We hire 1,800 Indian gig economy workers for a real-effort transcription task and randomize the gender of the (fictitious) manager as well as the delivery of performance feedback. We find that negative feedback (i.e. criticism) leads to moderate deterioration in worker attitudes, but it increases effort provision in both mandatory and voluntary tasks. By contrast, praise affects neither attitudes nor effort provision. Importantly, feedback effects do not vary between workers assigned to female and male managers. Consistent with this finding, there is no evidence for attention discrimination towards female managers, implicit gender bias, or gendered expectations among workers. By contrast, Abel (2019) employs the same research design in the U.S. and finds substantial gender discrimination and no effect of feedback on effort. This highlights that the effects of feedback and manager gender vary across different contexts.
{"title":"The Effect of Manager Gender and Performance Feedback: Experimental Evidence from India","authors":"M. Abel, Daniel Z. Buchman","doi":"10.2139/ssrn.3730469","DOIUrl":"https://doi.org/10.2139/ssrn.3730469","url":null,"abstract":"We hire 1,800 Indian gig economy workers for a real-effort transcription task and randomize the gender of the (fictitious) manager as well as the delivery of performance feedback. We find that negative feedback (i.e. criticism) leads to moderate deterioration in worker attitudes, but it increases effort provision in both mandatory and voluntary tasks. By contrast, praise affects neither attitudes nor effort provision. Importantly, feedback effects do not vary between workers assigned to female and male managers. Consistent with this finding, there is no evidence for attention discrimination towards female managers, implicit gender bias, or gendered expectations among workers. By contrast, Abel (2019) employs the same research design in the U.S. and finds substantial gender discrimination and no effect of feedback on effort. This highlights that the effects of feedback and manager gender vary across different contexts.","PeriodicalId":331900,"journal":{"name":"IZA Institute of Labor Economics Discussion Paper Series","volume":"20 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132288169","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Macarena Kutscher, Shanjukta Nath, Sergio S. Urzúa
This paper investigates whether centralized admissions systems can alter school segregation. We take advantage of the largest school-admission reform implemented to date: Chile's SAS, which in 2016 replaced the country's decentralized system with a Deferred Acceptance algorithm. We exploit its incremental implementation and employ a Difference-in-Difference design. Using rich administrative student-level records, we find the effect of SAS critically depends on pre-existing levels of residential segregation and local school supply. For instance, districts with prominent provision of private education experience an uptick in school segregation due to SAS. Migration of high-SES students to private schools emerges as a key driver.
{"title":"Centralized Admission Systems and School Segregation: Evidence from a National Reform","authors":"Macarena Kutscher, Shanjukta Nath, Sergio S. Urzúa","doi":"10.2139/ssrn.3614253","DOIUrl":"https://doi.org/10.2139/ssrn.3614253","url":null,"abstract":"This paper investigates whether centralized admissions systems can alter school segregation. We take advantage of the largest school-admission reform implemented to date: Chile's SAS, which in 2016 replaced the country's decentralized system with a Deferred Acceptance algorithm. We exploit its incremental implementation and employ a Difference-in-Difference design. Using rich administrative student-level records, we find the effect of SAS critically depends on pre-existing levels of residential segregation and local school supply. For instance, districts with prominent provision of private education experience an uptick in school segregation due to SAS. Migration of high-SES students to private schools emerges as a key driver.","PeriodicalId":331900,"journal":{"name":"IZA Institute of Labor Economics Discussion Paper Series","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114273006","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-04-01DOI: 10.35188/UNU-WIDER/2021/965-5
Simone Schotte, Michael Danquah, R. Osei, K. Sen
In this paper, we provide causal evidence of the impact of stringent lockdown policies on labour market outcomes at both the extensive and intensive margins, using Ghana as a case study. We take advantage of a specific policy setting, in which strict stay-at-home orders were issued and enforced in two spatially delimited areas, bringing Ghana’s major metropolitan centres to a standstill, while in the rest of the country less stringent regulations were in place. Using a difference-in-differences design, we find that the three-week lockdown had a large and significant immediate negative impact on employment in the treated districts, particularly among workers in informal self-employment. While the gap in employment between the treated and control districts had narrowed four months after the lockdown was lifted, we detect a persistent nationwide impact on labour market outcomes, jeopardizing particularly the livelihoods of small business owners mainly operating in the informal economy.
