Found 7 article(s) for author 'Amanda Pallais'

Labor Supply and the Value of Non-Work Time: Experimental Estimates from the Field

Labor Supply and the Value of Non-Work Time: Experimental Estimates from the Field. , July 2017, Paper, “We use a field experiment to estimate the marginal value of non-work time (MVT). During a national application process for phone survey and data entry positions, we randomly offered applicants alternative wage-hour bundles. Jobseeker choices over these bundles yield estimates for the MVT as a function of hours worked. These quantities trace out a labor supply relationship. As predicted by the conventional model of the allocation of time, the substitution effect is positive. Individual labor supply is highly elastic at low hours and becomes more inelastic at higher hours. For unemployed job applicants, the opportunity cost of a full-time job due to lost leisure, household production, and other non-work activities is approximately 60% of their estimated market wage. A similar estimate is found when we reproduce elements of this experiment in a nationally-representative survey.Link

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The Ambition-Marriage Trade-Off Too Many Single Women Face

The Ambition-Marriage Trade-Off Too Many Single Women Face. Amanda Pallais, May 8, 2017, Paper, “Even today, research shows that men still prefer female partners who are less professionally ambitious than they are. Because of this, many single women face a trade-off: Actions that lead to professional success might be viewed less favorably in the heterosexual marriage market. This trade-off can be pervasive and is not limited to big decisions like volunteering for a leadership role or asking for a promotion. Daily activities such as speaking up in meetings, taking charge of a project, working late, or even certain outfits, haircuts, and makeup can be desirable in one market and not in the other.” Link

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Evidence That Minorities Perform Worse Under Biased Managers

Evidence That Minorities Perform Worse Under Biased Managers. Amanda Pallais, January 13, 2017, Paper, “There is a growing body of research showing that minorities face bias in the job application process. When identical resumes — one with the name Emily and one with the name Lakisha, for example — are sent to job openings, Emily’s resume gets substantially more callbacks. And even with the same credentials as other candidates, minorities are less likely to be hired.Link

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‘Acting Wife’: Marriage Market Incentives and Labor Market Investments

‘Acting Wife’: Marriage Market Incentives and Labor Market Investments. Amanda Pallais, December 2016, Paper, “Do single women avoid career-enhancing actions because these actions could signal personality traits (like ambition) that are undesirable in the marriage market? We answer this question through two field experiments in an elite U.S. MBA program. Newly-admitted MBA students filled out a questionnaire on job preferences and personality traits to be used by the career center in internship placement; randomly selected students thought their answers would be shared with classmates. When they believed their classmates would not see their responses, single and non-single women answered similarly. However, single women reported desired salaries $18,000 lower and being willing to travel seven fewer days per month and work four fewer hours per week when they expected classmates would see their answers.Link

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Evaluating Econometric Evaluations of Post-Secondary Aid

Evaluating Econometric Evaluations of Post-Secondary Aid. Amanda Pallais, April 2015, Paper. “The question of whether and how financial aid affects college enrollment remains central in higher education policy discussions. Most econometric investigations of this question identify causal effects using non-experimental strategies such as covariate conditioning, differences-in-differences panel methods, and regression discontinuity (RD) designs. The resulting empirical analyses have produced a wide range of estimates, perhaps reflecting the diversity of the models and assumptions used in this work…” Link

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Why the Referential Treatment? Evidence from Field Experiments on Referrals

Why the Referential Treatment? Evidence from Field Experiments on Referrals. Amanda Pallais, February 14, 2014, Paper. “This paper presents the results of three field experiments in an online labor market designed to determine whether referred workers perform better than non-referred workers and, if so, why. We hired workers and asked them to refer others; we then hired all referred and non-referred applicants. Referred workers performed better and had less turnover than non-referred workers. We find that this is partially due to selection…” Link Verified October 18, 2014

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Inefficient Hiring in Entry-Level Labor Markets

Inefficient Hiring in Entry-Level Labor Markets. Amanda Pallais, February 25, 2013, Paper. “Hiring inexperienced workers generates information about their abilities. If this information is public, workers obtain its benefits. If workers cannot compensate firms for hiring them, firms will hire too few inexperienced workers. I determine the effects of hiring workers and revealing more information about their abilities through a field experiment in an online marketplace. I hired 952 randomly-selected workers, giving them either detailed or coarse public evaluations…” Link Verified October 18, 2014

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