Alexia Delfino - Research papers

Commerce requires trust, but trust is difficult when one group can expropriate another due to differences in power. This can lead the weaker group to self-segregate into industries and activities; female-led businesses, for example, tend to be small and clustered in a small number of industries where collaborators are also female. We present a model which relates this economic segregation to rule of law, and predicts that female trust depends on the protective preferences of adjudicators in weak rule of law environments. We then show that effective dispute resolution in Lusaka, Zambia, especially as administered by "market chiefs," enables trusting behavior by female entrepreneurs, both in cross-section correlations and in two artefactual field experiments. Such trust generates increased economic returns. We find considerable heterogeneity across market chiefs in their preferences for protecting more vulnerable women.

Learning to See the World’s Opportunities: Memory, Mental Experiencing and the Economic Lives of the Vulnerable

with N. Ashraf (LSE), G. Bryan (LSE), E. Holmes (Uppsala), L. Iacovone (WB), C. Meyer (Oxford) and A. Pople (WB)

Coverage: BBC Ideas, Bocconi Video

CEPR Discussion Paper DP19879

Many of the world's poor have experienced trauma. We argue that memories of this trauma interfere with the process of future simulation, diminishing the ability to see how actions today can improve outcomes tomorrow. We introduce guided mental experiencing (GME) - an intervention in which participants mentally simulate pathways between their actions and desired economic outcomes - as a response, and study GME's impact in two RCTs. In a population of Eritrean refugees in Ethiopia, GME increases the ability of refugees to see a positive future, increases their intent to stay in Ethiopia, increases labor force participation and improves self-reported welfare. In a population that has experienced violence and poverty in Colombia, a traditional entrepreneurial training program reduces the ability to imagine a future in business and worsens economic outcomes. Integrating GME into entrepreneurial training restores future thinking and removes these negative economic effects. The largest gains accrue to the most traumatized participants in our samples.

Funding: IPA P&R Exploratory Grant, IGA-Rockefeller Research and Impact Fund, J-PAL PPE, IPA P&R, J-PAL GEA

Value Misalignment at the Workplace

with M. Espinosa (Bocconi)

Coverage: VoxTalks (CEPR), ViaSarfatti25

CEPR Discussion Paper DP19929

Large organizations often require employees to collaborate with others who may see the world differently. Yet, little is known about whether misalignment in personal values with managers or colleagues affects performance. Using survey and administrative data from a world-leading bank, we find that employees who don’t share their manager’s values perform worse, with a stronger effect in objective productivity measures than subjective evaluations. This result is not explained by diversity in demographics or misalignment with organizational values. The productivity loss going from the least to the most misaligned worker is nearly four times greater than the impact of having a manager of a different gender. Differences in values with teammates do not have similar performance consequences. We provide evidence consistent with a decline in both employee-led communication and morale when workers have values different from those of their managers. Our findings reveal the important but often-overlooked influence of diversity in personal values on organizational performance.

Unwilling to reskill? Evidence from a survey experiment with Italian jobseekers

with R. Sadun (HBS), S. Inferrera (Queen Mary), A. Garnero (OECD) and M. Leonardi (Statale di Milano)

We study barriers preventing jobseekers from pursuing reskilling in high-demand occupations. Using a discrete choice experiment, we quantify the demand for reskilling among Italian jobseekers in two white-collar high-demand occupations—information technology assistant and construction technician—and identify its main determinants. Willingness to pay estimates show that participants are willing to pay to reskill into IT, but would require compensation to reskill into construction. Beliefs about monetary returns and social status help explain differences in reskilling demand, but perceived identity fit in the target occupation emerges as the most important individual-level factor shaping reskilling decisions. A light-touch randomized information intervention providing data on occupational returns significantly increases both stated interest in reskilling and actual engagement in real-world training.

Research in progress

Beyond bonuses: the incentive effect of a prosocial initiative on bankers (analysis)

with N. Ashraf (LSE), O. Bandiera (LSE) and M. Fossi (LSE)

Encouraging hands-on job experimentation among teenagers: evidence from Switzerland (data collection)

with A. Brenoe (UZH), C. Schilter (Bern) and S. Wolter (Bern)

Friendly workplaces for working mothers: Experimental evidence on encouraging the creation of lactation rooms in Kenya (data collection)

with S. Fiorin (Bocconi)

Funding: J-PAL GEA, Weiss Fund, LEAP

Gender and the demand and supply of advice in teams (analysis)

with Shan Aman-Rana (University of Virginia) and Shamyla Chaudry (Lahore School of Economics)

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