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Jan Sauermann

Institute for Evaluation of Labour Market and Education Policy (IFAU), Sweden, and IZA, Germany

I’m excited to contribute to the IZA World of Labor series. In my view, the articles provide a great opportunity for policymakers, researchers, and students to get an evidence-based, yet non-technical introduction to policy-relevant topics

IZA World of Labor role

Author

Current position

Associate Professor, Institute for Evaluation of Labour Market and Education Policy, Sweden

Research interest

Applied labor economics, economics of education, personnel economics, economics of gender, field experiments

Website

https://jansauermann.github.io/

Past positions

Associate Professor, Swedish Institute for Social Research (SOFI), Stockholm University, Sweden; Researcher, Research Centre for Education and the Labour Market (ROA), Maastricht University, the Netherlands

Qualifications

PhD Economics, Maastricht University, 2013

Selected publications

  • “The effect of employment protection on firms’ worker selection." Journal of Human Resources (Forthcoming) (with S. Butschek).

  • “Firm pay dynamics." Journal of Econometrics 233:2 (2023): 396–423 (with N. Engbom and C. Moser).

  • “Worker reciprocity and the returns to training: Evidence from a field experiment." Journal of Economics and Management Strategy (Forthcoming).

  • “Gender bias in teaching evaluations." Journal of the European Economic Association 17:2 (2019): 535–566 (with F. Mengel and U. Zölitz).

  • “Working hours and productivity." Labour Economics 47 (2017): 96–106 (with M. Collewet).

article(s)

  • Performance measures and worker productivity Updated

    Choosing the right performance measures can inform and improve decision-making in policy and management

    Jan Sauermann, April 2023
    Measuring workers’ productivity is important for public policy and private-sector decision-making. Due to the lack of a general measure that captures workers’ productivity, firms often use one- or multi-dimensional performance measures, which can be used, for example, to analyze how different incentive systems affect workers’ behavior. The public sector itself also uses measures to monitor and evaluate personnel, such as teachers. Policymakers and managers need to understand the advantages and disadvantages of the available metrics to select the right performance measures for their purpose.
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