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Field
Last Published
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Before
August 18, 2025 12:22 PM
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After
October 29, 2025 05:24 PM
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Field
Secondary Outcomes (End Points)
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Before
Speed and accuracy in data entry; speed in customer service; the underlying performance ratings (by enumerators/audience members/automated grading) in the customer service and presentation tasks; the number of times participants ask enumerators for help; beliefs about performance; cognitive function (Raven's matrices); measures of self-efficacy (Generalised Self Efficacy Scale), self-esteem (Rosenberg Self-Esteem Scale) and concentration at work (Stanford Presenteeism Scale-6); time, risk and social preferences; positive and negative reciprocity; daily positive and negative affect; daily feelings of financial strain; social anxiety (mini-SPIN); social skills (Reading the Mind in the Eyes test).
Quality of a 'mock job application' as assessed by recruiters; intended job search effort (hours and applications) and reservation wage.
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After
Speed and accuracy in data entry; speed in customer service; the underlying performance ratings (by enumerators/audience members/automated grading) in the customer service and presentation tasks; the number of times participants ask enumerators for help; beliefs about performance; cognitive function (Raven's matrices); measures of self-efficacy (Generalised Self Efficacy Scale), self-esteem (Rosenberg Self-Esteem Scale) and concentration at work (Stanford Presenteeism Scale-6); time, risk and social preferences; positive and negative reciprocity; daily positive and negative affect; daily feelings of financial strain; social anxiety (mini-SPIN); social skills (Reading the Mind in the Eyes test).
Quality of a 'mock job application' as assessed by recruiters; intended job search effort (hours and applications) and reservation wage.
Longer-run (endline) job search effort, interviews and offers, employment and earnings.
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Field
Secondary Outcomes (Explanation)
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Before
Beliefs about performance are measured by asking participants to predict both before and after feedback their relative performance (how they will rank relative to other participants) and absolute performance (their earnings). We also elicit beliefs about relative performance (rank) in the presentation task, skills assessment and manager task as well as beliefs about absolute performance in the presentation and skills assessment (how they are rated by the audience / interviewer).
Risk preferences are elicited using the method of Eckel and Grossman (2002) with hypothetical options; we also elicit self-reported overall comfort with risk using the question from the Global Preferences Survey (Falk et al. 2023). Time preferences are measured by using a multiple price list method to identify participants' switching points (between a risky vs safe option and between a sooner and smaller vs larger and later amount), in hypothetical choices.
Social preferences are measured using an anonymous one-shot dictator game. Positive and negative reciprocity are measured using the self-report questions from the Global Preferences Survey (Falk et al. 2018).
Daily positive and negative affect is measured using 10 items from the Positive and Negative Affect Scale asked twice each day. Participants' responses on a five-point scaled are averaged.
Daily feelings of financial strain are measured following Kaur et al. (2025) by a question asking participants if they were thinking about any worries or finances while working and if so, what.
Application quality: we use a survey of local HR recruiters who see mock job applications by participants. We measure: the recruiter guess of candidate performance in skills tests (we use both the raw guess and its absolute deviation from the truth as outcomes), and the recruiter's subjective rating of the candidate's employability and personal qualities.
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After
Beliefs about performance are measured by asking participants to predict both before and after feedback their relative performance (how they will rank relative to other participants) and absolute performance (their earnings). We also elicit beliefs about relative performance (rank) in the presentation task, skills assessment and manager task as well as beliefs about absolute performance in the presentation and skills assessment (how they are rated by the audience / interviewer).
Risk preferences are elicited using the method of Eckel and Grossman (2002) with hypothetical options; we also elicit self-reported overall comfort with risk using the question from the Global Preferences Survey (Falk et al. 2023). Time preferences are measured by using a multiple price list method to identify participants' switching points (between a risky vs safe option and between a sooner and smaller vs larger and later amount), in hypothetical choices.
Social preferences are measured using an anonymous one-shot dictator game. Positive and negative reciprocity are measured using the self-report questions from the Global Preferences Survey (Falk et al. 2018).
Daily positive and negative affect is measured using 10 items from the Positive and Negative Affect Scale asked twice each day. Participants' responses on a five-point scaled are averaged.
Daily feelings of financial strain are measured following Kaur et al. (2025) by a question asking participants if they were thinking about any worries or finances while working and if so, what.
Application quality: we use a survey of local HR recruiters who see mock job applications by participants. We measure: the recruiter guess of candidate performance in skills tests (we use both the raw guess and its absolute deviation from the truth as outcomes), and the recruiter's subjective rating of the candidate's employability and personal qualities.
Endline outcome measurement is described in the pre-analysis plan for our endline survey.
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