Regularly varying probability densities

The convolution of regularly varying probability densities is proved asymptotic to their sum, and hence is also regularly varying. Extensions to rapid variation, O-regular variation, and other types of asymptotic decay are also given

Hiring discrimination against pro-union applicants: the role of union density and firm size

We study the causal impact of revealing pro-unionism during the recruitment stage on hiring chances. To this end, we conduct a randomised field experiment in the Belgian labour market. When matched with employer and sector data, the experimentally gathered data enable us to test the heterogeneity of discrimination against pro-union applicants by the union density in the sector and the size of the firm. We find that disclosure of pro-unionism affects hiring chances in a negative way and that – in line with our expectations based on the literature – this negative impact is stronger in highly unionised sectors

Een digitaal platform voor de neuropsychologische testpraktijk: www.howtotest.be

Het inzetten van psychologische tests in de hulpverlening is onontbeerlijk. Tests behoeden de hulpverlener niet alleen voor beoordelingsfouten, ze kunnen ook unieke informatie over de cliënt opleveren (Meyer et al., 2001). Een belangrijke voorwaarde is evenwel dat ze degelijke psychometrische kwaliteiten bezitten: een test dient minstens voldoende valide te zijn, een goede betrouwbaarheid te bezitten en over een aangepaste normering te beschikken. Deze en nog een aantal andere voorwaarden worden uitgetekend en bewaakt door internationale commissies, zoals de International Test Commission (ITC, 2013) en de European Federation of Professional Psychologists’ Association (EFPA; Evers et al., 2013)

Discriminating between alternative measures of overeducation

Five overeducation measures are evaluated empirically on the basis of encompassing tests. The measures are based on job analysis (JA), worker-assessment of the required level to do the job (WAd), worker-assessment of the required level to get the job (WAg), the mean educational level of realized matches (RMmn), and the modal level of realized matches (RMml). Over- and undereducation are linked to wages, job satisfaction, mobility and training participation. For none of the outcome variables, the JA model is encompassed by another model. Given the risk on systematic errors, this is a sufficient condition to prefer a carefully conducted JA to any other measure. The most reliable solution is to use the JA measure as an instrument for the WAd measure