occupational self selection a human capital approach to sex differences in occupational structure a rich and diverse literature exists concerning the distribution of labor incomes one approach namely that of human capital concentrates on lifetime accumulation paths of earnings capacity units human capital individual variations in human capital imply differences in earnings power thereby yielding strong implications concerning earnings distribution within a population despite its explanatory power the human capital model has been widely criticized one criticism centers on its inability to obtain inferences concerning occupational distribution the purpose of this paper is to alleviate at least some such criticism by applying the hedonic price approach so as to embed occupational choice into the human capital framework the significance is that neoclassical economic theory can be used to obtain implications concerning the determinants of occupational structure excerpt

a public choice model of trade union behaviour and membership it is commonly assumed in the microeconomic literature concerned with trade union behaviour that the union maximises an aggregate utility function defined over homogeneous individuals and that the level of membership is fixed the purpose of this paper is to relax these two assumptions it is suggested below that trade unions may usefully be treated as political organisations comprising heterogeneous individuals and that the effects of union wage policies on the level of membership should be explicitly incorporated into the model consider first the assumption that the union is a homogeneous organisation this is often a convenient simplification but observation of the behaviour and government of trade unions suggests it is hardly realistic trade unions in the united kingdom are large groups based on a complex organisational structure comprising an executive a shop steward system and a body of rank and file members once the union is considered as a complex organisation the question arises as to how members preferences are transmitted through the hierarchical levels each of which may have conflicting aims there are two polar theoretical approaches to this question in the industrial relations literature clegg i980 at one extreme unions are seen as oligarchies unresponsive to members wishes full time officials it is argued secure a monopoly of power to stay in office with the assistance of low membership participation and apathy at the other extreme unions are regarded as organisations which are quasi democratic due to the presence of informal parties or factions the growth of workplace organisation and the existence of voting and postal or workplace balloting these two polar approaches to trade unions as large organisations may be linked up to parallel economic analyses of organisations if it is believed that trade unions are oligarchies then it may be enlightening to apply to unions economic models of bureaucracy or models of the firm comprising both shareholders and management alternatively if it is believed that trade unions are democratic organisations then public choice behavioural models may be enlightening the public choice model is chosen in this paper in preference to modern theories of the firm or of bureaucracies because it is believed that the public choice model represents a closer first approximation to trade union behaviour in the united kingdom although of course some particular unions may better fit the oligarchic model the second major concern of this paper is to relax the assumption of a fixed level of union membership the use of a fixed membership assumption in the

the gender gap in early career wage growth in the uk the gender pay gap on entry to the labour market is approximately zero but ten years after labour market entry there is a gender wage gap of almost 25 log points this article explores the reason for this gender gap in early career wage growth considering three main hypotheses human capital job shopping and psychological theories human capital factors can explain about 11 log points job shopping about 1 5 log points and the psychological theories up to 4 5 log points depending on the specification but a substantial unexplained gap remains women who have continuous full time employment have had no children and express no desire to have them earn about 8 log points less than equivalent men after 10 years in the labour market

optimal bidding in auctions from a game theory perspective abstract the game theoretic perspective in auction bidding has provided a powerful normative framework for the analysis of auctions and it has generated an impressive volume of research contributions tracing this research we review key recent advances which have greatly expanded our understanding of the operation of auctions and produced a more accurate analysis of mechanism design and optimal bidding we follow various experimental studies which have shown that the predictive power of auction theory remains in many cases limited for this reason we concentrate on research themes which enhance the applicability of auction theory leading to more realistic descriptions of bidding behaviors we identify important innovations which expand the environment of auction bidding and carry us beyond rational decision making we conclude providing directions of future research and discussing their implications

tournaments without prizes evidence from personnel records we use a quasi experimental research design to study the effect of giving workers feedback on their relative performance the setting is a firm in which workers are paid piece rates and where for exogenous reasons management begins to reveal to workers their relative position in the distribution of pay and productivity we find that merely providing this information leads to a large and long lasting increase in productivity that is costless to the firm our findings are consistent with the interpretation that workers incipient concerns about their relative standing are activated by information about how they are performing relative to others this paper was accepted by olav sorenson organizations

a dynamic model of trade union behaviour this paper constructs a dynamic model of trade union behavior in which union membership is endogenous unemployed workers are assumed to leave their union as they seem to in reality and the union must therefore solve an intertemporal optim ization problem the results imply that conventional static models ov erstate the distortions caused by monopoly unionism and that the rece nt empirical mod els of union behavior may be misspecified the paper s analysis can be seen as an attempt to construct a model of the pos t entry closed shop copyright 1987 by the review of economic studies limited

effectiveness of r d subsidies a sceptical note on the empirical literature abstract in previous literature the impact of r d subsidies on firms technology efforts is analysed mainly with two different methods by interviewing managers in subsidised firms and by measuring statistical covariation between r d efforts and subsidies interview studies normally indicate that subsidies have been rather inefficient in econometric studies the endogeneity of subsidies may have biased the results but when this problem is avoided the results are consistent with interview studies

the effects of competition and equal treatment laws on gender wage differentials discrimination if it is inefficient can be eliminated by competition in most countries it is also forbidden by law this paper evaluates the influence of economic and legal factors on the portion of male female wage differentials that is not explained by other worker characteristics and may be due to discrimination we use a new international data set of suitable gender wage gap measures constructed from the results of existing studies meta analysis of the data shows that increased competition and adoption of international conventions concerning equal treatment laws both reduce gender wage gaps while legislation that prevents women from performing strenuous or dangerous jobs tends to increase it doris weichselbaumer and rudolf winter ebmer

hormonal contraceptives do not impact economic preferences evidence from a randomized trial a growing body of correlational studies suggests that sex hormones such as those contained in or affected by oral contraceptives ocs may impact economic behavior however despite widespread use of ocs among women in western countries little is known about their potential behavioral effects the present study investigates whether ocs causally influence economic preferences we randomly allocate 340 women aged 18 35 to three months of a widely used oc or placebo treatment at the end of treatment we conduct an economic experiment measuring altruism financial risk taking and willingness to compete the statistical power is 80 to detect an effect size equal to a cohen s d of 0 30 at the 5 level we find no significant effects of ocs on any of the measured preferences indicating that this widely used oc treatment commonly used throughout the world does not significantly affect the measured economic preferences further we find no relation between menstrual cycle phase and economic preferences in

