can there be a market for cheap talk information an experimental investigation abstract this paper reports on experiments testing the viability of markets for cheap talk information we find that the level of trade in these markets is very small and eventually vanishes sellers provide low quality information even when doing so does not increase their monetary payoff this contributes to the low demand in the market for information moreover we observe the same very low level of activity in the market for information when sellers face no conflict of interest and the noise in the quality of the transmitted information is much lower hence we argue that the collapse of the market for information is a demand phenomenon and even small uncertainty over the quality of information seems to have a large impact

winner take all and proportional prize contests theory and experimental results abstract this study provides a unified framework to compare three canonical types of contests winner take all contests won by the best performer winner take all lotteries where probability of success is proportional to performance and proportional prize contests in which rewards are shared in proportion to performance we derive equilibria and observe outcomes from each contest in a laboratory experiment equilibrium and observed efforts are highest in winner take all contests lotteries and proportional prize contests have the same nash equilibrium but empirically lotteries induce higher efforts and lower more unequal payoffs behavioral deviations from theoretical benchmarks in different contests are caused by the same underlying attributes such as risk aversion and the utility of winning finally we find that subjects exhibit consistent behavior across different types of contests with subjects exerting higher effort in one contest also exerting higher effort in another contest

why political reservations many countries are amending their political systems to set aside positions to groups such as women and racial or religious minorities that are perceived as being disadvantaged using evidence from india this article assesses the case for these reservations jel h4 o15 several countries have introduced procedures either explicit quotas or forms of gerrymandering to ensure political representation of disadvantaged groups such as women or ethnic minorities in 2001 quotas for women in parliaments were in force in more than 30 countries in india seats are reserved for historically disadvantaged groups scheduled castes or sc and scheduled tribes or st in federal or state legislative assemblies and for both historically disadvantaged groups and women at all levels of the panchayat system the system of decentralized decision making on the basis of evidence accumulated about the indian experience this paper reviews the case for reservation

subjective performance and the value of blind evaluation we investigate the incentive and project screening effects of anonymity in a setting of subjective performance evaluation if the review process is blind then the applicant s payoff relevant type is hidden from the reviewer if the process is nonblind or informed then the reviewer observes the applicant s type directly in either case the evaluator receives a noisy signal on the quality of the agent s project and decides whether to accept or reject it we find that if the signal is not verifiable then informed evaluation results in an excessively steep equilibrium acceptance policy the standard applied to low ability applicants is too stringent and the standard applied to high ability applicants is too lenient blind review in which all applicants face the same standard often provides better incentives but it discards valuable information for screening projects we discover that blind review is more likely to be preferred by the evaluator when 1 the applicant pool is skewed toward high ability types 2 the stakes from acceptance are relatively high for applicants 3 both types of errors are relatively less costly or 4 there is little competition among reviewers we also discover that under blind review the evaluator may benefit from a more diverse applicant pool

do women choose different jobs from men mechanisms of application segregation in the market for managerial workers this paper examines differences in the jobs for which men and women apply in order to better understand gender segregation in managerial jobs we develop and test an integrative theory of why women might apply to different jobs than men we note that constraints based on gender role socialization may affect three determinants of job applications how individuals evaluate the rewards provided by different jobs whether they identify with those jobs and whether they believe that their applications will be successful we then develop hypotheses about the role of each of these decision factors in mediating gender differences in job applications we test these hypotheses using the first direct comparison of how similarly qualified men and women apply to jobs based on data on the job searches of mba students our findings indicate that women are less likely than men to apply to finance and consulting jobs and are more likely to apply to general management positions these differences are partly explained by women s preference for jobs with better anticipated work life balance their lower identification with stereotypically masculine jobs and their lower expectations of job offer success in such stereotypically masculine jobs we find no evidence that women are less likely to receive job offers in any of the fields studied these results point to some of the ways in which gender differences can become entrenched through the long term expectations and assumptions that job candidates carry with them into the application process

a designer s choice between single prize and parallel tournaments in this article i theoretically and experimentally compare a designer s profits from two tournament designs the first design is a standard winner take all tournament with a single prize the second design features two winner take all parallel tournaments with different prizes where individuals choose which tournament to enter before competing i develop a simple model that illustrates how the relative performances of these designs change as contestants abilities differ the theoretical model shows that the designer s profit is higher lower in the parallel tournament when contestants abilities differ greatly are similar i complement these findings with experimental evidence the experiments show that the parallel tournament is more profitable under high heterogeneity whereas under low heterogeneity the designer is better off with the single prize tournament furthermore high ability agents under participate and low ability agents over participate in the high prize tournament relative to the theoretical prediction jel c72 d82 j33 m51 m52

an analysis of the correlates of discrimination facing young hispanic job seekers this study examines the extent and correlates of discrimination faced by young accented hispanic males in chicago and san diego using the outcomes of job applications by matched pairs of anglo and hispanic job seekers this is one of the first examples of audits being used in the labormarket area the audit methodology provides a powerful basis for examining discriminatory hiring practices because it permits direct comparison of hiring outcomes for pairs of anglo and hispanic jobseekers with similar labor market qualifications in this paper we first present differences in anglo hispanic success rates in filing applications obtaining interviews and obtaining jobs this builds on the descriptive analysis presented in harry cross et al 1990 we then focus on the correlates of differential success in obtaining interviews and in subsequent job acquisition i the audit methodology

