Tag
present_bias
8 findings
Behaviour & psychologyAction-Plan Prompts for Behavioral Search BarriersEncouraging job seekers to complete a detailed search action plan closed the gap between application intentions and actual applications, expanded the diversity of job search channels utilized, and significantly increased employment outcomes.RCTBehaviour & psychologyEmployee-Defined Commitment ContractsWorkers voluntarily selected positive production targets 28% of the time, and choosing commitment contracts increased production by 120 fields (a 2% increase over the baseline of 5,311 fields), while evening target choices boosted earnings by 3%. Workers missed self-selected targets only 2.6% of the time compared to 8.6%–14.1% for firm-imposed targets.RCTBehaviour & psychologyPayday-Driven Effort SpikesWorkers exhibiting above-average payday effects were 13.8 percentage points more likely to select positive production targets, selected targets that were 351 fields higher, and after two months were 20.6 percentage points (73%) more likely to select commitment contracts, yielding a 9% output increase when commitment contracts were offered.RCTLabour & employmentTime-Inconsistent Search Preferences12% of job-seekers exhibited incentivized present bias at baseline. Workshop treatment effects on permanent employment were significantly higher for present-biased individuals who failed to anticipate their time-inconsistency (p < 0.05).RCTLabour & employmentPresent Bias and Non-Anticipated Revision in Search BehaviorUnanticipated present bias significantly moderates policy impacts; naive present-biased individuals who do not anticipate their revision behavior gain a **6.8 percentage point increase in permanent employment** from the application workshop (p < 0.01), whereas non-present-biased individuals exhibit no significant impact.RCTBehaviour & psychologyPresent Bias in Human Capital InvestmentPatient jobseekers exhibited significantly higher baseline human capital investment index scores (+4.95 vs -5.14, p < 0.05) and lower search effort index scores (-4.24 vs +4.58, p < 0.05) than impatient jobseekers. Providing conditional cash transfers (€250/month) did not produce statistically significant increases in human capital investment or employment across either patient or impatient subgroups.RCTBehaviour & psychologyTemporal Distance in Goal SettingChoosing production targets the evening prior under higher environmental uncertainty successfully increased worker net earnings by 3%, proving that greater temporal distance strengthens self-control commitment relative to baseline.RCTEconomics (general)Time-Varying Psychological Application CostsWithin-jobseeker crossover treatment yields statistically indistinguishable returns between marginal and inframarginal applications (p = 0.503 for interview probability, p = 0.480 for value-weighted interviews). Application submission probability decays exponentially from notification date to deadline date.RCT