the technological competencies of the world s largest firms complex and path dependent but not much variety firm specific technological competencies help explain why firms are different how they change over time and whether or not they are capable of remaining competitive data on more than 400 of the world s largest firms show that their technological competencies have the following characteristics 1 1 they are typically multi field and becoming more so over time with competencies ranging beyond their product range in technical fields outside their distinctive core 2 2 they are highly stable and differentiated with both the technology profile and the directions of localised search strongly influenced by firms principal products 3 3 the rate of search is influenced by both the firm s principal products and the conditions in its home country however considerable unexplained variance suggests scope for managerial choice these findings confirm the importance of complexity and path dependency in the accumulation of firm specific technological competencies and show that managers are heavily constrained in the directions of their technological search they also show the limits of the notion of competition through variety given that the same specific field of technological competence is often essential to the development of a range of possible product configurations technological imperatives still exist

relative pay and labor supply we examine the impact of relative wages on labor supply in a laboratory experiment we test the hypothesis that ceteris paribus making a given wage high low relative to other wage levels will lead to an increase decrease in labor supply we find that labor supply does respond significantly to relative pay and in the expected direction however when a strong enough reason for the relative low pay is given this difference disappears

competing with confidence the ticket to labor market success for college educated women abstract this study examines whether the female earnings gap results from gender differences in preferences for competition and confidence we use laboratory experiments on college seniors to measure tastes for competition and confidence and then track these subjects labor market experiences in the early years after college women s compensation is positively correlated with preferences for competition coupled with confidence while men s compensation is not women who exhibit a taste to compete and are confident about their performance earn substantially more than other women and do not earn less than men further enjoying competition or being confident alone is insufficient to raise compensation half of this female earnings effect is explained by college major and labor market controls but even controlling for these characteristics a higher taste for competition for the most confident women results in more than a 7 increase in compensation

coase lecture the glass ceiling despite decades of progress women remain underrepresented in the upper part of the earnings distribution we review the recent research trying to explain this phenomenon after briefly revisiting gender differences in education we turn our attention to a body of work that has argued that gender differences in psychological attributes are holding back women s earnings we then review another active area of research focused on the challenges that women may face when trying to juggle competing demands on their time in the workplace and the home particularly when the home includes children we discuss recent work documenting women s greater demand for flexibility in the workplace as well as work measuring the labour market penalties associated with such demand for flexibility particularly in the higher paying occupations in the economy we highlight possible countervailing forces both at work and at home that may explain why these work family considerations may remain highly relevant to today s glass ceiling despite reduced time spent in non market work and a trend towards a more equal division of non market work between men and women finally we discuss the role that public policy and human resource practices may play in adding more cracks to the glass ceiling

men women and competition an experimental test of behavior this study reports a series of experiments that examine outcomes when agents are able to choose between a payment scheme that rewards based on absolute performance i e piece rate and a scheme that rewards based on relative performance i e a tournament we test for the presence and persistence of gender differences in performance and the rate of entry into the tournament option and whether these differences are sensitive to the structure of the tournament rewards in the winner take all wta condition only the best performer in the tournament for each round received a payment 4 50 in the graduated tournament condition the same payment 4 50 was divided among the first second and third finishers in the tournament in the wta condition men showed significantly lower forecast errors than women in addition a clear sorting effect occurs in the wta condition in early rounds of the wta condition male entrants into the tournament show significantly lower forecast errors than female tournament entrants however the difference disappears over time after controlling for forecasting skill gender did not predict entry into the tournament for the wta condition however lower forecasting skill reduced the probability of entry in the graduated tournament the situation was reversed men entered the tournament at significantly higher rates even after controlling for skill forecasting skill had no impact on the decision to enter the tournament while the average male entrant to the tournament had lower forecast errors than the average female entrant the men entered at much higher rates as a consequence men were much more likely than women to enter the tournament too frequently

performance in competitive environments gender differences even though the provision of equal opportunities for men and women has been a priority in many countries large gender differences prevail in competitive high ranking positions suggested explanations include discrimination and differences in preferences and human capital in this paper we present experimental evidence in support of an additional factor women may be less effective than men in competitive environments even if they are able to perform similarly in non competitive environments in a laboratory experiment we observe as we increase the competitiveness of the environment a significant increase in performance for men but not for women this results in a significant gender gap in performance in tournaments while there is no gap when participants are paid according to piece rate this effect is stronger when women have to compete against men than in single sex competitive environments this suggests that women may be able to perform in competitive environments per se

selection into self improvement and competition pay gender stereotypes and earnings volatility abstract we examine whether men and women differ in their willingness to select into a contract that pays upon improving one s past performance experiment participants choose to perform a task under either a regular piece rate or a larger piece rate provided they improve relative to a previous round women are less willing than men to select into self improvement pay and this gender gap is largely explained by higher risk aversion and to a smaller extent lower self confidence high earnings volatility widens the gender gap and makes self improvement pay less attractive than competition pay we find no effect of gender stereotypes in the willingness to sort into self improvement the results provide insight into the feasibility and potential of using self improvement contracts as gender neutral incentive mechanisms

the incentive effects of affirmative action in a real effort tournament abstract affirmative action policies bias tournament rules in order to provide equal opportunities to a group of competitors who have a disadvantage they cannot be held responsible for its implementation affects the underlying incentive structure which might induce lower performance by participants and additionally result in a selected pool of tournament winners that is less efficient in this paper we study the empirical validity of such concerns in a case where the disadvantage affects capacities to compete we conducted real effort tournaments between pairs of children from two similar schools who systematically differed in how much training they received ex ante on the task at hand contrary to the expressed concerns our results show that the implementation of affirmative action did not result in a significant performance loss for either advantaged or disadvantaged subjects instead it rather enhanced the performance for a large group of participants moreover affirmative action resulted in a more equitable tournament winner pool where half of the selected tournament winners came from the originally disadvantaged group hence the negative selection effects due to the biased tournament rules were at least partially offset by performance enhancing incentive effects

boys will still be boys gender differences in trading activity are not due to differences in over confidence abstract the fact that men trade more than women in financial markets has been attributed to men s overconfidence however evidence supporting this view is only indirect we directly test this conjecture experimentally by measuring confidence using monetary incentives before participants trade in a simulated market we find that men are more confident than women in our trading task men also trade more and they hold larger and less diversified portfolios than women however we do not find that differences in confidence explain any portion of the gender gap in trading activity we explore alternative candidate channels such as risk aversion financial literacy or competitiveness but find that these factors are also unlikely to play a role

does feedback really matter in one shot first price auctions does the type of posterior feedback affect how people decide in one shot environments we revisit this question in first price auction markets we consider three feedback types minimal only knowing whether winning or not loser also knowing the winning bid and winner knowing the second highest bid if winning filiz ozbay and ozbay 2007 find that loser as opposed to minimal or winner feedback increases bids we use three novel protocols and additionally replicate theirs using a sample of 624 subjects we find that bidders ex ante knowledge of posterior feedback type has no systematic effect on the average bid value ratios