some results in the theory of arbitrage pricing this paper derives a stronger version of huberman s recent preference free pricing theorem this pricing result relates the expected return on an asset to its factor responses and the covariance structure of the residuals from a linear factor model it must characterize any infinite asset economy in which no arbitrage opportunities are present whether or not the factor model has uncorrelated residuals this result provides the intuition for the role of residual risk in the pricing model and eliminates some classes of arbitrage opportunities still present under huberman s bound some applications to empirical tests and performance measurement are also discussed the arbitrage pricing theory is one of several financial pricing models which attempts to explain the cross sectional variation in expected returns on assets in certain respects it is similar to the capital asset pricing model but there are both substantive and subtle differences one of the key advantages of the apt is that it derives a simple linear pricing relation approximating that in the capm without some of the latter s objectionable assumptions perhaps the key disadvantage of the apt is that it provides no clues as to what might be important factors nor as to how to interpret the factor premiums which appear in the pricing equation this paper serves several purposes after reviewing the linear factor model formulation in section i it derives in section ii a stronger version of huberman s 9 recent preference free pricing theorem this pricing result relates the expected return on an asset to its factor responses and the covariance structure of the residuals this relation must characterize any infinite asset economy in which no arbitrage opportunities are present whether or not a linear factor model with uncorrelated residuals is the appropriate returns generating mechanism section iii specializes this result by eliminating the effects of residual covariances and compares the results here to those of previous apt models when applied to the standard linear factor model with uncorrelated residuals this new pricing bound eliminates arbitrage opportunities which remain under huberman s bound this result also provides for the first time the intuition for the role of residual risk in the approximate pricing relation section v provides an interpretation of the factor premiums and gives a valid asset pricing model interpretation to the apt which is consistent with merton s

anonymous job applications of fresh ph d economists abstract this paper analyzes anonymous job applications of ph d economists in the academic job market we use data on interview invitations from a randomized experiment at a european based research institution results show that the underrepresented gender was hurt by anonymous applications

a decomposition method on employment and wage discrimination and its application in urban china 2002 2013 abstract labor market discrimination is an important issue in developing countries where path dependent institutions have been dominant while effective institutional arrangements and policies have been hidden by local customs and culture however the existing applications of classical blinder oaxaca decomposition face criticism for their imprecise understanding of the factors affecting institutional discrimination in labor markets as well as for their lack of power in formulating well targeted anti discrimination policies following oaxaca 1973 we propose a new method to decompose the total discrimination index tdi to analyze employment and wage discrimination in the labor markets of developing countries the tdi is decomposed into the employment discrimination index edi and the wage discrimination index wdi then into the underpayment index to majorities upi and the overpayment index to minorities opi we apply this method to the institutional discrimination against rural migrants in china s urban areas using national representative data from 2002 to 2013 we have found that 1 the tdi increased quickly after china entered the wto then dropped after anti discrimination policies were implemented 2 the tdi is mainly determined by the upi while the tdi s fluctuation is mainly determined by the wdi our method provides insights into the changing composition of employment and wage discrimination and their respective labor market outcomes in developing countries as a result appropriate policy measures may be developed accordingly

pride and prejudice using ethnic sounding names and inter ethnic marriages to identify labour market discrimination labour markets discriminate against workers with particular ethnic sounding names we use non random sorting into interethnic marriage and salient differences between sephardic and ashkenazi surnames to evaluate the causal impact of sephardic affiliation on wages using the 1995 israeli census we estimate the effect of a sephardic sounding surname on wages we first compare the wages of israeli jewish males born to sephardic fathers and ashkenazi mothers sa who are more likely to carry a sephardic surname with the wages of israeli jewish males born to ashkenazi fathers and sephardic mothers as we find that israeli labor markets discriminate based on perceived ethnicity sa workers earn significantly less than their as counterparts we then exploit the custom of women to adopt their husbands surnames to disentangle actual ethnicity from the ethnicity perceived by the market consistent with ethnic discrimination based on surnames we find that it is father in law s ethnicity rather than father s ethnicity that shapes female wage rates finally we find that labor markets discriminate based on surname only when those names provide additional information about ethnicity when ethnicity can be discerned from skin tone surnames do not provide additional explanatory power with respect to wages

egalitarianism and competitiveness competition is a cornerstone of economic life some environments are however more competitive than others and individuals are often confronted with the decision whether to self select into a competitive environment an important example is occupational choice a self employed lawyer is in constant competition for clients whereas a lawyer working as a civil servant in a public authority is not likewise some people vigorously compete for promo tion to better paid jobs associated with a high prestige while others don t understanding who self selects into competitive environments and who shies away from them is thus important in this paper we test the hypothesis that individu als with a preference for egalitarian outcomes are more reluctant to self select into competitive environments our hypothesis is based on i the observation that payoff inequalities among winners and losers arise as a natural by product of competition and ii the empirical literature showing that a nonnegligible share of children and adults is willing to incur costs to reduce earnings inequalities see e g christopher dawes et al 2007 ernst fehr helen bernhard and bettina rockenbach 2008 we analyze data from several economic experiments implemented in a household survey study with mothers of preschool children we

