In this study, we analyze the connection between a person's sport-participation and reported subjective health. We hypothesize that this relationship may be affected by educational attainment, economic deprivation and work-family load in two manners. First, these resources may function as common determinants of health and sports participation causing a spurious effect. Moreover, they may moderate this relationship as physical activity might be more beneficial for groups that experience a lack of resources. Our second goal is to study differences between people, and also to investigate developments within individuals' life courses. In doing so, a stronger claim on causation is feasible. The NEtherlands Longitudinal Lifecourse Study (NELLS) 2009/2013 on the Dutch population of 15-45 years is used to test our hypotheses with cross-sectional and fixed effects models. Our results show that men and women who have a higher sports frequency report better subjective health, but for women differences in subjective health are partially explained by education, economic deprivation and work-family load. We hardly find moderating effects of these particular resources. This underscores that sport participation is beneficial among members of all educational groups, with various work-family loads and for both people in wealth and poverty.

This study investigates whether female supervisors hold less traditional attitudes towards gender in business leadership than male supervisors and non-supervisors, and whether these attitudinal differences vary between countries. It uses the sociological notions of self-interest and exposure and a multilevel approach to advance and expand the investigation of gender attitudes in the domain of business leadership. Two recent waves of the World Values Survey (2005/2009; 2010/2014) for 22 OECD countries were analysed with multilevel logistic regression. Findings indicated less gender traditionalism among female supervisors and among people living in countries with a larger share of women in managerial positions and a less traditional normative climate towards working women. No such attitudinal differences between individuals were found when comparing countries with and without a national legislative gender quota policy. Finally, men’s attitudes towards gender traditionalism in business leadership appeared to be more susceptible to the country context than those of women.