Knowledge that Transforms

Child support frequently increases with the noncustodial fathers' incomes. I study the effect on their work incentives. For identification, I exploit the end of child support when the children involved reach emancipation age. Empirically, child support paid drops to near zero on emancipation; fathers correspondingly increase their work hours and annual earnings. Formally, each 10 percentage point increase in the child support rate leads to an 8–11 percent decrease in labor supply conditional on working. I find weaker extensive margin responses. In a structural model, I map these estimates to the intertemporal elasticity of labor supply (Frisch elasticity).

International audience

In the Netherlands, an immediate baby boom followed the end of WWII and the baby bust of the 1930s. I propose a novel application of the bunching methodology to examine whether the war shifted the timing of fertility or changed women's completed fertility. I disaggregate the number of births by age for cohorts of mothers, and estimate counterfactual distributions of births by exploiting that women experienced the war at different ages. I show that the rise in fertility after the liberation did not make up for the "missed" births that did not occur prior to the war, as fertility would have been 9.4% higher in absence of WWII.

This study investigates the impact of impending termination on employee behavior, using comprehensive data from 3,340 employees of a retail chain.Employees who were dismissed exhibit a sharp increase in absenteeism around the time they were given notice.In contrast, employees who resigned show only a moderate increase in absenteeism toward the end of their employment relationship, which is, however, not particularly pronounced around the time they gave notice.The conclusion of a mutual termination agreement between the employer and the employee even tends to be followed by a decrease in absenteeism.

We analyze how higher task rewards affect the gender performance gap using data from a selective Brazilian university's admission exam. Our data allow us to control for applicants' major-choice self-selection issues flexibly and to track applicants' labor market outcomes years later. We find that women's performance decreases relative to men's in higher-reward subjects due to differing exam strategies. Looking at future labor market outcomes, we find that performing well on higher-reward subjects positively relates to wages. However, our findings cast doubt on whether gender differences in prioritizing rewarding tasks in an exam environment can explain the gender wage gap.

Part-time work is a popular way to reconcile work and family responsibilities. This study investigates how easy it is for men and women to get part-time jobs. To assess this question, I first analyze the hiring decisions of recruiters who screen jobseekers on an online recruiting platform and estimate contact penalties for men and women seeking part-time jobs. Second, I relate the number of hours advertised in online job postings to firms' confidentially reported gender preferences. I find that recruiters prefer full-time over part-time workers, and that part-time penalties are more pronounced for men than for women. Differences in job or workplace characteristics cannot explain these results. Instead, the preponderance of evidence points to bias due to gender stereotypes.

I investigate the link between access to the contraceptive pill, mental health, education, and labor market outcomes. Liberalizing education and labor market effects of access to the pill via its fertility control function are well established. More recently, however, a medical literature suggests a link between hormonal contraception and depression. Exploiting variation in access to the pill, I document substantial mental health effects of the pill. These mental health effects are driven by individuals with a genetic predisposition for depression who then do not experience the positive effects on education and labor market outcomes.

Domestic outsourcing has grown substantially in developed countries over the past two decades. This paper addresses the question of the technological drivers of this phenomenon by studying the impact of the staggered diffusion of broadband internet in France during the 2000s. Our results confirm that broadband technology increases firm productivity and the relative demand for high-skill workers. Further, we show that broadband internet led firms to outsource some non-core occupations to service contractors, both in the low and high-skill segments. In both cases, we find that employment related to these occupations became increasingly concentrated in firms specializing in these activities, and was less likely to be performed in-house within firms specialized in other activities. As a result, after the arrival of broadband internet, establishments become increasingly homogeneous in their occupational composition. Finally, we provide suggestive evidence that high-skill workers experience salary gains from being outsourced, while low-skill workers lose out.

We present a natural field experiment on promoting pay equity through simple modifications to the salary review process involving 623 middle managers and 8,951 subordinate employees of a large technology firm. We first document a gender gap not only in salary levels but also in salary increases. Our treatments provide for a gender-blind reallocation of the salary increase budget available to middle managers aimed at promoting pay equity, along with different variants of a corresponding decision guidance. We show that the budget reallocation combined with an explicit decision guidance, while still leaving middle managers discretion in allocating the budget, can completely eliminate the gender gap in salary increases. The treatments also do not appear to undermine the desired performance differentiation in salary increases. We thus show that simple modifications to the salary review process can go a long way toward achieving pay equity by preventing gender gaps from widening throughout employees' careers.