distributional preferences and competitive behavior we study experimentally the relationship between distributional preferences and competitive behavior we find that spiteful subjects react strongest to competitive pressure and win in a tournament significantly more often than efficiency minded and inequality averse subjects however when given the choice between a tournament and a piece rate scheme efficiency minded subjects choose the tournament most often while spiteful and inequality averse subjects avoid it when controlling for distributional preferences risk attitudes and past performance the gender gap in the willingness to compete is no longer significant indicating that gender related variables explain why twice as many men as women self select into competition

the relationship between relative prices and the general price level it is very nearly a truismi amaong neoclassical economists that the public is wont to confuse changes in the general price level with relative price changes correspondingl y one might speak of the independence between the two as one of the central postulates of the neoclassical tradition william stanley jevons was aml ong the first to identify this basic dichotomin economic life as well as to attempt to explain the ordinary citizen s seenming incapacity to understand it

selecting public goods institutions who likes to punish and reward we study the link between individual attitudes toward uncertainty on the one hand and preferences over as well as behavior within various public goods institutions on the other hand we incentive compatibly elicit preferences over voluntary contribution mechanisms with and without reward and punishment options and then randomly assign subjects to play in one of the four institutions we find that payoffs are significantly greater when punishment is allowed but that only a small minority of participants prefers such an environment somewhat surprisingly preferences over institutions are generally independent of individual characteristics conversely individual characteristics including institutional preferences are significantly predictive of behavior in the public goods game for instance risk averse individuals preemptively punish more often this suggests that when studying sanctions and rewards it is important to consider individual attitudes toward risk and uncertainty although they may not affect the original selection into institutions

ingratiation experimental evidence we investigate experimentally ingratiatory behavior expressed by opinion conformity both individuals performance at a task and their opinions on various topics can be observed before unequal payoffs are assigned by a second mover in some treatments first movers can change their opinion after learning that held by the second mover we find evidence of high ingratiation indices as opinion conformity is rewarded however second movers reward conformity less when it is common knowledge that opinions can be manipulated strategically introducing a monetary cost for changing opinion reduces ingratiation introducing performance related pay for the second mover makes ingratiation less rewarding but does not eliminate it completely reducing the noise in the measurement of ability has little effect

who is behavioral cognitive ability and anomalous preferences in this paper we ask whether variation in preference anomalies is related to variation in cognitive ability evidence from a new laboratory study of chilean high school students with similar schooling backgrounds shows that small stakes risk aversion and short run discounting are less common among those with higher standardized test scores the relationship with test scores survives controls for parental education and wealth we find some evidence that elementary school gpa is predictive of preferences measured at the end of high school two laboratory interventions provide suggestive evidence of a possible causal impact of cognitive resources on expressed preferences jel j24 d14 c91

revisiting the trade off between risk and incentives the shocking effect of random shocks despite its central role in the theory of incentives empirical evidence of a trade off between risk and incentives remains scarce we reexamine this trade off in a workplace lab environment and find that in line with theory principals increase fixed pay while lowering performance pay when the relationship between effort and output is noisier unexpectedly agents produce substantially more in the noisy environment than in the baseline despite weaker incentives in addition principals earnings are significantly higher in the noisy environment we show that these findings can be accounted for when agents maximize a non cara utility function or when they exhibit loss aversion data and the online appendix are available at https doi org 10 1287 mnsc 2017 2914 this paper was accepted by uri gneezy behavioral economics

factor analysis and arbitrage pricing in large asset economies abstract the paper develops a framework for factor analysis and arbitrage pricing in a large asset economy modeled as one with a continuum of assets it is shown that the assumptions of absence of arbitrage opportunities and that returns have a strict factor structure imply exact factor pricing for a full measure of assets interpreting finite subsets of assets as random draws from the underlying economy there is probability one that every asset in a finite sample is exactly factor priced it is further shown that approximate factor structures exist in general and that they can be chosen optimally according to a measure of their explanatory power factor structures in the present model are also robust to asset repackaging and to the use of proxies to approximate the true factors journal of economic literatureclassification numbers g1 g12 c14

arbitrage and diversification in a general equilibrium asset economy this paper presents a theory of equilibrium asset pricing that generalizes the recent work of connor the model extends connor s results to more general sets of asset returns and consumer preferences introduces production and provides a framework for analyzing exact and approximate equilibrium asset pricing the other major contribution of the paper is the introduction of geometric arguments that exploit the properties of induced prefer ences over assets this method of analyzing asset pricing provides an intuitively appealing way of analyzing equilibrium asset pricing theories unifies several well known asset pricing models this paper extends connor s finite asset model in a number of directions these extensions are nontrivial because they allow the theory to encompass asset pricing models that were excluded by connor s assumptions the second major contribution of the paper is to introduce a method of argument that exploits the geometric properties of induced preferences over assets and characterizes asset prices using these proper ties this technique provides an intuitively appealing way of analyzing asset pricing theories for a simple geometric exposition of the main ideas in this paper see milne 1987 0 2 to place this paper in the context of the literature it is important to appreciate the development of asset pricing models over the last two decades the first and perhaps the most famous asset pricing model is the capital asset pricing model capm developed by sharpe 1964 and lintner 1965 the model demonstrated a striking result assuming i consumers characterize portfolios in terms of the means and variance of rates of return ii there exists a risk free asset and iii asset market equilibrium then any asset s expected rate of return could be written as a linear function of the riskless interest rate and the expected rate of return on the endowment of risky assets the so called market portfolio the original capm result was derived from a one period model but merton 1973 showed that in a continuous time model where returns could be char acterized by a diffusion process the same mean variance argument could be applied to obtain the capm formula it was well known that if consumers had von neumann morgenstern prefer ences then either quadratic utility and or multivariate normality of returns were

