|
Field
Experimental Design (Public)
|
Before
We would randomize each of 150 loom centers to one of the following treatments (each arm will have 50 loom centers), stratifying by gender and firm size:
1. The manager chooses which worker the bonus is paid to (managerial discretion treatment).
2. Workers choose via voting which worker the bonus is paid to (worker empowerment treatment).
3. The bonus is allocated at random (control group).
Bonuses will be given fortnightly for three months, and will be roughly equal to 10% of workers’ average monthly wages.
Outcomes will be measured both during and after the three months of bonuses.
We will estimate two main specifications: one that pools both treatments and compares them to the control, and one that estimates effects of the two treatment arms separately. We will use baseline controls and LASSO to improve precision.
We will test for heterogeneity along the following baseline dimensions: gender (these are single-gender workplaces for the most part), perceptions about workplace culture related to managerial practices, and perceptions about workplace culture related to dynamics among the workers.
We will also record the workers who came in second place in each treatment arm. In the control arm, all workers not randomly selected for the reward will be considered second place. This will allow us to estimate the impact of winning a bonus on workers' outcomes (described above), and also how that impact differs based on how the bonus was allocated.
|
After
We would randomize each of 150 loom centers to one of the following treatments (each arm will have 50 loom centers):
1. The manager chooses which worker the bonus is paid to (managerial discretion treatment).
2. Workers choose via voting which worker the bonus is paid to (worker empowerment treatment).
3. The bonus is allocated at random (control group).
Bonuses will be given fortnightly for three months, and will be roughly equal to 10% of workers’ average monthly wages.
We will use pairwise stratification to maximize power. Specifically, we will form groups of three firms, matched on gender and average worker attendance at baseline, and randomize within these groups. Firms may attrit, leaving their strata without observations from each treatment group for many outcomes. In such cases, we will pool the incomplete strata with the strata of the same gender that has the closest baseline attendance level when estimating treatment effects.
Outcomes will be measured both during and after the three months of bonuses.
We will estimate two main specifications: one that pools both treatments and compares them to the control, and one that estimates effects of the two treatment arms separately. We will use baseline controls and LASSO to improve precision.
We will test for heterogeneity along the following baseline dimensions: gender (these are single-gender workplaces for the most part), perceptions about workplace culture related to managerial practices, and perceptions about workplace culture related to dynamics among the workers.
We will also record the workers who came in second place in each treatment arm. In the control arm, all workers not randomly selected for the reward will be considered second place. This will allow us to estimate the impact of winning a bonus on workers' outcomes (described above), and also how that impact differs based on how the bonus was allocated.
|