The Role of Education in Selection and Allocation in the Labour Market: An Empirical Study in the Medical Field

Semeijn, Janjaap; Velden, R.K.W. van der; Heijke, J.A.M.; Vleuten, Cees van der; Boshuizen, Henny P. A.

doi:10.1080/09645290500252084

Cited by 5 publications

(4 citation statements)

References 26 publications

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“…These programs are comprised of thousands of physicians over the thirteen years considered, however, and the results are robust to the particular set of physicians at any given time. One reason to believe that there may be wider applicability is that Program A's parent Second, variations in delivery of health care can be explained both by differences in the selectivity of the programs and clinical training during residency (Weiss, 1995;Semeijn et al, 2005). It is difficult to separate the two effects here, but it appears that the training is qualitatively similar.…”

Section: E2 Limitationsmentioning

confidence: 60%

Returns to physician human capital: Evidence from patients randomized to physician teams

Doyle¹,

Ewer

Wagner

2010

Journal of Health Economics

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Physicians play a major role in determining the cost and quality of healthcare, yet estimates of these effects can be confounded by patient sorting. This paper considers a natural experiment where nearly 30,000 patients were randomly assigned to clinical teams from one of two academic institutions. One institution is among the top medical schools in the U.S., while the other institution is ranked lower in the distribution. Patients treated by the two programs have similar observable characteristics and have access to a single set of facilities and ancillary staff. Those treated by physicians from the higher-ranked institution have 10-25% less expensive stays than patients assigned to the lower-ranked institution. Health outcomes are not related to the physician team assignment. Cost differences are most pronounced for serious conditions, and they largely stem from diagnostic-testing rates: the lower-ranked program tends to order more tests and takes longer to order them. JEL Classifications: I12; J24The authors would like to thank

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Section: E2 Limitationsmentioning

confidence: 60%

Returns to physician human capital: Evidence from patients randomized to physician teams

Doyle¹,

Ewer

Wagner

2010

Journal of Health Economics

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“…The two teams are composed of medical students, residents and attending physicians, but the residents serve the role of primary physician and thus their actions are most likely to contribute the bulk of any differences. Among residency programs, variations in delivery of health care can be explained both by differences in the quality of physicians accepted into the programs and in the quality of clinical training they receive during residency (Weiss, 1995;Semeijn et al, 2005). While it is not possible to separate the two, program curriculum, teaching philosophy and approach to clinical care are generally similar between the two institutions, and it is likely that differences in initial human capital levels account for a significant portion of any observed differences in health care delivery.…”

Section: Introductionmentioning

confidence: 99%

Returns to Physician Human Capital: Analyzing Patients Randomized to Physician Teams

Doyle¹,

Ewer²,

Wagner³

2008

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for helpful comments and insights. We also greatly benefited from the efficient programming of Andrew Siroka. All remaining errors are our own. The views expressed herein are those of the author(s) and do not necessarily reflect the views of the National Bureau of Economic Research. NBER working papers are circulated for discussion and comment purposes. They have not been peerreviewed or been subject to the review by the NBER Board of Directors that accompanies official NBER publications.

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“…The screening or signaling hypothesis (Spence, 1974;Thurow, 1975) posits that employers look for surrogate measures or signals about applicants' underlying learning ability and amount of education can serve as a signal of this ability. Thus, for positions where the applicant will need to acquire additional specialty training, employers may look for the candidate with the best learning or training ability (Semeijn et al, 2005). As a result, the greater an individual's education, the greater the perceived learning or training ability.…”

Section: Attributes Of the Overqualified Individualmentioning

confidence: 99%

Overqualified? A conceptual model of managers’ perceptions of overqualification in selection decisions

2014

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Purpose – The purpose of this paper is to present a conceptual model for conducting research on how human resource and hiring managers form impressions of overqualified individuals and how these impressions affect their treatment of overqualified individuals during selection decisions. Design/methodology/approach – Given the central role of psychological processes within the proposed model, this conceptual paper builds on a social cognition approach. Findings – The proposed model consists of seven primary factors that can help propel research that is dynamic and contextually driven: attributes of the overqualified individual; job attributes; observers’ cognitive overqualification schemas; observers’ attitudes; observers’ categorization processes; the organizational context; and individual factors, all of which influence the observers’ treatment of overqualified individuals. Originality/value – Most research has focussed on individual-level outcomes of overqualification such as job satisfaction, turnover intentions, and physical and psychological health, while overlooking how organizational decision makers perceive overqualification and how this subsequently affects the likelihood of individuals being selected for an interview. Given the global growth in the number of overqualified workers, understanding antecedents and correlates of overqualification and how these affect organizational selection decisions is a pressing need. The proposed model outlines several factors that can help us better understand the phenomenon of overqualification.

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The Role of Education in Selection and Allocation in the Labour Market: An Empirical Study in the Medical Field

Cited by 5 publications

References 26 publications

Returns to physician human capital: Evidence from patients randomized to physician teams

Returns to physician human capital: Evidence from patients randomized to physician teams

Returns to Physician Human Capital: Analyzing Patients Randomized to Physician Teams

Overqualified? A conceptual model of managers’ perceptions of overqualification in selection decisions

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