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

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

explaining occupational sex segregation and wages findings from a model with fixed effects does segregation arise because female occupations have financial advantages for women planning to spend some time as homemakers as human capital theorists claim do male occupations have more onerous working conditions that explain their higher earnings as the neoclassical notion of compensating differentials suggests or do female occupations have low wages that are depressed by the sort of discrimination at issue in comparable worth as sociologists have argued to answer these questions the authors use a model with fixed effects to predict the earnings of young men and women from a pooled cross section time series of the national longitudinal survey analyses are undertaken for both blacks and whites a fixed effects model is useful for answering these questions because it corrects for the selection bias that results from the tendency of persons who differ on stable characteristics that are unmeasured but affect earnings to select themselves into different occupations the authors find little evidence that female occupations provide either low penalties for intermittent employment at high starting wages the advantages human capital theorists have argued them to have rather there is evidence of pay discrimination against men and women in predominantly female occupations implications for economic and sociological theories of labor markets are discussed authors

simultaneous decision making in competitive and cooperative environments we experimentally investigate simultaneous decision making in two contrasting environments a competitive environment a contest and a cooperative environment a voluntary contribution mechanism we find that the cooperative nature of the voluntary contribution mechanism spills over to the contest decreasing sub optimal overbidding in the contest however contributions to the public good are not affected by simultaneous participation in the contest there is a significant negative correlation between decisions made in competitive and cooperative environments i e more cooperative subjects tend to be less competitive and vice versa this correlation can be rationalized by heterogeneous social preferences towards inequality but not by bounded rationality theory

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

lost in translation the effect of cultural values on mergers around the world we find strong evidence that three key dimensions of national culture trust hierarchy and individualism affect merger volume and synergy gains the volume of cross border mergers is lower when countries are more culturally distant in addition greater cultural distance in trust and individualism leads to lower combined announcement returns these findings are robust to year and country level fixed effects time varying country pair and deal level variables as well as instrumental variables for cultural differences based on genetic and somatic differences the results are the first large scale evidence that cultural differences have substantial impacts on multiple aspects of cross border mergers

variability of price changes in oecd member countries abstract this paper considers differences in price changes for 12 countries within the decades 1960 1970 and 1970 1980 it shows that the higher inflation rates of the 1970s were not necessarily accompanied by larger relative price changes but almost invariably by larger year to year fluctuations

the spillover effects of gender quotas on dishonesty we experimentally test for spillover effects of gender quotas on subsequent unrelated unethical behavior we find that introducing quotas has no systematic effect on unethical behavior for both genders high performing competitive females are more likely to display unethical behavior than their male counterparts

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

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

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

breaking the glass ceiling the effect of board quotas on female labor market outcomes in norway in late 2003 norway passed a law mandating 40 representation of each gender on the board of public limited liability companies the primary objective of this reform was to increase the representation of women in top positions in the corporate sector and decrease the gender disparity in earnings within that sector we document that the women appointed to these boards post reform were observably more qualified than their female predecessors along many dimensions and that the gender gap in earnings within boards fell substantially however we see no robust evidence that the reform benefited the larger set of women employed in the companies subject to the quota moreover the reform had no clear impact on highly qualified women whose qualifications mirror those of board members but who were not appointed to boards finally we find mixed support for the view that the reform affected the decisions of young women while the reform was not accompanied by any change in female enrollment in business education programmes we do see some improvements in labour market outcomes for young women with graduate business degrees in their early career stages however we observe similar improvements for young women with graduate science degrees suggesting this may not be due to the reform overall seven years after the board quota policy fully came into effect we conclude that it had very little discernible impact on women in business beyond its direct effect on the women who made it into boardrooms

factor pricing in a finite economy abstract prior theoretical derivations of the arbitrage pricing theory apt bound an aggregate measure of the deviation of mean asset returns from that predicted by a linear pricing equation it is conceivable given this bound that some assets might be badly mispriced by the model in this paper a more intuitive derivation of the factor pricing equation is presented which describes the deviation on an asset by asset basis the deviation is shown to be small for assets in a realistic finite economy and is arbitrarily close to zero for those assets with arbitrarily small size relative to aggregate wealth it follows that the linear pricing equation provides a good approximation for the mean returns of all traded assets

monitored financial equilibria abstract the financial monitoring system is formalized as an economic primitive in addition to preferences endowments production sets and asset spans new definitions of budget constraints and economic equilibria follow the concept of a general equilibrium is then appropriately revised to accommodate this perspective on the role of a financial monitoring system implications for asset pricing are derived and the relationship of equilibria to risk management considerations is discussed