gender differences in a market with relative performance feedback professional tennis players abstract recent studies have found that females are less competitive than men these studies have all relied on a similar framework where individuals have little information about their relative abilities compared to other potential competitors it has also been found that performance feedback leads to more efficient choices for students and in experimental settings professional athletes competing in individual sports typically have access to performance feedback and good information about the quality of their potential competitors when choosing to enter competitive tournaments in this paper i use data from the international tennis federation itf on tournament entry decisions by professional players to study gender differences in tournament entry and preferences in this competitive labor market i find that even among this highly competitive population gender differences exist in performance and tournament entry in terms of performance i find that men exhibit a hot hand effect that can last for multiple periods while females are affected by only their performance in their last tournament this effect is obvious in tournament entry where both men and women are more likely to enter tournaments after doing well but women are affected by their last tournament while men s previous performance can affect entry beyond the next tournament the gender difference from feedback is more striking when taking into account whether individuals actually played in a tournament in that case higher ability females respond positively to performance from their last tournament while males do not but both genders see similar effects from previous performance in the short term and the effects are larger for worse ranked individuals thus in very competitive settings of same sex tournaments females and males respond differently to performance feedback information suggesting that information has very different gender specific effects for competitions and may be largely dependent on the length of time that has elapsed from the competition that the feedback is coming from

social identity and inequality the impact of china s hukou system abstract we conduct an experimental study to investigate the causal impact of social identity on individuals performance under incentives we focus on china s household registration hukou system which favors urban residents and discriminates against rural residents in resource allocation our results show that making individuals hukou identity salient significantly reduces the performance of rural migrant students relative to their local urban counterparts on an incentivized cognitive task and consequently significantly lowers their relative ranking in the earnings distribution under the piece rate regime however the impact of hukou identity salience is insignificant in the tournament regime suggesting that its negative effect on migrant students performance may be mitigated when competition is introduced the results demonstrate the impact of institutionally imposed social identity on individuals economic performance and potentially on inequality

selection tournaments and dishonesty we conduct a real effort experiment in which performance is not monitored and participants are paid according to their reported performance participants are paid according to a piece rate and a winner take all tournament and then select between the two schemes before performing the task one more time competition increases dishonesty and lowers output when the payment scheme is exogenously determined participants with a higher propensity to be dishonest are more likely to select into competition however after selection we find no output difference between piece rate and tournament this is attributable to a handful of honest individuals who select competition

discrimination social identity and durable inequalities what are the mechanisms by which societal discrimination affects individual achievement and why do the effects of past discrimination endure once legal barriers are removed we report the findings of two experiments in village india that suggest that the mechanisms of discrimination operate in part within the individuals who are members of the groups who have been discriminated against we demonstrate that publicly revealing an individual s membership in such a group alters his behavior in ways that make the effects of past discrimination persist over time a growing literature in social psychology on stereotype threat finds that stereotyped based expectations affect individual performance in the domain of the stereotype a study by jeff stone et al 1999 is illustrative when college students were asked to perform a task described as diagnostic of natural athletic ability blacks stereotyped as better athletes but worse students than whites performed better than whites when the same test was presented as diagnostic of sports intelligence the performance of blacks declined that of whites improved and the racial gap was reversed evidence suggests that a mediating factor in stereotype threat is a change in self confidence mara cadinu et al 2005 in our studies we investigated whether the public revelation of social identity caste affects cognitive task performance and responses to economic opportunities by young boys in village india subjects were sixth and seventh graders drawn from the two ends of the caste hierarchy we asked subjects to learn and then perform a task under incentives and we manipulated whether their peers in the experimental session knew their caste caste is well suited to this manipulation because unlike race gender and ethnicity there are no unambiguous outward markers of caste among young boys six subjects generally from six different villages participated in each experimental session in the control condition the subjects were anonymous within the six person group in the experimental conditions the experimenter publicly revealed subjects names and caste in the task solving mazes in which performance was studied here the low caste subjects in the anonymous condition did not perform significantly differently from high caste subjects but when caste identity was publicly revealed in a mixed caste group a significant caste gap emerged the caste gap was due to a 20 percent decline in the average number of mazes solved by the low caste the study shows that publicly revealing the social identity of an individual can change his behavior even when that information is irrelevant to payoffs our results are a generalization of the literature on stereotype threat like that literature we find that individuals performance is more in accordance with the stereotype of the group when group membership is made salient in some way unlike that literature salience in our experiments depends on the public revelation of social identity and more importantly we do not argue that the domain of the tasks undertaken by discussants rachel croson university of pennsylvania iris bohnet harvard university stefano dellavigna university of california berkeley

a gender agenda a progress report on competitiveness i review the role of a new behavioral trait competitiveness on the gender agenda i first describe how to measure competitiveness in the laboratory and show that gender differences in competitiveness are robust i then establish the external economic relevance of the experimental measure of competitiveness competitiveness correlates with education and labor market outcomes and can help account for gender differences therein finally institutions can differ in the importance they place on competitiveness and hence can affect gender differences in economic outcomes exploring these institutional differences and their effects remains an open area of behavioral market design

do gender stereotypes reduce girls or boys human capital outcomes evidence from a natural experiment schools and teachers are often said to be a source of stereotypes that harm girls this paper tests for the existence of gender stereotyping and discrimination by public high school teachers in israel it uses a natural experiment based on blind and non blind scores that students receive on matriculation exams in their senior year using data on test results in several subjects in the humanities and sciences i found contrary to expectations that male students face discrimination in each subject these biases widen the female male achievement difference because girls outperform boys in all subjects except english and at all levels of the curriculum the bias is evident in all segments of the ability and performance distribution and is robust to various individual controls several explanations based on differential behavior between boys and girls are not supported empirically however the size of the difference is very sensitive to teachers characteristics suggesting that the bias against male students is the result of teachers and not students behavior

top managers education and r d investment abstract this paper analyzes data spanning 17 years on r d expenditures and the educational background of top managers for 221 relatively research intensive u s corporations the fraction of companies for which at least one of the top two executive officers was educated in science or engineering peaked at 71 5 percent in 1980 and declined slightly thereafter controlling for profitability and the industrial fields in which the companies operated having a science or engineering educated leader is associated with more intensive support of r d a positive interaction between technical and legal education is detected

beauty and the sources of discrimination we analyze discrimination against less attractive people on a tv game show with high stakes the game has a rich structure that allows us to disentangle the relationship between attractiveness and the determinants of a player s earnings unattractive players perform no worse than attractive ones and are equally cooperative in the prisoner s dilemma stage of the game nevertheless they are substantially more likely to be eliminated by their peers even though this is costly we investigate third party perceptions of discrimination by asking subjects to predict elimination decisions subjects implicitly assign a role for attractiveness but underestimate its magnitude