{"title":"The Labour Market Impact of COVID-19 Lockdowns: Evidence from Ghana","authors":"Simone Schotte, Michael Danquah, R. Osei, K. Sen","doi":"10.35188/UNU-WIDER/2021/965-5","DOIUrl":"https://doi.org/10.35188/UNU-WIDER/2021/965-5","url":null,"abstract":"In this paper, we provide causal evidence of the impact of stringent lockdown policies on labour market outcomes at both the extensive and intensive margins, using Ghana as a case study. We take advantage of a specific policy setting, in which strict stay-at-home orders were issued and enforced in two spatially delimited areas, bringing Ghana’s major metropolitan centres to a standstill, while in the rest of the country less stringent regulations were in place. Using a difference-in-differences design, we find that the three-week lockdown had a large and significant immediate negative impact on employment in the treated districts, particularly among workers in informal self-employment. While the gap in employment between the treated and control districts had narrowed four months after the lockdown was lifted, we detect a persistent nationwide impact on labour market outcomes, jeopardizing particularly the livelihoods of small business owners mainly operating in the informal economy.","PeriodicalId":331900,"journal":{"name":"IZA Institute of Labor Economics Discussion Paper Series","volume":"18 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126759927","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We develop a theoretical framework to analyze the effects of immigration on native job amenities, focusing on work schedules. Immigrants have a comparative advantage in production at, and lower disamenity cost for nighttime work, which leads them to disproportionately choose nighttime employment. Because day and night tasks are imperfect substitutes, the relative price of day tasks increases as their supply becomes relatively more scarce. We provide empirical support for our theory. Native workers in local labor markets that experienced higher rates of immigration are more likely to work day shifts and receive a lower compensating differential for nighttime work.
{"title":"Immigration and Work Schedules: Theory and Evidence","authors":"Timothy N. Bond, Osea Giuntella, Jakub Lonsky","doi":"10.2139/ssrn.3602412","DOIUrl":"https://doi.org/10.2139/ssrn.3602412","url":null,"abstract":"We develop a theoretical framework to analyze the effects of immigration on native job amenities, focusing on work schedules. Immigrants have a comparative advantage in production at, and lower disamenity cost for nighttime work, which leads them to disproportionately choose nighttime employment. Because day and night tasks are imperfect substitutes, the relative price of day tasks increases as their supply becomes relatively more scarce. We provide empirical support for our theory. Native workers in local labor markets that experienced higher rates of immigration are more likely to work day shifts and receive a lower compensating differential for nighttime work.","PeriodicalId":331900,"journal":{"name":"IZA Institute of Labor Economics Discussion Paper Series","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121384314","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Using data from British cohorts born in 1958 and 1970, we used quantile regression to investigate the impact of ‘mild’ and ‘severe’ teenage conduct problems on months spent in paid employment or paid employment, education, and training (EET) between ages 17 and 42. Those with conduct problems spent significantly less time in employment or EET by age 42. The penalty grows in one’s 20s and tends to persist thereafter. Among men, the participation gap was greatest among those with ‘severe’ teenage conduct problems and among those in the lower half of the participation distribution. There was no participation penalty arising from teenage conduct problems among the older generation of men in the top quartile of the participation distribution. Among women, conduct problems were associated with less time in employment and EET across the whole distribution of the participation distribution, and these penalties were greatest for women in the younger 1970 cohort.
{"title":"Teenage Conduct Problems: A Lifetime of Disadvantage in the Labour Market?","authors":"S. Parsons, A. Bryson, A. Sullivan","doi":"10.2139/ssrn.3900878","DOIUrl":"https://doi.org/10.2139/ssrn.3900878","url":null,"abstract":"\u0000 Using data from British cohorts born in 1958 and 1970, we used quantile regression to investigate the impact of ‘mild’ and ‘severe’ teenage conduct problems on months spent in paid employment or paid employment, education, and training (EET) between ages 17 and 42. Those with conduct problems spent significantly less time in employment or EET by age 42. The penalty grows in one’s 20s and tends to persist thereafter. Among men, the participation gap was greatest among those with ‘severe’ teenage conduct problems and among those in the lower half of the participation distribution. There was no participation penalty arising from teenage conduct problems among the older generation of men in the top quartile of the participation distribution. Among women, conduct problems were associated with less time in employment and EET across the whole distribution of the participation distribution, and these penalties were greatest for women in the younger 1970 cohort.","PeriodicalId":331900,"journal":{"name":"IZA Institute of Labor Economics Discussion Paper Series","volume":"34 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129208400","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Using a large sample of 1,120 twins, we estimated the heritability of trust using four distinct measures of trust – domain-specific political trust, general self-reported trust, and incentivized behavioral trust and trustworthiness. Our results highlight the importance of measuring trust in a context because its heritability differs substantially across the four measures, from 0% to 37%. Moreover, we provide the first evidence on the heritability of political trust which we estimate to be 37%. Furthermore, like the heritability, the environmental correlates of trust also vary across the different measures with political trust having the largest set of environmental covariates. The perceptions of COVID-19 health and income risks are among the unique correlates of political trust, with participants who are more worried about financial and health consequences of COVID-19, trusting politicians less, stressing the importance of trust in political leaders during a health crisis.
