Doctoral Dissertation Research in Economics: Worker Beliefs and the Job Application Behavior

经济学博士论文研究：工人信念与求职行为

• 批准号: 1948723
• 负责人: Andrea Moro
• 金额: $ 2.6万
• 依托单位: Vanderbilt University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2020
• 资助国家: 美国
• 起止时间: 2020-04-01 至 2021-03-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1948723&HistoricalAwards=false
• 关键词: Doctoral; Dissertation; Research; Economics; Worker

AbstractOne of the largest factors contributing to the gender wage gap is sorting across occupations and industries. This sorting behavior may be driven by workers' second-order beliefs, which are beliefs about other people's beliefs, through the job application decision. This research examines whether second-order beliefs are an important mechanism underlying the sorting by gender through the job application decision. The research explores this question with a structured field experiment by soliciting applications for a real high-paying white-collar job using advertisements that vary the relevant second-order beliefs through varying the gender of the hiring manager and the gender associations of the product sector. After the job application decision of the candidates, their second-order beliefs are elicited through a laboratory experiment to understand how these beliefs affect job sorting. Overall, this proposal sheds light on labor market behavior based on second-order beliefs and has implications for designing recruitment tools to mitigate job sorting by gender and the corresponding gender wage gap. Job sorting behavior is an important factor contributing to the gender wage gap. Beliefs about what employers believe about the relative ability of men and women, which are second-order beliefs, may be a reason why there is job sorting to certain industries and occupations. This study combines a field experiment with an online laboratory experiment to determine whether second-order beliefs affect workers' job application decision. In the field experiment, product lines are varied to reflect occupations traditionally favored by different genders, as well as the gender of managers. Both of these factors are relevant for second-order beliefs of workers. The field experiment is followed by a survey to reveal the second order beliefs of the participants. By combining the field and laboratory data, this proposal provides evidence on how second-order beliefs in the labor market contribute to the gender wage gap through job sorting behavior.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

促成性别工资差距的最大因素的抽象是在职业和行业之间进行分类。这种分类行为可能是由工人的二阶信念驱动的，这些信念是对他人信念的信念，通过工作申请决定。这项研究研究了二阶信念是否是通过工作申请决策通过性别分类的重要机制。该研究通过结构化的现场实验探索了这个问题，该广告通过改变相关的二阶信念的广告来通过改变招聘经理的性别和产品行业的性别关联来改变相关的二阶信念的广告。在候选人的工作申请决定之后，通过实验室实验引发了他们的二阶信念，以了解这些信念如何影响工作分类。总体而言，该提案阐明了基于二阶信念的劳动力市场行为，并具有设计招聘工具以减轻性别和相应的性别工资差距来减轻工作分类的影响。工作分类行为是导致性别工资差距的重要因素。关于雇主对男人和女人的相对能力的信念，即二阶信念，这可能是为什么对某些行业和职业进行工作分类的原因。这项研究将现场实验与在线实验室实验相结合，以确定二阶信念是否影响工人的工作申请决策。在现场实验中，产品线的变化是反映传统上不同性别和经理性别的职业。这两个因素与工人的二阶信念有关。现场实验之后进行了一项调查，以揭示参与者的二阶信念。通过结合现场和实验室数据，该提案提供了证据，证明了劳动力市场中的二阶信念如何通过工作分类行为来促进性别工资差距。该奖项反映了NSF的法定任务，并被认为是值得通过基金会的知识分子优点和更广泛的影响审查标准来通过评估来进行评估的。