the gender difference in the value of winning we design an all pay auction experiment in which we reveal the gender of the opponent using this design we find that women bid higher than men but only when bidding against other women these findings interpreted through a theoretical model incorporating differences in risk attitude and the value of winning suggest that women have a higher value of winning than men

a dynamic model of union membership and employment that it recognizes some link between present wage and employment levels and future membership and that it has an interest in the level of membership attained we model membership decisions with stochastic demand and a differential layoff rate for union and non union workers membership dynamics are behavioural in that membership increases when the utility of being a member exceeds the utility of not being a member the model permits a variety of possible relationships between employment and membership in the adjustment to steady state

why women don t run experimental evidence on gender differences in political competition aversion abstract women s underrepresentation in leadership positions has been well documented but the reasons behind it are not well understood we carry out a field experiment to test a prominent theory about the source of the gender gap in leadership ambition women s higher aversion to competitive environments using politics as a context for our study we employ two distinct subject pools highly politically active individuals and workers from an online labor market we find that priming individuals to consider the competitive nature of politics has a strong negative effect on women s interest in political office but not on men s interest hence significantly increasing the gender gap in leadership ambition

an economic theory of the open shop trade union there has been significant interest recently both in the empirical investigation of the determinants of trade union membership in the u k and elsewhere and in the theoretical analysis of the economic effects of the closed shop trade union however there is little rigorous microeconomic explanation of union membership which is relevant for much of the u k and similar labour markets where the open shop union is prevalent this paper attempts to overcome the free rider problem of explaining union membership in the open shop we argue that both private pecuniary gains and social influences affect the individuals union membership decisions citing evidence in support of these basic assumptions we show that stable intermediate union density is a possible equilibrium outcome in a generalised social custom model we also analyse the simultaneous determination of wages and union membership deriving a number of comparative static results in particular we find that both wages and union density depend upon inter alia the level of strike pay the net cost of union membership and the individual s sensitivity to social custom and associated solidarity effects we argue that the approach is consistent with various stylised facts concerning both wage bargaining and union membership and is able to explain a number of otherwise puzzling features of union membership

the impact of the menstrual cycle and hormonal contraceptives on competitiveness we examine whether competitiveness in women is influenced by biological factors female participants in a laboratory experiment solve a simple arithmetics task first under a piece rate and then under a competitive tournament scheme participants can then choose which compensation scheme to apply in a third round we find that the likelihood of selecting into the competitive environment varies strongly and significantly over the menstrual cycle and with the intake of hormonal contraceptives the observed patterns are consistent with a negative impact of the sex hormone progesterone on competitiveness we show that the effect of the menstrual cycle and hormonal contraceptives on competitiveness is due neither to an impact on performance nor to an impact on risk aversion or overconfidence

margins concentration unions and the business cycle theory and evidence for britain abstract a number of recent studies have examined the cyclical relationship between price cost margins concentration and unions u s data has concluded that unions reduce margins margins vary over the cycle and concentration unionisation and the cycle interact in their effect on margins however there is almost no theory to account for these results we propose a simple theory that assumes only that there is overhead labour present at the firm this produces theoretical predictions that can explain these results and discriminate between existing theories we present results of our own using u k panel data and show similar findings to the u s

gender gaps in policy making evidence from direct democracy in switzerland this paper uses a unique data set on individual voting decisions to shed new light on gender gaps in policy making our analysis focuses on switzerland the world leader in direct democracy where all citizens directly decide on a broad range of policies at the ballot box analysing all federal votes held between 1981 and 2003 we show that there are large gender gaps in the areas of health environmental protection defence spending and welfare policy the gender gaps typically persist even conditional on socio economic characteristics we also find that female policy makers have a substantial effect on the composition of public spending but a small effect on the overall size of government

where have all the union members gone this paper examines trends in union membership during the twentieth century the hypothesis is advanced that the provision of certain social welfare benefits by government substitutes for the private provision by unions thereby reducing the attractiveness of union membership the empirical implications of this hypothesis are examined using time series data on aggregate union membership for the period 1904 80 and using pooled state data for the period 1964 80 these latter data are used to examine the effect of departures from the traditional doctrine of employment at will both the time series and the cross section evidence suggest that government supply of union like services reduces union membership

dynamic capabilities and new product development in high technology ventures an empirical analysis of new biotechnology firms abstract in industries populated by entrepreneurial high technology firms the rapid development of new products is viewed as a key determinant of success developing a portfolio of new products is necessary to gain early cash flows external visibility and legitimacy early market share and increase the likelihood of survival schoonhoven eisenhardt and lymman 1990 in addition recent research has shown that new product development improves a firm s ability to raise money through an initial public offering deeds decarolis and coombs 1997 this paper develops a model of new product development which is tested on a sample of 94 pharmaceutical biotechnology companies we hypothesize that new product development capabilities are a function of a firm s scientific technological and managerial skills to test this relationship we develop several firm specific measures in an attempt to triangulate in on the core construct of firm specific new product development capabilities some important implications for entrepreneurs managers of high technology firms flow from our results first entrepreneur managers need to view the choice of geographic location as an important strategic decision which will impact their firm s access to the skilled technical personnel and the streams of knowledge our results indicate that a choice location has a significant concentration of similar firms but the level has not yet reached a point where competition for resources in the local environment offsets any advantages of the location in the case of biotechnology this would seem to indicate that the prime locations would be expanding areas such as san diego seattle and philadelphia rather then the established locations of silicon valley and boston second as scientific knowledge plays an ever more important role in a firm s success the quality of the firm s scientific team is a critical ingredient in a firm s new product development capability but how do you evaluate the quality of scientific personnel our results indicate that there is a strong positive relationship between the impact as measured by citations of a team s prior research in the academic community and the productivity of that team in a commercial research laboratory therefore the judgement of a scientific field captured by citations or perhaps expert judgement should prove to be a useful tool when evaluating personnel for a firm s research team third the results from our measures of ceo experience and the percentage of the top management team with a ph d are interesting as expected the prior experience of ceo in managing a commercial research facility enhances a firm s new product development capabilities however results for our top management team variable appears to indicate that the over reliance on technical personnel in the management of the organization detracts from the product development process taken together these results seem to imply that it is important that the leadership of the organization have knowledge of and experience in managing the new product development process but that diverting the firm s scientific personnel s energies away from the laboratory and into the management of the organization maybe counter productive therefore what a high technology venture appears to need is leadership that understands and has experience in the new product development process but which is separate and distinct from the scientific team this type of leadership keeps the scientific team focused on research and development and out of the boardroom

