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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]

Résumé: Cet article analyse l'attrait du télétravail par le biais d'une expérience d'enquête factorielle dans laquelle les salariés évaluent des offres d'emploi présentant des caractéristiques divergentes, incluant une large variation dans la possibilité de télétravailler. La relation entre la possibilité de télétravailler et l'attrait de l'emploi s'avère approximativement linéaire: 10 points de pourcentage supplémentaires d'heures de télétravail entraînent une augmentation de 2,2 points de pourcentage de l'attrait et, par conséquent, la volonté de renoncer à une augmentation de salaire de 2,2 points de pourcentage dans le nouvel emploi. La conception expérimentale permet également d'étudier de manière structurée et approfondie les mécanismes sous‐jacents et les modérateurs de cette relation. [ABSTRACT FROM AUTHOR]

We investigate whether vocationally and generally educated individuals differ in their on-the-job learning and how this difference evolves over the career. To this end, we exploit the European Skills and Jobs Survey dataset and rely on instrumental variable estimation. While our descriptive results suggest that workers with a vocational degree experience on average more learning, this conclusion largely changes once endogeneity is taken into account. First, we find that, immediately after graduation, workers with a vocational education are less likely to further improve their skills in their jobs. Second, while this gap in on-the-job learning gradually fades over time, it takes almost a full career to catch up in terms of further on-the-job learning with those with a general degree. Finally, the effects are driven by individuals residing in dual system countries and those with a programme involving workplace learning. We argue that these results are likely explained by a combination of compensating (because vocationally educated obtained their specific skills already during education) and complementary (because general skills lay down a foundation for further learning) effects. [ABSTRACT FROM AUTHOR]

The authors investigate whether the home advantage in soccer differs by various dimensions of distance between the (regions of the) home and away teams: geographical distance, climatic differences, cultural distance, and disparities in economic prosperity. To this end, the authors analyse 2,012 recent matches played in the UEFA Champions League and UEFA Europa League by means of several regression models. They find that when the home team plays at a higher altitude, they benefit substantially more from their home advantage. Every 100 meters of altitude difference is associated with an increase in expected probability to win the match, as the home team, by 1.1 percentage points. The other dimensions of distance are not significantly associated with a higher or lower home advantage. By contrast, the authors find that the home advantage in soccer is more outspoken when the number of spectators is higher and when the home team is substantially stronger than the away team.

Recent studies have explored hiring discrimination as an obstacle to former burnout patients. A substantial share of the burned-out working population, however, returns to the same employer, where they face an even more severe aftermath of burnout syndrome: promotion discrimination. To our knowledge, we are the first to directly address this issue. More specifically, we conducted a vignette experiment with 406 managers, testing the potential of the main burnout stigma theoretically described in the literature as potential mediators of promotion discrimination. Estimates reveal that compared to employees without an employment interruption, former burnout patients are assigned a 34 per cent lower promotion propensity score. Moreover, negative perceptions are associated with a history of job burnout. Four of these perceptions, namely lower leadership capacities, stress tolerance, abilities to take on an exemplary role, and chances of finding another job explain almost half the burnout effect on promotion propensities. [ABSTRACT FROM AUTHOR]

One of the potential avenues for former professional football players to pursue their career is to become a head coach of a club's first team. An important question is how to best prepare for such a reconversion. This letter is the first in the academic literature quantifying the association between success as a professional head coach and prior experience of former professional players as a youth coach, player-coach, head coach at a lower division, assistant coach, in other staff positions and in club management positions. Our regression analyses, based on unique coach career data, show a significant positive association for the jobs of assistant or youth coach. [ABSTRACT FROM AUTHOR]

Introducing a new method, we measure real estate agents' intentions to act upon a discriminatory request on the housing market. Our results show that realtors are willing to discriminate on request and that the method of mystery mails allows scholars to measure and contextualize these discriminatory intentions in a detailed and elaborate way. [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]

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