{"title":"The Heritability of Trust and Trustworthiness Depends on the Measure of Trust","authors":"N. Kettlewell, Agnieszka Tymula","doi":"10.2139/ssrn.3932677","DOIUrl":"https://doi.org/10.2139/ssrn.3932677","url":null,"abstract":"Using a large sample of 1,120 twins, we estimated the heritability of trust using four distinct measures of trust – domain-specific political trust, general self-reported trust, and incentivized behavioral trust and trustworthiness. Our results highlight the importance of measuring trust in a context because its heritability differs substantially across the four measures, from 0% to 37%. Moreover, we provide the first evidence on the heritability of political trust which we estimate to be 37%. Furthermore, like the heritability, the environmental correlates of trust also vary across the different measures with political trust having the largest set of environmental covariates. The perceptions of COVID-19 health and income risks are among the unique correlates of political trust, with participants who are more worried about financial and health consequences of COVID-19, trusting politicians less, stressing the importance of trust in political leaders during a health crisis.","PeriodicalId":331900,"journal":{"name":"IZA Institute of Labor Economics Discussion Paper Series","volume":"161 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-09-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133432695","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We use a new Australian longitudinal income tax dataset, Alife, covering 1991–2017, to examine levels and trends in the persistence in top-income group membership, focussing on the top 1%. We summarize persistence in multiple ways, documenting levels and trends in rates of remaining in top-income groups; re-entry to the top; the income changes associated with top-income transitions; and we also compare top-income persistence rates for annual and ‘permanent’ incomes. Regardless of the perspective taken, top-income persistence increased markedly over the period, with most of the increase occurring in the mid-2000s and early 2010s. In the mid- to late-2010s, Australian top-income persistence rates appear to have been near the top of the range of tax-data estimates for other countries. Using univariate breakdowns and multivariate regression, we show that the rise in top-income persistence in Australia was experienced by many population subgroups. (Stone Center on Socio-Economic Inequality Working Paper)
{"title":"Rising Top-Income Persistence in Australia: Evidence from Income Tax Data","authors":"N. Hérault, D. Hyslop, S. Jenkins, R. Wilkins","doi":"10.2139/ssrn.3938572","DOIUrl":"https://doi.org/10.2139/ssrn.3938572","url":null,"abstract":"We use a new Australian longitudinal income tax dataset, Alife, covering 1991–2017, to examine levels and trends in the persistence in top-income group membership, focussing on the top 1%. We summarize persistence in multiple ways, documenting levels and trends in rates of remaining in top-income groups; re-entry to the top; the income changes associated with top-income transitions; and we also compare top-income persistence rates for annual and ‘permanent’ incomes. Regardless of the perspective taken, top-income persistence increased markedly over the period, with most of the increase occurring in the mid-2000s and early 2010s. In the mid- to late-2010s, Australian top-income persistence rates appear to have been near the top of the range of tax-data estimates for other countries. Using univariate breakdowns and multivariate regression, we show that the rise in top-income persistence in Australia was experienced by many population subgroups. (Stone Center on Socio-Economic Inequality Working Paper)","PeriodicalId":331900,"journal":{"name":"IZA Institute of Labor Economics Discussion Paper Series","volume":"276 ","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-09-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133523245","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Yiming Cao, B. Enke, A. Falk, Paola Giuliano, Nathan Nunn
According to the widely known 'culture of honor' hypothesis from social psychology, traditional herding practices are believed to have generated a value system that is conducive to revenge-taking and violence. We test this idea at a global scale using a combination of ethnographic records, historical folklore information, global data on contemporary conflict events, and large-scale surveys. The data show systematic links between traditional herding practices and a culture of honor. First, the culture of pre-industrial societies that relied on animal herding emphasizes violence, punishment, and revenge-taking. Second, contemporary ethnolinguistic groups that historically subsisted more strongly on herding have more frequent and severe conflict today. Third, the contemporary descendants of herders report being more willing to take revenge and punish unfair behavior in the globally representative Global Preferences Survey. In all, the evidence supports the idea that this form of economic subsistence generated a functional psychology that has persisted until today and plays a role in shaping conflict across the globe.