the optimal allocation of prizes in tournaments of heterogeneous agents tournaments are widely used in organizations explicitly or implicitly to reward the best performing employees for example by promotion or bonuses and or to penalize the worst performing employees for example by demotion withholding bonuses or unfavorable job assignments these incentive schemes can be interpreted as various prize allocations based on the employees relative performance while the optimal prize allocation in tournaments of symmetric agents is relatively well understood little is known about the impact of the allocation of prizes on the effectiveness of tournament incentive schemes for heterogeneous agents we show that while multiple prize allocation rules are equivalent when agents are symmetric in their ability the equivalence is broken in the presence of heterogeneity under a wide range of conditions loser prize tournaments that is tournaments that award a low prize to relatively few bottom performers are optimal for the firm the reason is that low ability agents are discouraged less in such tournaments as compared to winner prize tournaments awarding a high prize to few top performers and hence can be compensated less to meet their participation constraints jel m52 j33 j24

why can t a woman bid more like a man abstract we investigate gender differences and menstrual cycle effects in first price and second price sealed bid auctions with independent private values in a laboratory setting we find that women bid significantly higher and earn significantly less than men do in the first price auction while we find no evidence of a gender difference in bidding or earnings in the second price auction focusing on the first price auction we find that while the gender gap in bidding and earnings persists over the entire course of the menstrual cycle bidding of contraceptive pill users follows a sine like pattern throughout the menstrual cycle with higher than average bidding in the follicular phase and lower than average bidding in the luteal phase in comparison pill non users have a flat bidding profile throughout the cycle

gender achievement and subject choice in english education in common with other oecd countries there is a gender gap in educational achievement in england favouring girls this carries through to tertiary education on the other hand boys are far more likely to engage in stem in post 16 vocational education and at university the underachievement of boys overall but over representation in stem presents significant challenges for policy this paper documents changes in the gender gap over the last 20 years in england and discusses findings in the light of international evidence it concludes that education policies in academic and in vocational spheres can be designed to reduce gender inequalities that exist in both

choosing the joneses endogenous goals and reference standards a growing economic literature stresses the importance of relative comparisons e g for savings and consumption or happiness in this literature it is usually assumed that reference standards against which people compare themselves are exogenously given in contrast findings from social psychology suggest that people play an active role in determining their reference standards we introduce a social comparison model where people choose their reference standards to serve motives of self improvement and self enhancement the model predicts that reference standards increase in individuals abilities and that people thus tend to compare themselves to similar others the results of a questionnaire study confirm the prediction of the model

do women react differently to incentives evidence from experimental data and payroll records abstract we consider the response to incentives as an explanation for observed productivity differences within a firm that paid its workers piece rates we provide a framework within which the observed productivity differences can be decomposed into two parts one due to differences in ability and the other due to differences in the response to incentives we apply this decomposition to male and female workers from a tree planting firm in british columbia canada our evidence both experimental and nonexperimental suggests that there was no difference in the reaction to incentives between male and female planters the productivity differential male planters enjoyed arose because of differences in ability interpreted as strength in our application

the importance of being confident gender career choice and willingness to compete abstract this study investigates the extent to which gender differences in choosing to enter competitive tournaments are due to women s lower taste for competition or differences in confidence we examine three types of confidence and find that confidence measured by expected ranking is the most important determinant of decisions to enter tournaments conditional on ability this measure eliminates gender differences in winner take all tournaments and when entered with risk measures eliminates differences in ranked compensation tournaments when the sample is split by career choice there are no gender differences for students in stem fields and in the humanities and the social sciences differences can be explained by confidence however for business school students gender differences in willingness to compete in winner take all tournaments persist even after accounting for risk aversion and confidence men in business set themselves apart from the rest of the population men and women alike with the highest levels of tournament entry and the most positive performance responses to competition

do women shy away from competition do men compete too much we examine whether men and women of the same ability differ in their selection into a competitive environment participants in a laboratory experiment solve a real task first under a noncompetitive piece rate and then a competitive tournament incentive scheme although there are no gender differences in performance men select the tournament twice as much as women when choosing their compensation scheme for the next performance while 73 percent of the men select the tournament only 35 percent of the women make this choice this gender gap in tournament entry is not explained by performance and factors such as risk and feedback aversion only playa negligible role instead the tournament entry gap is driven by men being more overconfident and by gender differences in preferences for performing in a competition the result is that women shy away from competition and men embrace it

how uncertainty and ambiguity in tournaments affect gender differences in competitive behavior abstract tournament incentives prevail in labor markets yet the number of tournament winners is often unclear to competitors while it is hard to measure how this uncertainty affects work performance and willingness to compete in the field it can be studied in a controlled lab experiment we present a novel experiment where subjects can compete against each other but the number of winners is either uncertain but with known probabilities or ambiguous with unknown probabilities for different numbers of winners we compare these two conditions to a control treatment with a known number of winners we find that ambiguity induces a significant increase in the performance of men who choose to compete while we observe no change for women men also increase their willingness to enter competition in the presence of ambiguity overall both effects contribute to men winning the tournament significantly more often than women under uncertainty and ambiguity these findings suggest that management should make tournament conditions transparent and information available in order to prevent gender disparities from increasing under uncertainty and ambiguity

overlapping marathons what happens to female pace when men catch up we exploit a highly competitive environment in which elite female athletes are exposed to the presence of men but without being in direct competition with them specifically we use variation in how fast the fastest man runs in the new york city marathon to identify the potential influence of men on female performance while holding constant female runners marginal incentives to perform our results suggest that as the men overtake the female runners the performance of female runners declines differentially across ability with the largest declines concentrated among lower ability runners

rent seeking with regretful agents theory and experiment abstract we investigate both theoretically and experimentally the role that information disclosure has on behavior in all pay environments in which all agents must exert costly effort but only the winner is rewarded through the lens of all pay auctions we show that bidders who have regret concerns when they lose an auction may alter their bids whether or not information about the winning bid is disclosed all losing bidders regret not bidding 0 however when feedback on the winning bid is provided those bidders who lost at an affordable price may regret not bidding more we show that the former effect causes bidders to lower their bids while the latter effect causes bidders to raise their bids our experimental results indicate overbidding whether or not the winning bid is disclosed to losing bidders however disclosing the winning bid leads to even more aggressive bidding increases revenues decreases the frequency of dropouts and also leads to more efficient allocations thus our results show that information disclosure is a powerful tool that mechanism designers may wish to exploit to extract more rents in all pay environments

r d reactions to high technology import competition for a seventeen year panel covering 308 u s manufacturers the authors analyze companies r d spending reactions to changes in high technology imports on average r d sales ratios were reduced in the short run as imports rose reactions tended to be more aggressive the more concentrated the markets were in which the firms operated when company r d operations were multinational and with greater company size and diversification reactions were less aggressive when special trade barriers had been erected reactions became more aggressive over the longer run copyright 1992 by mit press

