Virginie Pérotin, Professor of Economics at Leeds University Business School. The effect of employee empowerment on job satisfaction: An empirical analysis of the interplay of demands, control and equa.

Acta Sociologica Abstract Biased practices by employers have been suggested as one possible cause for the observed gender disparities in labor market outcomes. While US-based laboratory experiments show

European Sociological Review, 2017, Vol. 33, No. 3, 337–348 In research on fatherhood premiums and motherhood penalties in career-related outcomes, employers’ discriminatory behaviours are often argued

Labour market policies against the odds? Job finding among participants in ESF projects in comparison with the Public Employment Service

Research report 2014/1, 115 p. The European Social Fund (ESF) has complemented the Swedish Employment Service’s work assisting job seekers in finding new jobs, by financing projects specifically design

What significance does your name have for your chances of getting a job? We ask Moa Bursell, a sociologist and research leader at the Institute for Futures Studies, who has researched discrimination i

Venue: Institutet för framtidsstudier, Holländargatan 13, 4th floor, Stockholm, and online Research seminar with Oskar Nordström Skans, Professor of Economics, Uppsala University. REGISTERAbstractUsing g

Social Science Research, vol. 98 Abstract Advanced labor markets are typically stratified by origin with a majority ethnic group occupying more desirable (high-skilled) positions and subordinated ethnic choices reinforce these patterns. This would be the case if employers were more reluctant to hire subordinate minority job applicants for high-skilled positions than for low-skilled occupations. We use experimental correspondence audit data derived from 6407 job applications sent to job openings in the Swedish labor market, where the ‘foreignness’ of the job applicants has been randomly assigned to otherwise equally merited job applications. We find that negative discrimination of job applicants with ‘foreign’ names is very similar in the high-skilled and low-skilled segments of the labor market. There is no significant relative ethnic difference in chances of callbacks by skill level. Because baseline callback rates are higher in high-skilled occupations, discrimination however translates into a significantly larger percentage unit callback difference between ‘natives’ and ‘foreigners’ in these occupations, in particular between male job applicants. That is, the 

Research in Social Stratification and Mobility, Volume 71 AbstractSocial networks play an important role in the employer–worker match, and the social capital perspective has been used to understand how

Using employer-employee data covering the whole Swedish economy from 1986 to 2002, this paper examines how job- and worker flows have been distributed across age groups. It finds that the flows vary b

The paper examines how job- and worker flows have been distributed both on an aggregate level and across educational levels using employer-employee data covering the whole Swedish economy from 1986 to