{"title":"Herding, Warfare, and a Culture of Honor: Global Evidence","authors":"Yiming Cao, B. Enke, A. Falk, Paola Giuliano, Nathan Nunn","doi":"10.3386/w29250","DOIUrl":"https://doi.org/10.3386/w29250","url":null,"abstract":"According to the widely known 'culture of honor' hypothesis from social psychology, traditional herding practices are believed to have generated a value system that is conducive to revenge-taking and violence. We test this idea at a global scale using a combination of ethnographic records, historical folklore information, global data on contemporary conflict events, and large-scale surveys. The data show systematic links between traditional herding practices and a culture of honor. First, the culture of pre-industrial societies that relied on animal herding emphasizes violence, punishment, and revenge-taking. Second, contemporary ethnolinguistic groups that historically subsisted more strongly on herding have more frequent and severe conflict today. Third, the contemporary descendants of herders report being more willing to take revenge and punish unfair behavior in the globally representative Global Preferences Survey. In all, the evidence supports the idea that this form of economic subsistence generated a functional psychology that has persisted until today and plays a role in shaping conflict across the globe.","PeriodicalId":331900,"journal":{"name":"IZA Institute of Labor Economics Discussion Paper Series","volume":"40 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122218581","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Existing research has shown that job displacement leads to large and persistent earnings losses for men, but evidence for women is scarce. Using administrative data from Germany, we apply an event study design in combination with propensity score matching and a reweighting technique to directly compare men and women who are displaced from similar jobs and firms. Our results show that after a mass layoff, women's earnings losses are about 35% higher than men's, with the gap persisting five years after job displacement. This is partly explained by a higher propensity of women to take up part-time or marginal employment following job loss, but even full-time wage losses are almost 50% (or 5 percentage points) higher for women than for men. We then show that on the household level there is no evidence of an added worker effect, independent of the gender of the job loser. Finally, we document that parenthood magnifies the gender gap sharply: while fathers of young children have smaller earnings losses than men in general, mothers of young children have much larger earnings losses than other women.
{"title":"The Gender Gap in Earnings Losses after Job Displacement","authors":"H. Illing, Johannes F. Schmieder, Simon Trenkle","doi":"10.3386/w29251","DOIUrl":"https://doi.org/10.3386/w29251","url":null,"abstract":"Existing research has shown that job displacement leads to large and persistent earnings losses for men, but evidence for women is scarce. Using administrative data from Germany, we apply an event study design in combination with propensity score matching and a reweighting technique to directly compare men and women who are displaced from similar jobs and firms. Our results show that after a mass layoff, women's earnings losses are about 35% higher than men's, with the gap persisting five years after job displacement. This is partly explained by a higher propensity of women to take up part-time or marginal employment following job loss, but even full-time wage losses are almost 50% (or 5 percentage points) higher for women than for men. We then show that on the household level there is no evidence of an added worker effect, independent of the gender of the job loser. Finally, we document that parenthood magnifies the gender gap sharply: while fathers of young children have smaller earnings losses than men in general, mothers of young children have much larger earnings losses than other women.","PeriodicalId":331900,"journal":{"name":"IZA Institute of Labor Economics Discussion Paper Series","volume":"111 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121612360","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We evaluate the impact of a training program aimed at improving the relational atmosphere in the workplace. The program encourages prosocial behavior and the use of professional language, focusing primarily on leaders’ behavior and leader-subordinate interactions. We implement this program using a clustered randomized design involving over 3,000 headquarters employees of 20 large corporations in Turkey. We evaluate the program with respect to employee separation, pro- and antisocial behavior, the prevalence of support networks, and perceived workplace climate. We find that treated firms have a lower likelihood of employee separation at the leadership level, fewer employees lacking professional and personal help, and denser, less segregated support networks. We also find that employees in treated corporations are less inclined to engage in toxic competition, exhibit higher reciprocity toward each other, and report higher workplace satisfaction and a more collegial environment. The program’s success in improving leader-subordinate relationships emerges as a likely mechanism to explain these results. Treated subordinates report higher professionalism and empathy in their leaders and are more likely to consider their leaders as professional-support providers.
{"title":"Improving Workplace Climate in Large Corporations: A Clustered Randomized Intervention","authors":"Sule Alan, Gozde Corekcioglu, Matthias Sutter","doi":"10.2139/ssrn.3923565","DOIUrl":"https://doi.org/10.2139/ssrn.3923565","url":null,"abstract":"\u0000 We evaluate the impact of a training program aimed at improving the relational atmosphere in the workplace. The program encourages prosocial behavior and the use of professional language, focusing primarily on leaders’ behavior and leader-subordinate interactions. We implement this program using a clustered randomized design involving over 3,000 headquarters employees of 20 large corporations in Turkey. We evaluate the program with respect to employee separation, pro- and antisocial behavior, the prevalence of support networks, and perceived workplace climate. We find that treated firms have a lower likelihood of employee separation at the leadership level, fewer employees lacking professional and personal help, and denser, less segregated support networks. We also find that employees in treated corporations are less inclined to engage in toxic competition, exhibit higher reciprocity toward each other, and report higher workplace satisfaction and a more collegial environment. The program’s success in improving leader-subordinate relationships emerges as a likely mechanism to explain these results. Treated subordinates report higher professionalism and empathy in their leaders and are more likely to consider their leaders as professional-support providers.","PeriodicalId":331900,"journal":{"name":"IZA Institute of Labor Economics Discussion Paper Series","volume":"24 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126014340","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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