gender differences in marketing styles recent research has found that men trade stocks more frequently than women and receive a lower price as a result the behavioral finance literature attributes this greater trading activity to men s overconfidence women s lack of overconfidence and past agricultural economics research suggest the possibility that women may be better at marketing grain than men this article uses actual transactions of farmers marketing wheat and also finds that men trade more often than women women also sell two weeks later in the marketing year there is no direct effect of gender on price received but by storing longer women receive 1 4 cents bushel less than men on average in contrast to the arguments in previous research we argue that men s greater number of trades can be better explained by men enjoying trading rather than by overconfidence

selection bias demographic effects and ability effects in common value auction experiments inexperienced women along with economics and business majors are much more susceptible to the winner s curse as are subjects with lower sat act scores there are strong selection effects in bid function estimates for inexperienced and experienced subjects due to bankruptcies and bidders who have lower earnings returning less frequently as experienced subjects these selection effects are not identified using standard econometric techniques but are identified through experimental treatment effects ignoring these selection effects leads to misleading estimates of learning

clean evidence on peer effects we study subjects who were asked to fill letters into envelopes with a remuneration independent of output in the pair treatment two subjects worked at the same time in the same room and peer effects were possible in the single treatment subjects worked alone and peer effects were ruled out we find evidence of peer effects in the pair treatment because the standard deviations of output are smaller within pairs than between pairs moreover average output is higher in the pair treatment thus peer effects raise productivity finally low productivity workers are the most sensitive to the behavior of peers

license to cheat voluntary regulation and ethical behavior although monitoring and regulation can be used to combat socially costly unethical conduct their intended targets can often avoid regulation or hide their behavior this surrenders at least part of the effectiveness of regulatory policies to firms and individuals decisions to voluntarily submit to regulation we study individuals decisions to avoid monitoring or regulation and thus enhance their ability to engage in unethical conduct we conduct a laboratory experiment in which participants engage in a competitive task and can decide between having the opportunity to misreport their performance or having their performance verified by an external monitor to study the effect of social factors on the willingness to be subject to monitoring we vary whether participants make this decision simultaneously with others or sequentially as well as whether the decision is private or public our results show that the opportunity to avoid being submitted to regulation produces more unethical conduct than situati

an examination of opportunistic action within research alliances evidence from the biotechnology industry abstract like a photographer trying to take a perfect picture an entrepreneur trying to increase the odds of survival must learn very quickly that focus is everything and what demands an entrepreneur s immediate focus is the development of new products entrepreneurial ventures depend on the rapid creation of new products to gain access to early cash flows create legitimacy grab early market share and increase their odds of survival schoonhoven eisenhardt and lymman 1990 however the increasing costs and complexity of new product development are making it difficult for entrepreneurial ventures to contain the assets needed for successful r d within their boundaries forcing them to reach beyond their borders to access resources barley et al 1992 document the use of more than 900 contractual research agreements within the biotechnology industry alone recent research has also found a positive relationship between the use of alliances in the r d process and the rate of new product development deeds and hill 1996 shan walker and kogut 1994 this particular study focuses on the use of relational contracts in the r d process and extends the prior work on relational contracts to create an explanatory model of the deterrents to opportunism within a relational contract the article begins with a discussion of the traditional modes of deterring opportunism and of modes of deterring opportunism based on the development of a strong cross boundary relationship from this discussion hypotheses are derived that relate certain characteristics of the alliance frequency of communication strength of contractual deterrents hostage investments age of the relationship etc to the level of opportunism within the relationship these hypotheses are then tested on a sample of 109 research alliances in the biotechnology industry we found significant evidence that a strong relationship between the partners serves as a much more effective deterrent to opportunistic action than the creation of hostage investments or contingent claims contracts in particular the results for frequency of communication and the background of the firm highlight the importance of the top management team s understanding and involvement in the management of research alliances the strong results for background congruence indicates the importance of shared expectations and understandings between the partners the strong empirical results for the hypothesized u shaped relationship between age and opportunism provide support for the existence of both a honeymoon period in the relationship and a liability of adolescence among research alliances the data also suggest that the honeymoon period for an alliance will last about 4 6 years we also find that the honeymoon period for alliances that are of little importance to the future of the firm is only 4 1 years and in our sample of alliances that were important to the future of the firm the honeymoon period extended from 4 6 years to 6 1 years

the gender of opponents explaining gender differences in performance and risk taking abstract analyzing 8169 contestants over 32 years of the us game show jeopardy we find that women compete more aggressively become marginally more competitive and take on more risk when paired against men specifically a woman is more likely to win a jeopardy episode and within the show to respond to a clue once responding she is also marginally more likely to respond correctly potentially most surprising even the sizeable gender gap in risk taking analyzing daily double wagering decisions disappears once a woman competes in an otherwise all male field of competitors men on the other hand wager significantly less when paired against women only but the gender of opponents does not affect their competitive performance otherwise our rich sample allows us to control for a host of potentially confounding factors and player fixed effects thereby eliminating potential biases from unobservable individual characteristics our findings are consistent with an explanation that emphasizes an adaptation to social norms applied to gender

union wages temporary lay offs and seniority it is widely believed that the seniority system in conjunction with the collective bargaining process contributes significantly to the determination of the unemployment level in unionized sectors causa i empiricism suggests that real wage demands often remain buoyant in these sectors in the face of seemingly high rates of unemployment among union members james medoff 1979 p 380 convincingly documents the evidence that adjustment through lay offs is substantially greater in unionized firms than in comparable non unionized firms the usual but somewhat informal explanation is that the outcome of union voting is greatly influenced by senior workers who are fairly certain that they will not be laid off when normal shifts in the industry s demand for labour occur 2 these inframarginal workers are believed to vote for higher wage settlements than they would if their own jobs were not so secure

contests with three or more heterogeneous agents abstract we study monotone equilibrium behavior in contests with observable effort bid where three or more participants have distinct risk attitudes and the monetary value for the prize of each is drawn independently from a distinct distribution these differences can either cause a player to drop out that is always choose zero effort regardless of his valuation or use all or nothing strategies with discontinuous effort choice neither complete drop out nor discontinuous bidding with finitely many gaps is consistent with pure strategy monotone bayesian nash equilibrium in a contest with either ex ante identical players or only two distinct participants

bargaining sorting and the gender wage gap quantifying the impact of firms on the relative pay of women there is growing evidence that rm specic pay premiums are an important source of wage inequality these premiums will contribute to the gender wage gap if women are less likely to work at high paying rms or if women negotiate worse wage bargains with their employers than men using longitudinal data on the hourly wages of portuguese workers matched with balance sheet information for rms we show that the wages of both men and women contain rm specic premiums that are strongly correlated with employer productivity we then show how the impact of these rm specic pay dierentials on the gender wage gap can be decomposed into a combination of bargaining and sorting eects consistent with the bargaining literature we nd that women receive only 90 of the rm specic pay premiums earned by men notably we obtain very similar estimates of the relative bargaining power ratio from our analysis of between rm wage premiums and from analyzing changes in

