| Field | Before | After |
|---|---|---|
| Field Trial Status | Before on_going | After completed |
| Field Last Published | Before October 25, 2019 05:28 AM | After December 01, 2023 08:21 AM |
| Field Study Withdrawn | Before | After No |
| Field Intervention Completion Date | Before | After June 01, 2020 |
| Field Data Collection Complete | Before | After Yes |
| Field Final Sample Size: Number of Clusters (Unit of Randomization) | Before | After 301 |
| Field Was attrition correlated with treatment status? | Before | After No |
| Field Final Sample Size: Total Number of Observations | Before | After 7224 |
| Field Final Sample Size (or Number of Clusters) by Treatment Arms | Before | After 100 no uncertainty (control), 99 uncertainty -basic pay (treatment 1), 97 uncertainty double pay (treatment 2) |
| Field Public Data URL | Before | After https://reshare.ukdataservice.ac.uk/854567/ |
| Field Is there a restricted access data set available on request? | Before | After No |
| Field Program Files | Before | After No |
| Field Data Collection Completion Date | Before | After June 01, 2020 |
| Field Is data available for public use? | Before | After Yes |
| Field Keyword(s) | Before Health, Labor, Welfare | After Health, Labor, Welfare |
| Field Building on Existing Work | Before | After No |
| Field | Before | After |
|---|---|---|
| Field Paper Abstract | Before | After Flexible employment arrangements where workers only provide labour (and are paid) when requested to by their employer have proliferated. How do workers react to the resulting instability in work schedules and pay? This study seeks to provide an answer using experimental methods. 301 low-income, working age, non-student individuals took part in an on-line experiment simulating standard and zero-hours contractual conditions. Results unambiguously support the hypothesis that work uncertainty discourages work. This is not only because variability in work availability reduced total expected pay but also because uncertainty itself is avoided, even at the cost of lower total earnings. Public benefits play an important moderating role. Workers are more likely to accept uncertain work and pay when access to out of work benefits is limited or when benefits automatically top up incomes during periods when work is unavailable. |
| Field Paper Citation | Before | After Avram, S. (2022). Do workers like employer driven flexibility? Experimental evidence on work and pay uncertainty and willingness to work. European Journal of Work and Organizational Psychology, 31(5), 685-697. doi:10.1080/1359432X.2021.2021885 |
| Field Paper URL | Before | After https://doi.org/10.1080/1359432X.2021.2021885 |