does affirmative action reduce gender discrimination and enhance efficiency new experimental evidence we investigate experimentally the impact of quota policies on gender discrimination in hiring decisions by testing whether affirmative action increases female employment we also ask whether firm performance is affected by such policies our experiment consists of three treatments in the baseline no quota treatment groups of two employers and six potential job candidates are formed employers have to hire two workers based on information on candidate characteristics including gender and years and subject of study the second low penalty treatment is identical to the baseline except there is a quota such that at least half of the employees hired must be women if this quota is not respected the firm has to pay a penalty the last high penalty treatment is the same as the low penalty treatment except that the penalty is significantly higher we find that women are ranked unfavorably in the absence of a quota and the introduction of a quota significantly reduces gender discrimination firm performance is not affected by the introduction of quotas

gender competitiveness and study choices in high school evidence from switzerland willingness to compete has been found to predict individual and gender differences in educational choices and labor market outcomes we provide further evidence for this relationship by linking swiss students baccalaureate school high school specialization choices to an experimental measure of willingness to compete boys are more likely to specialize in math in baccalaureate school in line with previous findings competitive students are more likely to choose a math specialization boys are more likely to opt for competition than girls and this gender difference in competitiveness could partially explain why girls are less likely to choose a math intensive specialization

on the merit of equal pay performance manipulation and incentive setting abstract work performance is often difficult to assess thus leaving room for manipulation of commonly used metrics we created a laboratory workplace in which we can precisely assess both work performance along with manipulation activities using two independent experiments we show that whenever pay for performance is used manipulation is pervasive leading to both a waste of organizational resources and a weakening of incentives by contrast paying organizational members equally effectively deters manipulation attempts leading to higher organizational production

do quotas help women to climb the career ladder a laboratory experiment abstract women are less likely to enroll in selective or scientific courses applying for promotions and are particularly underrepresented in both middle and top positions in the stem field quota are often advocated as an instrument to reduce this gender gap but it remains unclear at what step of the career ladder they more effectively foster women s reaching the top many factors may affect quota s success or failure such as how they would in turn affect teamwork and trust between members within organizations or coordination in applying for promotions in this paper by means of a laboratory experiment implementing a two stage tournament we evaluate the impact of three different interventions in affecting individual decision to climb the career ladder abstracting away from other possible confounding factors we find that compared with no intervention a gender quota introduced in the initial stage of competition was ineffective in encouraging women to compete for the top quotas introduced in the final stage of competition or at both stages increased women s willingness to compete for the top without distorting the performance of the winners

temporal stability and psychological foundations of cooperation preferences abstract a core element of economic theory is the assumption of stable preferences we test this assumption in public goods games by repeatedly eliciting cooperation preferences in a fixed subject pool over a period of five months we find that cooperation preferences are very stable at the aggregate level and to a smaller degree at the individual level allowing us to predict future behavior fairly accurately furthermore our results provide evidence on the psychological foundations of cooperation preferences the personality dimension agreeableness is closely related to both the type and the stability of cooperation preferences

does job testing harm minority workers evidence from retail establishments because minorities typically fare poorly on standardized tests job testing is thought to pose an equality efficiency trade off testing improves selection but reduces minority hiring we develop a conceptual framework to assess when this trade off is likely to apply and evaluate the evidence for such a trade off using hiring and productivity data from a national retail firm whose 1 363 stores switched from informal to test based worker screening over the course of one year we document that testing yielded more productive hires at this firm raising mean and median tenure by 10 or more consistent with prior research minorities performed worse on the test yet testing had no measurable impact on minority hiring and productivity gains were uniformly large among minority and nonminority hires these results suggest that job testing raised the precision of screening without introducing additional negative information about minority applicants most plausibly because both the job test and the informal screen that preceded it were unbiased

hroot hamburg registration and organization online tool abstract hroot hamburg registration and organization online tool is a web based software designed for managing participants of economic experiments this package provides important features to assure a randomized invitation process based on a filtered pre specified subject pool and a complete documentation of the selection procedure for potential participants of an experiment

sex discrimination in restaurant hiring an audit study in an audit study of sex discrimination in hiring comparably matched pairs of men and women applied for jobs as waiters and waitresses at restaurants in philadelphia in high price restaurants where earnings are higher job applications from women had an estimated probability of receiving a job offer that was lower by about 0 4 and an estimated probability of receiving an interview that was lower by about 0 35 both estimated differentials are statistically significant additional evidence suggests that customer discrimination partly underlies the hiring discrimination

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

optimal contracting with subjective evaluation this paper extends the standard principal agent model to allow for subjective evaluation the optimal contract results in more compressed pay relative to the case with verifiable performance measures moreover discrimination against an individual implies lower pay and performance suggesting that the extent of discrimination as measured after controlling for performance may underestimate the level of true discrimination finally the optimal contract entails the use of bonus pay rather than the threat of dismissal hence neither efficiency wages nor the right to dismiss an employee are necessary ingredients for an optimal incentive contract

looking at the bright side the motivational value of confidence abstract the motivational value of confidence postulates that individual effort provision is increasing in beliefs on one s own ability this relation is supposed to also hold for overconfident individuals who have exaggerated ability beliefs we present the first empirical evidence on the existence of a motivational value of absolute confidence that many microeconomic models with overconfident agents build on moreover we document that negative debiasing information on individual ability diminishes effort provision a result that is of obvious relevance for many contexts such as labor relations or learning at school we also offer a strategy for identifying significant absolute overconfidence at the individual level