union growth in the netherlands 1961 1989 an empirical analysis is presented of union growth in the netherlands over the past decades the analysis shows that the effect of changes in the industrial structure is very small it appears that union growth is influenced by wage growth and by unemployment if real wages increase more than labour productivity or if unemployment declines union membership increases

union membership and employment dynamics a note we analyze union behavior in a model with membership dynamics and compare the labor market outcomes to static union models based on empirical findings we modify standard models and show that the well known result that static models overstate distortions caused by unions only holds in the special case of firm level wage setting if however the union is big enough to determine employment for the whole sector it rather depends on both the elasticity of labor demand and union s time preference whether static frameworks overrate or even underrate unions distortions jel code c61 j50 j51

women ask for less only from men evidence from bargaining in the field abstract data from a tv show provide the opportunity to study gender differences and gender interaction effects in bargaining with sizable stakes a proposer and a responder who is selected by the proposer bargain over a fixed pie proposers are in a stronger bargaining position because they have a positive outside option and information on the size of the pie while responders have neither the matching between male proposers and female responders stands as the most favorable for proposers women as responders demand less only from male proposers which explains the difference in earnings

the determinants of australian trade union membership summary this paper investigates the determinants of trade union membership in australia using the engle and granger 1987 theory of co integrated economic variables applying the theory of co integration yields a model of union membership which can be interpreted as distinguishing between long run and business cycle determinants of union membership the principal long run determinant of union membership is found to be the level of employment disaggregated by industry classification business cycle variables the real wage and the change in unemployment are also shown to influence movements in union density these findings are consistent with recent studies which have attributed the decline in union membership in australia since the early 1980s to the changing composition of employment and movements in the rate of unemployment

entry into auctions an experimental analysis this paper investigates entry decisions into rst and second price auctions using an experimental design to extract information on willingness to pay to enter wte we nd that subjects tend to overpay to enter both auction formats in particular if the subjects believe they will be bidding against bidders following the risk neutral nash strategy their wte is greater than the optimal risk neutral amount 97 of the time for rst price auctions fpa and 90 for second price auctions spa if they believe that they are bidding against subjects who bid as do the other subjects they submit a wte that is too high 92 of the time for fpa and 69 of the time for spa we also nd in line with previous studies signicant overbidding in both the fpa and spa we then investigate whether introducing risk aversion ra or joy of winning joy can explain the joint observation of over entry and overbidding in particular using bid data alone we structurally estimate three models one allowing ra only one allowing for joy only and one allowing for both ra and joy while a model with joy alone overestimates wte we nd that ra alone can explain 38 of wte but a model with both ra and joy where ra is estimated using fpa bids and joy is estimated using spa bids can explain 65 of wte moreover joy appears to explain nearly all of the of the male wte but only 44 of the female wte

l investissement francais dans les colonies 1876 1940 une autre analyse de l enquete de gouvernement de vichy 1943 this paper presents an econometric model of trade union membership in the united kingdom the empirical model utilizes cyclical variables in the explanation of membership changes and separates the short and long run dynamics explicitly it proves to be a superior specification to previous business cycle models estimated for the united kingdom and predicts satisfatorily the recent decline in membership the inclusion of a dummy variable reflecting the political complexion of the government is the only secular variable which significantly improves equation performance but the composition of changes in employment plays no part in explaining the recent decline in membership copyright 1988 by the london school of economics and political science

are women more risk averse we find that single women exhibit relatively more risk aversion in financial decision making than single men using u s sample data we examine household holdings of risky assets to determine whether there are gender differences in financial risk taking as wealth increases the proportion of wealth held as risky assets is estimated to increase by a smaller amount for single women than for single men gender differences in financial risk taking are also influenced by age race and number of children greater financial risk aversion may provide an explanation for women s lower levels of wealth compared with men s jel j16 d81 g11

gender and competition at a young age gender gaps may be observed in a variety of economic and social environments one of the possible determining factors is that men are more competitive than women and so when the competitiveness of the environment increases the performance of men increases relative to that of women we test this hypothesis in a field study conducted with 9 year old children running on a track they first run alone and then in pairs over a short distance with different gender composition of the pairs the results support the hypothesis that performance in competition varies according to gender when children ran alone there was no difference in performance in competition boys but not girls improved their performance this finding relates to the discussion regarding single sex schools the outcomes of examinations in a mixed sex school can show a gender gap in favor of boys even when this gap does not reflect actual abilities girls who are as talented as boys will end up performing worse just because they are not as competitive and will not achieve as high scores in examinations as boys

gender role attitudes and the labour market outcomes of women across oecd countries this paper uses data from the world value surveys 1990 1995 1999 to investigate the impact of gender role attitudes and work values on women s labour market outcomes across 25 oecd countries anti egalitarian views are found to display the strongest negative association with female employment rates and the gender pay gap these views are however softening among recent cohorts on the other hand perceptions of women s role as homemakers which are likely formed in youth and linked to religious ideology are more persistent over time they could be implicated in the recent slowdown of the gender convergence in pay finally the unavoidable clash between family values and egalitarian views that takes the form of an inner conflict for many women the so called mother s guilt is another obstacle in the path towards greater gender equality in the labour market copyright 2005 oxford university press

gender differences in market competitiveness in a real workplace evidence from performance based pay tournaments among teachers recent lab and field experiments suggest that women are less effective than men in a competitive environment in this paper i examine how individual performance in a real work place is affected by a competitive environment and by its gender mix the competition is among math english and language teachers who participated in a rank order tournament that rewarded teachers with large cash bonuses based on the test performance of their classes the evidence suggest that the average ranking winning rate and awarded prize did not differ by gender nor between teachers in competition groups with only female teachers or with both genders i also find that the direct impact of the bonus program on students outcomes did not vary by male and female teachers or by the type of competitive environment in terms of gender mix of the participants as for mechanisms that can explain these results i found no differences by either gender or by the gender mix of the competition group in teachers awareness and familiarity with the program and its rules and in effort and teaching methods women though were more pessimistic about the effectiveness of teachers performance pay and more realistic than men about their likelihood of winning bonuses

union wage differentials in the face of changes in the economic and legal environment this paper examines changes in union wage differentials in britain between 1980 and 1984 on the basis of two comparable establishment level data sets this period saw considerable economic and legislative change with potential effects on the outcomes of collective bargaining despite these changes the mean differential has little change between these two years and what there is is attributable to compositional changes such as the shift away from the manufacturing sector and the downward shift in the establishment size distribution the impact of the changes in unemployment and union coverage that took place is found to be minimal copyright 1991 by the london school of economics and political science

