find evidence for short-term labour market advantages only for the programme with the most days of on-the-job training, which fade out quickly over time. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender men. Design/methodology/approach: The authors conduct a scenario experiment with final-year business students in which fictitious hiring decisions are made about transgender or cisgender male job candidates. More importantly, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed using a bivariate analysis. Additionally, a multiple mediation model is run. Findings: Suggestive evidence is found for co-worker and customer taste-based discrimination, but not for employer taste-based discrimination. In addition, results show that transgender men are perceived as being in worse health, being more autonomous and assertive, and have a lower probability to go on parental leave, compared with cisgender men, revealing evidence for (positive and negative) statistical discrimination. Social implications: Targeted policy measures are needed given the substantial labour market discrimination against transgender individuals measured in former studies. However, to combat this discrimination effectively, one needs to understand its underlying mechanisms. This study provides the first comprehensive exploration of these mechanisms. Originality/value: This study innovates in being one of the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender men. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals. [ABSTRACT FROM AUTHOR]

• Women on Tinder are more selective than men on Tinder. • Women on Tinder have a preference for highly educated men. • Men on Tinder are not intimidated by highly educated women.* • On Tinder, preferences for educational assortative mating are absent. In this study, we examine the impact of an individual's education level on her/his mating success on the mobile dating app Tinder. To do so, we conducted a field experiment on Tinder in which we collected data on 3,600 profile evaluations. In line with previous research on mating preferences from multiple fields, our results indicate a heterogeneous effect of education level by gender: while women strongly prefer a highly educated potential partner, this hypothesis is rejected for men. In contrast with recent influential studies from the field of economics, we do not find any evidence that men would have an aversion to a highly educated potential partner. Additionally, in contrast with most previous research – again from multiple fields – we do not find any evidence for preferences for educational assortative mating, i.e. preferring a partner with a similar education level. [ABSTRACT FROM AUTHOR]

Recent figures show that discrimination in healthcare is still persistent in the European Union. Research has confirmed these results but focused mainly on the outcomes of perceived discrimination. Studies that take into account socioeconomic determinants of discrimination limit themselves to either ethnicity, income or education. This article explores the influence of several socioeconomic indicators (e.g. gender, age, income, education and ethnicity) on perceived discrimination in 30 European countries. Data from the QUALICOPC study were used. These data were collected between October 2011 and December 2013 in the participating countries. In total, 7183 GPs (general practitioners) and 61932 patients participated in the study, which had an average response rate of 74.1%. Data collection was co-ordinated by NIVEL (Dutch Institute for Research of Health Care). Bivariate binomial logistic regressions were used to estimate the impact of each socioeconomic indicator on perceived discrimination. Multivariate logistic regressions were used to estimate the unique effect of each indicator. Results indicate that in Europe, overall 7% of the respondents felt discriminated, ranging between 1.4% and 12.8% at the country level. With regard to socioeconomic determinants in perceived discrimination, income and age are both important indicators, with lower income groups and younger people having a higher chance to feel discriminated. In addition, we find significant influences of education, gender, age and ethnicity in several countries. In most countries, higher educated people, older people, women and the indigenous population appeared to feel less discriminated. In conclusion, perceived discrimination in healthcare is reported in almost all European countries, but there is large variation between European countries. A high prevalence of perceived discrimination within a country also does not imply a correlation between socioeconomic indicators and perceived discrimination. [ABSTRACT FROM AUTHOR]

We investigate how the goal-scoring probability in international club soccer evolves after player substitutions. To this end, we analyse rich data concerning 2,025 recent soccer games played in the two most prestigious club soccer competitions, i.e. the UEFA Champions League and the UEFA Europa League. As first in the literature, we control for within-game dynamics by applying a minute-by-minute bivariate probit approach. We find that teams experience increased goal-scoring probabilities after their first and second substitution and a decreased probability of scoring after the three substitutions made by their opponent. This association is less distinct during the first 3 mins after the substitution, which is consistent with difficulties to adapt to (i) the game intensity by the substitute player or (ii) tactical changes by the entire team. Furthermore, we find that the change in the goal-scoring probability is substantially bigger if the team is losing at the moment of the substitution. [ABSTRACT FROM AUTHOR]

• In line with previous studies finding a positive relation between student employment and labour market outcomes, we find that student work increases both the probability of being invited for a job interview and the probability of being hired for the job. • Including a student job on one's résumé always signals a better work attitude, a larger sense of responsibility, more maturity, an increased motivation, and a larger social capital. • On the other hand, we find that student employment does not signal more knowledge, and especially not when this student employment was performed during the academic year. • Moreover, only student work in line with one's field of study is a positive signal of increased skills and trainability. Due to the prevalence and important consequences of student work, the topic has seen an increased interest in the literature. However, to date the focus has been solely on measuring the effect of student employment on later labour market outcomes, relying on signalling theory to explain the observed effects. In the current study, we go beyond measuring the effect of student work and we examine for the first time what exactly is being signalled by student employment. We do this by means of a vignette experiment in which we ask 242 employers to evaluate a set of five fictitious profiles. Whereas all types of student work signal a better work attitude, a larger social network, a greater sense of responsibility, an increased motivation, and more maturity, only student employment in line with a job candidate's field of study is a signal of increased human capital and increased trainability. [ABSTRACT FROM AUTHOR]