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Field
Abstract
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Before
This research studies how survey design affects information transmission of sensitive issues within organizations. We conduct a mobile-based survey experiment with workers at two garment factories in Bangladesh to study how survey design affects employees’ willingness to report instances of misbehavior by managers, including threats, physical harassment, sexual harassment and gender-based violence. We also aim to calculate policy-relevant statistics for this setting, including the proportion of managers that misbehave, the share of workers that experienced different types of misbehavior and the number of people that know of an instance of misbehavior.
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After
This research studies how survey design affects transmission of sensitive information within organizations. We conduct a phone-based survey experiment with workers at two garment factories in Bangladesh to study how survey design affects their willingness to report misbehavior by managers, including threats, physical harassment, and sexual harassment. We experimentally vary whether the survey elicitation method provides plausible deniability when asking sensitive questions. In particular, building on Chassang and Padró i Miquel (2018) and Chassang and Zehnder (2019), we use hard garbling to provide plausible deniability by exogenously distorting survey responses. We also experimentally vary the extent to which the survey enumerator builds rapport with the surveyed individual and the level of identifiability of a surveyed worker.
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Trial Start Date
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Before
March 01, 2021
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After
September 09, 2021
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Trial End Date
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Before
September 30, 2021
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After
November 15, 2021
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Last Published
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Before
February 25, 2021 08:50 AM
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After
September 17, 2021 10:58 AM
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Intervention Start Date
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Before
March 01, 2021
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After
September 09, 2021
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Intervention End Date
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Before
September 30, 2021
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After
November 15, 2021
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Primary Outcomes (End Points)
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Before
The key outcome variables are: reporting of different types of labor issues, including threats, physical harassment, sexual harassment and gender-based violence.
We also aim to calculate policy-relevant statistics for this setting, including the proportion of managers that misbehave, the share of workers that experienced misbehavior and the number of workers that know of a single instance of misbehavior.
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After
The key outcome variables are threats, physical harassment and sexual harassment (including gender-based violence) from direct supervisor.
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Experimental Design (Public)
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Before
We experimentally vary direct and indirect survey methods to ask sensitive questions on management misbehavior, as well as the extent to which the enumerator builds rapport or trust with the surveyed individual, and the level of identifiability of a surveyed worker through demographic questions.
In the survey, we also elicit workers’ primary deterrents to reporting, and use demographic and other less sensitive survey measures to predict their probability of being victimized.
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After
We experimentally vary direct elicitation and a hard garbling design to ask sensitive questions on management misbehavior, as well as the extent to which the enumerator builds rapport or trust with the surveyed individual, and the level of identifiability of a surveyed worker through demographic questions.
In the survey, we also elicit workers’ primary deterrents to reporting, and use demographic and other less sensitive survey measures to predict their probability of being victimized.
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Randomization Unit
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Before
The unit of randomization is a worker, stratified by factory-production team, gender and type of position in the production line.
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After
The unit of randomization is a worker, stratified by factory-production team and sex.
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Planned Number of Observations
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Before
Approximately 2,000 workers.
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After
Approximately 2,620 workers.
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Sample size (or number of clusters) by treatment arms
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Before
400 workers per treatment arm.
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After
We cross-randomize different treatment conditions and the sample size varies from 220 to 440 workers per treatment condition (see pre-analysis plan for details).
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Keyword(s)
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Before
Behavior, Firms And Productivity, Gender, Labor
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After
Behavior, Firms And Productivity, Gender, Labor
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Secondary Outcomes (End Points)
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Before
Additionally, as secondary outcomes, we study the types of deterrents to reporting sensitive issues, and the number and types of harassment cases to other workers witnessed by other team members.
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After
Additionally, as secondary outcome, if we find that one or more of our experimental methods increases reporting, we will study how increased reporting affects workers’ well-being in the short run.
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Building on Existing Work
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Before
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After
No
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