asymmetric tournaments equal opportunity laws and affirmative action some experimental results this paper assesses whether affirmative action programs and equal opportunity laws affect the output of economic agents more precisely we find that equal opportunity laws and affirmative action programs always benefit disadvantaged groups equal opportunity laws also increase the effort levels of all subjects and hence the profits of the tournament administrator usually the firm the effects of affirmative action programs depend on the severity of a group s cost disadvantage when the cost disadvantage is severe these programs significantly increase effort levels and hence profits the opposite is true when the disadvantage is slight

the impact of segregation and sorting on the gender wage gap evidence from german linked longitudinal employer employee data for this study the author inspects the relationship between segregation in the workplace measured as the proportion female in job cells and the gender wage gap using linked longitudinal employer employee data from the german employment register he extends the literature by controlling for nonrandom sorting of workers into job cells establishments and occupations in line with previous studies the pooled least squares estimates show that the gender wage gap increases as the job cell level proportion of females increases this increase is attributable to the fact that women experience greater wage declines than men do when additional women enter their job cells controlling additionally for unobserved heterogeneity at the individual establishment occupation and job cell levels considerably reduces the size of the proportion female effects on women s wages while rendering the effects on men s wages insignificant or even positive the same controls also significantly decrease the proportion effects on the wage gap the related sorting analysis shows that a good deal of the proportion effects can be explained by unobserved individual ability and suggests that especially women working in job cells with small proportions of females show above average unobserved individual ability

gender differences in response to big stakes it is commonly perceived that increasing incentives improves performance however the reaction to increased incentives might differ between men and women leading to gender differences in performance in a natural experiment we study the gender difference in performance resulting from changes in stakes we use detailed information on the performance of high school students and exploit the variation in the stakes of tests which range from 5 to 27 of the final grade we find that female students outperform male students in all tests but to a relatively larger degree when the stakes are low the gender gap disappears in tests taken at the end of high school which count for 50 of the university entry grade jel d03 j16 i21 c30

gender effects in the credence goods market an experimental study abstract in this paper we offer further explanation for differences in earnings across genders we investigate difference in preferences in payment systems for credence goods we find that women were no less likely to select variable rate payment schemes as compensation for providing credence goods than men however overall earnings remained higher for men than for women disaggregating behavior by type of payment and gender reveals that women who chose fee for service provided significantly fewer units of services paid for than men who chose fee for service this difference accounts for the lower overall earnings for women in our experiments

gender differences in bargaining outcomes a field experiment on discrimination abstract relying on a commonly used fixed offer bargaining script we examine gender differences in bargaining outcomes in a highly competitive and frequently used market the taxi market in lima peru our bargaining script secures that only the seller can change prices and terminate negotiations thus we are able to examine differences in the seller s entire path of negotiation and in the reservation price at which they are willing to trade we find that male and female passengers who use the same bargaining script are not treated equally men face higher initial prices final prices and rejection rates these differences are consistent with male drivers being more reluctant to give in to demanding negotiations by male passengers and with male passengers being perceived as having high valuations to identify whether taste based or statistical discrimination drives the inferior treatment of men we conduct an experiment where passengers send a signal on valuation before negotiating the signal eliminates gender differences and the response is shown only to be consistent with statistical discrimination thus in the limiting case of a highly competitive market with experienced traders we do not find evidence of taste based discrimination the differential observed is however consistent with statistical discrimination

gender differences in motivational crowding out of work performance this paper shows that prior financial incentives induce a crowding out effect when incentives are discontinued in our real effort experiment workers receive a piece rate before monetary incentives are substituted by a one time payment in this case workers performance significantly drops when receiving the one time payment the effect is driven by a fraction of men who reduce effort substantially whereas women constantly perform well we find that this motivational crowding out effect disappears when men do not have prior experience of a piece rate in a series of control treatments we discard several alternative explanations besides motivational crowding out jel c91 j16 m54

gender gap in performance under competitive pressure admissions to czech universities uri gneezy muriel niederle and aldo rustichini 2003 presented experimental evi dence suggesting that women are less effective than men in competitive environments even if they perform similarly well in noncompeti tive settings such gender performance gaps under competition could help explain the near absence of women from top level manage rial positions which are awarded in repeated tournaments field data are now being used to test for the presence of such gaps in par ticular the competitive nature of the education process offers several testing opportunities as illustrated by e g joseph price 2008 in educational psychology studies women tend to report higher levels of exam anxiety see e g douglas a bors francois vigneau and antonia kronlund 2006 muriel niederle and lise vesterlund 2010 suggest that the large gender gap in mathematics performance may in part be explained by the differential manner in which men and women respond to competitive test taking environments evren ors frederic palomino and eloic peyrache 2008 study the performance of applicants to a top ranked french business school they show that within

orchestrating impartiality the impact of blind auditions on female musicians a change in the audition procedures of symphony orchestras adoption of blind auditions with a screen to conceal the candidate s identity from the jury provides a test for sex biased hiring using data from actual auditions in an individual fixed effects framework we find that the screen increases the probability a woman will be advanced and hired although some of our estimates have large standard errors and there is one persistent effect in the opposite direction the weight of the evidence suggests that the blind audition procedure fostered impartiality in hiring and increased the proportion women in symphony orchestras

sealed bid auctions with ambiguity theory and experiments this study presents a laboratory experiment of the first and second price sealed bid auctions with independent private values where the distribution of bidder valuations may be unknown in our experimental setting in first price auctions bids are lower with the presence of ambiguity this result is consistent with ambiguity loving in a model that allows for different ambiguity attitudes we also find that the first price auction generates significantly higher revenue than the second price auction with and without ambiguity

incentives versus sorting in tournaments evidence from a field experiment existing field evidence on rank order tournaments typically does not allow disentangling incentive and sorting effects we conduct a field experiment illustrating the confounding effect students in an introductory microeconomics course selected themselves into tournaments with low medium or high prizes for the best score at the final exam nonexperimental analysis of the results would suggest that higher rewards induce higher productivity but a comparison between treatment and control groups reveals that there is no such effect this stresses the importance of nonrandom sorting into tournaments

understanding the gender pay gap what s competition got to do with it a number of researchers have argued that men and women have different attitudes toward and behavioral responses to competition that is women are more likely to opt out of jobs in which performance pay is the norm and to under perform in some competitive situations laboratory experiments suggest that these gender differences are rather large to check these hypotheses and findings against differences in the field the authors use performance pay as an indicator of competition in the workplace and compare the gender gap not only in incidence of performance pay but also in earnings and work effort under these contracts they find that although women are less likely than men to work under performance pay contracts the gender gap is small furthermore the effect of performance pay on earnings is modest and does not differ markedly by gender consequently the authors argue the ability of these competition hypotheses to explain the gender pay gap seems very limited