The Impact of Peer-to-Peer Management Training on Collaboration and Workplace Outcomes

Last registered on August 10, 2023


Trial Information

General Information

The Impact of Peer-to-Peer Management Training on Collaboration and Workplace Outcomes
Initial registration date
August 07, 2023

Initial registration date is when the trial was registered.

It corresponds to when the registration was submitted to the Registry to be reviewed for publication.

First published
August 10, 2023, 1:35 PM EDT

First published corresponds to when the trial was first made public on the Registry after being reviewed.


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Primary Investigator

Washington University in St. Louis Olin Business School

Other Primary Investigator(s)

PI Affiliation
Peking University National School of Development
PI Affiliation
UCSD School of Global Policy and Strategy
PI Affiliation
University of Michigan Ross School of Business

Additional Trial Information

In development
Start date
End date
Secondary IDs
Prior work
This trial does not extend or rely on any prior RCTs.
Effective workplace management plays a crucial role in determining employee performance, retention, and subsequently, overall firm performance. While conventional management strategies often emphasize hierarchical relationships, peer-to-peer management, or "managing across," represents a promising yet largely unexplored approach. This study aims to investigate the impact of peer-to-peer management training on various employee outcomes and identify the conditions under which the intervention proves most effective.

The primary research questions are the following: 1) Can peer-to-peer management training enhance collaboration and improve relationships among co-workers in the same workplace? 2) What effects does peer-to-peer management training have on employee performance, retention, and team dynamics? 3) Under what circumstances and for which employees is the training most impactful?

To address these questions, we plan to conduct a randomized controlled trial involving approximately 3,500 workers across around 100 stores of a multinational spa chain. The stores will be randomly allocated into two groups, with one group receiving peer-to-peer management training and the other serving as a control group. The peer-to-peer management training is particularly designed to equip employees with the necessary skills to effectively manage their peer relationships, promoting cooperative teamwork, efficient conflict resolution, and mutual support. The training materials will be delivered online via the firm's e-learning portal.

By combining survey data collected before and after the training with administrative data on worker collaboration, performance, and retention, we will conduct a comprehensive evaluation of the training intervention. The insights derived from this study will make a significant contribution to our understanding of peer management practices and their influence on both employee outcomes and firm performance.
External Link(s)

Registration Citation

Adhvaryu, Achyuta et al. 2023. "The Impact of Peer-to-Peer Management Training on Collaboration and Workplace Outcomes." AEA RCT Registry. August 10.
Sponsors & Partners

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Experimental Details


The primary intervention in this study is a peer-to-peer management training course, designed jointly by the firm's Human Resources department and our research team.

Participants in the treatment group will undergo the training program, which is designed to enhance their ability to effectively manage their interactions and relationships with their peers. The focus of the training is to promote cooperative teamwork, enhance conflict resolution, improve interpersonal relationships, and encourage mutual support among colleagues. The training modules will be delivered online through the firm's e-learning portal and will include a comprehensive array of materials, such as a detailed course syllabus, lecture slides, lecture videos, and practical exercises. Moreover, each lecture will feature a corresponding role-play scenario, offering hands-on experience that bridges the gap between theoretical knowledge and practical application.

Participants in the treatment group will have full access to the training materials throughout the experiment, fostering self-paced learning and continuous skill reinforcement. This adaptable and comprehensive approach caters to different learning styles and paces, ensuring a personalized and effective training experience. To encourage active engagement, participants will also receive periodic reminders from the firm’s Human Resources department to dedicate time to the training course. This combination of flexibility, interactivity, and supportive reminders aims to maximize the effectiveness and impact of the training interventions.
Intervention Start Date
Intervention End Date

Primary Outcomes

Primary Outcomes (end points)
employee productivity, retention, survey-measured well-being, collaboration
Primary Outcomes (explanation)

Secondary Outcomes

Secondary Outcomes (end points)
Secondary Outcomes (explanation)

Experimental Design

Experimental Design
The trial consists of two groups: the treatment group, which will undergo peer-to-peer management training, and a control group, which will not receive any specific training.

Peer-to-peer management training (Treatment): Stores assigned to this group will receive a training program aimed at teaching employees how to manage their interactions and relationships with their peers more effectively. The training emphasizes fostering cooperative teamwork, resolving conflicts, and promoting mutual support.

Control Group: Stores in this group will not receive any specific management training intervention, thereby serving as a baseline for comparison to gauge the effects of the managing across training.
Experimental Design Details
Not available
Randomization Method
Randomization will be conducted by the firm partner using a random number generator.
Randomization Unit
Was the treatment clustered?

Experiment Characteristics

Sample size: planned number of clusters
Around 100 stores
Sample size: planned number of observations
Approximately 3500 employees
Sample size (or number of clusters) by treatment arms
Treatment and control are roughly equal-sized
Minimum detectable effect size for main outcomes (accounting for sample design and clustering)

Institutional Review Boards (IRBs)

IRB Name
Washington University IRB
IRB Approval Date
IRB Approval Number
Analysis Plan

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