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Field
Trial Status
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Before
in_development
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After
on_going
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Field
Abstract
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Before
In a survey of recent visitors of an employment center in New England, we ask respondents to choose between hypothetical jobs with randomized characteristics, allowing us to quantify workers’ preferences concerning three mechanisms by which they may voice their needs or ideas to their employers: 1) a standard human resources department, 2) an “employee resource group” sponsored by management, and 3) a union with collective bargaining. We quantify how these preferences, as measured in willingness-to-pay (willingness to sacrifice wages), are modified by higher levels of monitoring by employers, and by a remote work option.
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After
In a survey of recent visitors of an employment center in New England, we ask respondents to choose between hypothetical jobs with randomized characteristics. We vary monitoring by employers, and a remote work option. We also vary three mechanisms by which they may voice their needs or ideas to their employers: 1) a standard human resources department, 2) an “employee resource group” sponsored by management, and 3) a union with collective bargaining. We quantify the strengths of workers' revealed preferences using a willingness-to-pay (willingness to sacrifice wages) methodology, and also measure how they interact. In a series of papers, we will report estimates of all main effects regardless of their statistical significance, and selected interaction effects, particularly the interaction between remote work and monitoring, and between unions and all other factors.
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Field
Trial End Date
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Before
June 30, 2023
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After
June 01, 2025
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Field
Last Published
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Before
May 17, 2023 09:55 AM
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After
April 06, 2025 09:22 AM
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Field
Study Withdrawn
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Before
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After
No
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Field
Intervention Completion Date
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Before
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After
January 01, 2024
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Field
Data Collection Complete
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Before
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After
Yes
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Field
Final Sample Size: Number of Clusters (Unit of Randomization)
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Before
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After
2,614 participants
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Field
Was attrition correlated with treatment status?
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Before
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After
No
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Field
Final Sample Size: Total Number of Observations
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Before
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After
22,222 (not a typo) choices
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Field
Intervention End Date
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Before
June 30, 2023
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After
January 01, 2024
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Field
Primary Outcomes (End Points)
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Before
In our regressions, the outcome-variable is participants' observed choices. However, the primary endpoint of the study is to derive an estimated population distribution of valuations or preferences concerning the job characteristics we present in the survey. In particular, we seek to quantify participants' willingness-to-pay for three categories of worker voice, ranging from a baseline "Human Resources" option, to a company-run employee committee, to a union that engages in collective bargaining; and to quantify how this willingness-to-pay might be modified by the presence of monitoring by the employer or a remote work option.
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After
In our regressions, the outcome-variable is participants' observed choices. However, the primary endpoint of the study is to derive an estimated population distribution of valuations or preferences concerning the job characteristics we present in the survey. In particular, we seek to quantify participants' willingness-to-pay for three categories of worker voice, ranging from a baseline "Human Resources" option, to a company-run employee committee, to a union that engages in collective bargaining; and to quantify how this willingness-to-pay might be modified by the presence of monitoring by the employer or a remote work option. We also measure willingness-to-pay for remote work and (the absence of) monitoring, and how these interact.
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Field
Secondary Outcomes (End Points)
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Before
Willingness-to-pay for remote work and (the absence of) monitoring.
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After
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