Paper: Wiswall & Zafar (2018)

Reading as part of research idea on WTP for prosocial impact of work, together with Vrinda.
== Summary ==
=== I. Introduction ===
=== II. Background: Gender Differences in Job Choices and Human Capital Investments in the US ===
=== III. Data ===
Surveyed 257 NYU undergraduate students during May 2012. Students were recruited from the Center for Experimental Social Sciences (CESS) e-mail list. Students signed up for a 90-minute session at the CESS lab on the NYU campus. The survey was constructed with SurveyMonkey and took 30 minutes to complete. Students were paid $10 to show up, and $20 for successfully completing the survey.
==== III. B. Survey Instrument ====
In addition to questions on demographics, etc., the main instrument consists of two parts: (1) on preferences for job attributes using hypothetical job choices, and (2) on consequential life activities that can be key determinants to college major choice. Defer (2) to later section [???].
* Their hypothetical job choice data was collected through 16 job scenarios. 
* Each scenario presented three potential jobs, each characterized by four attributes. It was highlighted (see image) that these jobs were identical in all other aspects, and there were no occupation labels on them.
* The first 8 scenarios varied four job attributes: (1) FT annual earnings, (2) annual %increase in earnings, (3) FT hours per week, and (4) part-time work option.
* The second 8 scenarios were identical, except that the attributes were (1. is the same):
*# Annual earnings when working full-time
*# Probability of being fired over a one-year period
*# Amount of additional annual bonus pay based on relative performance
*# Proportion of men in the firm in similar job positions
* Respondents answered with a choice probability for each job (0-100) instead of a discrete 0 or 1 choice, allowing respondents to express uncertainty.
* To keep scenarios realistic, no scenario included a job that was clearly dominant or dominated along all dimensions, and variation in attributes within a scenario was relatively small to avoid inferences that the jobs were otherwise not identical. At the same time, had substantial variation in attributes across scenarios to ensure preferences aren't only local.
=== IV. Model and Identification Analysis ===
=== V. Estimates of Preferences of Job Characteristics ===
=== VI. Job Preferences and Major Choice ===
=== VII. Job Preferences and the Gender Gap in Earnings ===
=== VIII. Conclusion ===