a unified beta pricing theory abstract this paper derives ross s mutual fund separation theory and a new equilibrium version of ross s arbitrage pricing theory as special cases of a general theory the paper also reveals that the two theories are identical in their predictions of asset prices and portfolio returns the capital asset pricing model a restricted case of the mutual fund separation theory receives special treatment

bending the pipeline executive search and gender inequality in hiring for top management jobs we study the sources of women s underrepresentation in hiring for top management jobs by focusing on the context of executive search using data that include proprietary information on 10 970 individuals considered by a search firm we examine the sources of the low proportion of women placed in senior roles contrary to received wisdom we find limited evidence that demand side screeners strongly contribute to gender disadvantage in this setting what gender differences exist tend to play out at the start of the hiring process and are driven both by supply side and demand side actors once considered for a position women are no less likely than men to be hired though they are slightly less likely to be interviewed by the search firm our findings highlight the theoretical importance of disentangling candidates self steering behavior from the pipeline bending of hiring agents we discuss the implications of our results for understanding gender inequality at upper echelons of the labor market this p

balance of power and the propensity of conflict we study the role of an imbalance in fighting strengths when players bargain in the shadow of conflict our experimental results suggest in a simple bargaining game with an exogenous mediation proposal the likelihood of conflict is independent of the balance of power if bargaining involves endogenous demand choices however the likelihood of conflict is higher if power is more imbalanced even though endogenous bargaining outcomes reflect the players unequal fighting strengths strategic uncertainty causes outcomes to be most efficient when power is balanced in turn the importance of exogenous mediation proposals depends on the balance of power

the arbitrage pricing theory and supershares in a single period model with options on the market portfolio linear factor pricing holds if and only if the variance of the market conditional on the factors is zero there is no need for factors other than nonlinear functions of the market for accurate linear pricing of all payoff patterns the factors must be rotationally equivalent to hakansson s supershares in a multiperiod model a similar set of results holds but with consumption replacing the market payoff the methodology of the empirical arbitrage pricing theory literature is not consistent with either the single period model or the multiperiod model linear factor models have been used extensively to analyze security returns predominantly by researchers working with the arbitrage pricing theory apt paradigm 1 a coherent theoretical framework is of course crucial to give direction and interpretation to empirical work as well as to guide applications this paper presents some new basic theoretical results on factor models and security pricing in a single period model with market index options even though the sharpe lintner capm may not hold the market portfolio plays such a central role in pricing that the following condition is necessary and sufficient for a vector of factors to give linear pricing the variance of the market return conditional on the factors must be zero that is the factors must determine the market furthermore there is no need for factors other than potentially nonlinear functions of the market return nonmarket risk in a factor can be eliminated with virtually no loss of linear pricing accuracy in order to get linear pricing of all assets in a complete market the factors must be rotationally equivalent to hakansson s 1977 1978 supershares in an intertemporal model a similar set of results holds with consumption replacing the market return as the pivotal variable for pricing all securities these results are used to highlight some limitations of the existing theoretical apt literature as an interpretive foundation for apt empirical work it is argued that the empirical work is consequently somewhat misdirected so recommendations for redirection are made at the end of the paper section i discusses single period apt models and introduces a completemarkets model six theorems are derived which indicate that the potential role

how costly is diversity affirmative action in light of gender differences in competitiveness affirmative action is often criticized for causing reverse discrimination and lowering the qualifications of those hired under the policy however the magnitude of such adverse effects depends on whether the best suited candidate is hired absent the policy indeed affirmative action may compensate for the distortion discrimination imposes on the selection of candidates this paper asks whether affirmative action can have a similar corrective impact when qualified individuals fail to apply for a job we evaluate the effect of introducing a gender quota in an environment where high performing women fail to enter competitions they can win we show that guaranteeing women equal representation among winners increases their entry the response exceeds that predicted by the change in probability of winning and is in part driven by women being more willing to compete against other women the consequences are substantial as the boost in supply essentially eliminates the anticipated costs of the policy this paper was accepted by uri gneezy behavioral economics

the evolution of male female earnings differentials in canadian universities 1970 2001 the evolution of academic salaries and the gender earnings gap in canadian universities is analysed using a unique statistics canada data set containing detailed information on all full time teachers at canadian universities over the period 1970 through 2001 male salaries declined across cohorts while female salaries remained stable consequently male female earnings differentials have narrowed recent years have also seen increasing variation in academic salaries for both men and women a gender earnings gap remains the bulk of which can be explained by differences in men s and women s rank and field the unexplained earnings gap has decreased over time on analyse l evolution des salaires et l ecart entre hommes et femmes dans les universites canadiennes entre 1970 et 2001 a l aide d une base de donnees unique de statistiques canada qui contient des renseignements detailles sur tous les professeurs a temps plein des universites canadiennes les salaires des hommes ont decline au fil des cohortes pendant que ceux des femmes demeuraient stables ce qui fait que les differentiels de salaires se sont amenuises au cours des annees recentes on a observe une variabilite croissante des salaires academiques tant pour les hommes que les femmes un ecart entre hommes et femmes persiste qui est attribuable aux differences dans les rangs et dans les champs d activites des hommes et des femmes l ecart qui demeure inexplique a diminue dans le temps

