In a laboratory experiment, we investigate the interaction of two prominent firm strategies to increase worker effort: team building and control. We compare a team-building treatment where subjects initially play a coordination game to gain common experience (CE) with an autarky treatment where subjects individually perform a task (NCE). In both treatments, subjects then play two-player control games where agents provide costly effort and principals can control to secure a minimum effort. CE agents always outperform NCE agents. Conditional on control, however, CE agents’ effort is crowded out more strongly, with the effect being most pronounced for agents who successfully coordinated in the team-building exercise. Differential reactions to control perceived as excessive is one explanation for our findings.

Existing estimates of the labor-market returns to human capital give a distorted picture of the role of skills across different economies. International comparisons of earnings analyses rely almost exclusively on school attainment measures of human capital, and evidence incorporating direct measures of cognitive skills is mostly restricted to early-career workers in the United States. Analysis of the new PIAAC survey of adult skills over the full lifecycle in 23 countries shows that the focus on early-career earnings leads to underestimating the lifetime returns to skills by about one quarter. On average, a one-standard-deviation increase in numeracy skills is associated with an 18 percent wage increase among prime-age workers. But this masks considerable heterogeneity across countries. Eight countries, including all Nordic countries, have returns between 12 and 15 percent, while six are above 21 percent with the largest return being 28 percent in the United States. Estimates are remarkably robust to different earnings and skill measures, additional controls, and various subgroups. Instrumental-variable models that use skill variation stemming from school attainment, parental education, or compulsory-schooling laws provide even higher estimates. Intriguingly, returns to skills are systematically lower in countries with higher union density, stricter employment protection, and larger public-sector shares.

Measuring skill mismatch is problematic, because objective data on an individual skill level are often not available. Recently published data from the Program for the International Assessment of Adult Competencies (PIAAC) provide a unique opportunity for gauging the importance of skill mismatch in modern labor markets. This paper systematically compares existing measures of skill mismatch in terms of their implications for labor market outcomes. We also provide a new measure that addresses an important limitation of existing measures, namely, assigning a single competency score to individuals. We find that the importance of skill mismatch for individual earnings differs greatly, depending on the measure of mismatch used.

We show in a laboratory experiment that the same method of group induction carries different behavioral consequences. These heterogeneous treatment effects can be directly related to the quality of the relationship established between the subjects. Our results indicate the importance of manipulation checks in group-formation tasks in economic experiments.

Using survey experiments in the United States and Germany with about 12,000 participants, we study perceptions of socioeconomic inequality in life expectancy and policy demand. Respondents overestimate the rich-poor gap in both countries, judging the life expectancy of the rich roughly accurately but placing that of the poor well below its true level. These misperceptions vary little with political orientation or other characteristics. Correcting them shifts concern but leaves policy demand largely unchanged across general, specific, and real-stakes measures. Instead, demand divides politically, sharply in the United States and much less in Germany, consistent with views about the role of government rather than the inequality itself shaping policy demand.

I estimate management opposition to unions in terms of hiring discrimination in the German labor market. By sending 13,000 fictitious job applications, revealing union membership in the CV and pro-union sentiment via social media accounts, I provide evidence for hiring discrimination against union supporters. Callback rates are on average 15% lower for union members. Discrimination is strongest in the presence of a high sectoral share of union members and large firm size. I further explore variation in regional and sectoral strike intensity over time and find suggestive evidence that discrimination increases if a sector is exposed to an intense strike. Discrimination is positively associated with the sectoral share of firms that voluntarily orientate wages to collective agreements. These results indicate that hiring discrimination can be explained by union threat effects.

Using the universe of high school and college admissions data in Croatia, we geocoded nearly half a million students’ residential addresses to investigate how their college and major choices are influenced by older neighbors and peers. Using an RDD to exploit time and program variation in admission cutoffs, we find that having an older neighbor who was admitted to and enrolled in a program increases a student’s probability of applying to the program by about 20%. We find that this effect consistently holds only for the closest neighbors, both in terms of distance and age difference. Female students are more likely to be influenced by older neighbors’ choices, and male older neighbors’ admission has a larger impact on both male and female students compared to female older neighbors. The effect is stronger if the student-neighbor pair lives in a region that does not have its own university, implying that the value of information in rural areas is higher. We find evidence that students don’t follow their older neighbors to less competitive programs; instead, they are more likely to apply for the same programs their older neighbors were admitted to when the program is more prestigious. Next, we utilize the variation in weight scheme of Croatia’s college study programs to show evidence, beyond college choices, of how older neighbors affect the human capital formation of their younger peers. The main channel through which we observe this effect is during high school, through specialization in the subjects needed to gain admittance to older neighbors’ college programs. These findings shed light on the intricate dynamics shaping educational decisions and underscores the significant role older neighbors play in guiding younger peers toward specific academic pathways.

How do beliefs on admission probability influence application choices? In this study, we empirically investigate whether and how admission probability is reflected in application choices in a centralized admission system. We exploit a novel setting of a dynamic deferred acceptance mechanism as employed in Croatia with hourly information updates and simultaneous application choices. This setting allows us to explore within-applicant strategic adjustments as a reaction to changing signals on admission probability. We show in an RDD analysis that applicants react to negative signals on admission probability with an increased propensity to adjust their application choices by 11-23%. Additionally, we show how application strategies evolve over time, while applicants learn about their admission probability. The group most-at-risk to remain unmatched improves their application choices by applying to programs with a higher admission probability towards the application deadline. Yet, we also identify a popular and potentially harmful strategy of applying to safer programs before applying to more risky “reach” programs. About a quarter of applicants have the potential to improve their application choices by resorting their application choices.

This field experiment investigates the causal impact of mothers’ perceptions of gender norms on their employment attitudes and labor-supply expectations. We provide mothers of young children in Germany with information about the prevailing gender norm regarding maternal employment in their city. At baseline, over 70% of mothers incorrectly perceive this gender norm as too conservative – the most pronounced misperception among the various gender norms we examine. Our randomized information treatment improves the accuracy of these perceptions, significantly reducing the share of mothers who perceive gender norms as overly conservative. The treatment also shifts mothers’ own labormarket attitudes in a more liberal direction. Leveraging the fact that we assessed attitudes in a prior survey, we show that specifically the shifted attitude is a strong predictor of mothers’ future labor-market participation. Consistently, treated mothers are more likely to plan an increase in their working hours, particularly those with existing support to facilitate their employment.