Jan Sauermann is associate professor at the Swedish Institute for Social Research (SOFI) at Stockholm University. He obtained his PhD in economics from the Research Centre for Education and the Labour Market (ROA) at Maastricht University in 2013. He joined IZA as a Research Affiliate in November 2011, and is also affiliated with ROA, and the Center for Corporate Performance (CCP), Copenhagen.

Jan's research interests are centred around learning and incentives in the workplace, origins and consequences of course choice in education, and gender differences.

Jan joined IZA as a Research Affiliate in November 2011 and became a Research Fellow in July 2017.

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Publications

IZA Discussion Paper No. 11000
accepted for publication: Journal of the European Economic Association

This paper provides new evidence on gender bias in teaching evaluations. We exploit a quasi-experimental dataset of 19,952 student evaluations of university faculty in a context where students are randomly allocated to female or male instructors. Despite the fact that neither students' grades nor self-study hours are affected by the...

IZA Discussion Paper No. 10722
published in: Labour Economics, 2017, 47, 96-106

This paper studies the link between working hours and productivity using daily information on working hours and performance of a sample of call centre agents. We exploit variation in the number of hours worked by the same employee across days and weeks due to central scheduling, enabling us to estimate...

IZA Discussion Paper No. 10611
published in: Journal of Behavioral and Experimental Economics, 2017, 68, 18-24

The Dunning–Kruger effect states that low performers vastly overestimate their performance while high performers more accurately assess their performance. Researchers usually interpret this empirical pattern as evidence that the low skilled are vastly overconfident while the high skilled are more accurate in assessing their skill. However, measurement error alone can...

IZA Discussion Paper No. 9179

Workers' reciprocal behavior is one argument used to explain why firms invest in employee human capital. We explore the relation between firm-sponsored training and reciprocity by providing evidence that workers reciprocate employer training investments by making greater effort. Using a field experiment with random assignment to a training program, we...

IZA Discussion Paper No. 8857
published in: Journal of Economic Surveys, 2016, 30 (4), 679-695

This paper surveys the empirical literature on the behavior of referees in professional football and other sports. Referees are typically appointed by a principal to be impartial, especially when unbiased referee judgment is vital for the accomplishment of the principal's objective. Answering whether referees make biased decisions and understanding the...

IZA Discussion Paper No. 6164

In this paper, we estimate tenure-performance profiles using unique panel data that contain detailed information on individual workers' performance. We find that a 10 per cent increase in tenure leads to an increase in performance of 5.5 per cent of a standard deviation. This translates to an average performance increase...

IZA Discussion Paper No. 5976

This paper analyses the effects of work-related training on worker productivity. To identify the causal effects from training, we combine a field experiment that randomly assigns workers to treatment and control groups with panel data on individual worker performance before and after training. We find that participation in the training...

IZA Discussion Paper No. 4870
Lex Borghans, Margo Romans, Jan Sauermann

Conferences are an important element in the work of researchers, requiring substantial investments in fees, travel expenses and the time spent by the participants. The aim of this paper is to identify the preferences of participants with respect to conference characteristics. Based on a sample of European labour economists, preferences...

IZA Discussion Paper No. 4268
published in: Economics of Innovation and New Technology, 2010, 19(5), 407-421

Using a dataset of science and engineering graduates from 12 European countries, we analyse the determinants of labour migration after graduation. We find that not only wage gains are driving the migration decision, but also differences in labour market opportunities, past migration experience, and international student exchange are strong predictors...

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