relative price and inflation variability in a simple consumer search model there is a large empirical literature on the effect of aggregate inflation on both price level dispersion relative price variability rpv and inflation rate dispersion relative inflation variability riv across goods or locations early empirical work of riv has an explicit theoretical foundation in signal extraction models however recent empirical work on rpv has produced results inconsistent with signal extraction models in particular while riv is increasing in the absolute value of inflation shocks rpv is a negative monotonic function of inflation shocks we show that consumer search theory offers a potential explanation for these apparently contradictory observations

diversification and equilibrium in securities markets abstract diversification is the strategy of investing small fractions of wealth in each of a large number of securities and thereby reducing risk the basic argument in support of diversification is an appeal to the law of large numbers a portfolio in which an investor s wealth is invested in equal fractions in each ofnsecurities with i i d returns has a return that converges to a riskless return asnincreases indefinitely any risk averse investor would prefer the limit riskless return to the return of any portfolio in this paper we use the space ba of all finitely additive signed measures on the set of natural numbers the index set for securities to model the set of portfolios from which an investor may choose this portfolio space contains arbitrary finite portfolios and a nontrivial portfolio which is the limit of the sequence of portfolios having the fraction of wealth 1 ninvested in each ofnsecurities we identify a class of portfolios which we call perfectly diversified these portfolios are described by purely finite additive measures in a perfectly diversified portfolio wealth invested in each individual security is a negligible fraction of the total wealth of the portfolio we show that the return of every perfectly diversified portfolio of securities with uncorrelated returns is riskless it is shown that modeling of the portfolio space as the space ba makes possible a rigorous derivation of a general equilibrium version of the arbitrage pricing theorem apt the apt provides a good illustration of the implications of diversification for equilibrium prices of securities journal of economic literatureclassification numbers d52 g20

incremental risk aversion and diversification preference abstract the class of mean independent incremental risks defined with respect to an initial risk or status quo is shown to coincide with the vector space of incremental risks generated from risks that are individually independent of the status quo using this characterization of mean independence aversion toward independent risk increases together with diversification preference for mean independent risk increases implies aversion toward mean independent risk increases by contrast a nondiversifier who is averse to independent risk increases may nonetheless strictly prefer certain mean preserving increases in risk journal of economic literature classification numbers d80 d81

entrepreneurs embrace competition evidence from a lab in the field study referring to isreal m kirzner 1973 and schumpeter 1934 who emphasized the competitive nature of entrepreneurship this study investigates whether potential and revealed entrepreneurs are more likely to seek competition than non entrepreneurs we provide a conceptual framework that links entrepreneurship to three facets of individual competitiveness drawn from economic entrepreneurship and psychological research a desire to win striving for personal development and an enjoyment of competition following economic research linking competitive behavior in experiments to career choices we conduct a lab in the field study and demonstrate that entrepreneurs are more likely to enter competitions than non entrepreneurs accounting for individual desires to win and mastery related achievement motivations our results indicate that entrepreneurs tend to enter competition for the sake of competition itself rather than for the prospect of winning it or personal development our results suggest that enjoyment of competition might be an additional factor driving entrepreneurs market entry decisions beyond well known factors like overconfidence and risk taking

longitudinal analyses of the effects of trade unions but union members are different from nonmembers in unobserved ways biasing your estimates y ou should make a selectivity bias correction simultaneously determine union status and economic outcomes develop an unobservables model use longitudinal data archetypical comment on virtually any study of the economic effects of umomsm or suitably modified on any other empirical subject

on the origins of gender gaps in human capital short and long term consequences of teachers biases abstract we estimate the effect of primary school teachers gender biases on boys and girls academic achievements during middle and high school and on the choice of advanced level courses in math and sciences during high school in tel aviv israel we measure bias using class gender differences in scores between school exams graded by teachers and national exams graded blindly by external examiners for identification we rely on the random assignment of teachers and students to classes in primary schools our results suggest that assignment to a teacher with a greater bias in favor of girls boys has positive effects on girls boys achievements such gender biases have also positive impact on girls boys enrollment in advanced level math courses in high school these results suggest that teachers biased behavior at early stages of schooling has long run implications for occupational choices and earnings at adulthood because enrollment in advanced courses in math and science in high school is a prerequisite for post secondary schooling in engineering computer science and so on

intercountry differences in the relationship between relative price variability and average prices this paper provides new evidence on the relationship between relative price variability and inflation the model uses a consistently defined data set for nine european countries it benefits from the inclusion and testing of the effects of macroeconomic variables and the incorporation into the measures of inflation and dispersion adjustments for timeliness appropriate formulas and proximity the general findings of an effect on relative price variability by the macroeconomic environment and negative coefficients on unexpected inflation are supported by their occurrence in models estimated by seemingly unrelated regression and a robust systems estimator

what explains the gender gap in college track dropout experimental and administrative evidence copyright 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 by the american economic association permission to make digital or hard copies of part or all of american economic association publications for personal or classroom use is granted without fee provided that copies are not distributed for profit or direct commercial advantage and that copies show this notice on the first page or initial screen of a display along with the full citation including the name of the author copyrights for components of this work owned by others than aea must be honored abstracting with credit is permitted the author has the right to republish post on servers redistribute to lists and use any component of this work in other works for others to do so requires prior specific permission and or a fee permissions may be requested from the american economic association administrative office by going to the contact us form and choosing copyright permissions request from the menu copyright 2016 aea

gender competitiveness and career choices gender differences in competitiveness have been hypothesized as a potential explanation for gender differences in education and labor market outcomes we examine the predictive power of a standard laboratory experimental measure of competitiveness for the later important choice of academic track of secondary school students in the netherlands although boys and girls display similar levels of academic ability boys choose substantially more prestigious academic tracks where more prestigious tracks are more math and science intensive our experimental measure shows that boys are also substantially more competitive than girls we find that competitiveness is strongly positively correlated with choosing more prestigious academic tracks even conditional on academic ability most important we find that the gender difference in competitiveness accounts for a substantial portion about 20 of the gender difference in track choice

an explicit bound on individual assets deviations from apt pricing in a finite economy abstract ross s arbitrage pricing theory apt is a tractible and reasonable alternative to the mean variance model nonetheless understanding of the theory has been obscured by the complexity of the sequence economy models used for motivation by contrast we give a simple and direct derivation of the apt in a finite economy using an explicit bound on the deviations from apt prices across assets a coarse calculation shows that theoretical deviations from apt pricing are negligible in our economy

the good the bad and the different can gender quotas raise the quality of politicians the debate over political gender quotas is unduly confined to a supposed trade off between diversity and competence we characterize the effects of a political gender quota in a citizen candidate model to find that quotas do increase the overall quality of those elected whenever the rewards from public office are high or the skill premium or political gender discrimination are sufficiently low in such cases high skill women candidates run for office in sufficiently high numbers driving off low skill male and female candidates our model compares quotas with other policies in terms of their impact on the number and quality of those elected

nonemployment stigma as rational herding a field experiment abstract long spells of unemployment are known to reduce the likelihood of re employment but it is difficult to discern the reasons for this observation using an experimental method that controls for search intensity and possible discouragement of job applicants i document that job market opportunities for the nonemployed diminish rapidly over time in this experiment duration dependence is solely due to firm perceptions why do firms view long spells of nonemployment as negative signals rational herding is one important factor managers believe that unemployed applicants were previously interviewed and if the applicants were productive they would have been hired

does equal pay legislation reduce labour market inequality this paper considers a labour market model of monopsonistic competition with taste based discrimination against minority workers to study the effect of equal pay legislation on labour market inequality when the taste for discrimination is small or competition is weak the policy removes job segregation and the wage gap completely however with a bigger taste for discrimination or stronger competition equal pay legislation leads to more job segregation and sometimes minority workers end up earning less than before profits of discriminating firms might increase and discrimination can persist in the long run although it would have disappeared without the policy

female hires and the success of start up firms in this paper we investigate the relationship between females among the first hires of start up companies and business success our results show that firms with female first hires have a higher share of female workers at the end of the first year after entry further we find that firms with female first hires are more successful and stay longer in the market we conclude that our results support the hypothesis that gender diversity in leading positions is an advantage for start up firms this abstract was borrowed from another version of this item

networks in the modern economy mexican migrants in the u s labor market this paper attempts to identify job networks among mexican migrants in the u s labor market the empirical analysis uses data on migration patterns and labor market outcomes based on a sample of individuals belonging to multiple origin communities in mexico over a long period of time each community s network is measured by the proportion of the sampled individuals who are located at the destination the united states in any year we verify that the same individual is more likely to be employed and to hold a higher paying nonagricultural job when his network is exogenously larger by including individual fixed effects in the employment and occupation regressions and by using rainfall in the origin community as an instrument for the size of the network at the destination

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

the harder the task the higher the score findings of a difficulty bias studies have found that going first or last in a sequential order contest leads to a biased outcome commonly called order bias or primacy and recency studies have also found that judges have a tendency to reward contestants they recognize with additional points called reference bias controlling for known biases we test for a new type of bias we refer to as difficulty bias which reveals that athletes attempting more difficult routines receive higher execution scores even when difficulty and execution are judged separately despite some identification challenges we add to the literature by finding strong evidence of a difficulty bias in gymnastics we also provide generalizations beyond athletics jel l10 l83 d81 j70 z1

arbitrage pricing and the stochastic inflation tax in a multisector monetary economy abstract a dynamic general equilibrium multifactor asset pricing model for a monetary economy with capital accumulation and multisector production is constructed equilibrium clower constraints on some investment goods and some consumption goods are imposed an equilibrium apt model is constructed where the covariance between the inflation tax distorted equilibrium investment returns and fundamental forcing processes are important in determining equilibrium risk prices the model is used to address issues concerning the relative importance of real and nominal factors in asset pricing raised in recent papers by chen roll and ross 1986 and cochrane 1991 1992

gender and job performance evidence from wall street this study concerns the relationship between gender and job performance among brokerage firm equity analysts women s representation in analyst positions dropped from 16 percent in 1995 to 14 percent in 2005 the study found significant gender based differences in performance on various dimensions for example women cover roughly 9 stocks on average as compared with 10 for men and women s earnings estimates tend to be less accurate than men s estimates but the study also found that women are significantly more likely than men to be designated as all stars which indicates that they outperform men in other aspects of job performance