Field Experiments: Real-World Research
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Written By: Ciara Carl
February 22, 2024
Field experiments are a research method where studies are conducted within real-world settings rather than in a controlled laboratory environment. Field experiments help us study large issues that are sometimes too complex to study within a lab. Researchers go out into the field - which could be a school, a workplace, a community, or any real-world environment related to their topic under investigation. Then, they will manipulate variables (independent variables) and observe to see how they affect real people and/or situations.
How are field experiments used by researchers across different industries?
● Education: Test effectiveness of teaching methods and interventions in classrooms.
● Social Sciences: Study human behavior, attitudes, or decision-making in natural settings.
● Political Science: Examine voting behaviors.
● Healthcare: Evaluate the impact of new treatments, patients’ access to care, and healthcare models in clinical settings.
● Marketing: Test different advertising strategies or pricing models in real markets to better understand consumer behaviors.
● Human Resources: Assess disparities in callbacks or job offers based on gender, age, race, ethnicity, or other demographic factors in various industries.
Here are some pros and cons of field experiments!
Pros
Real-world application
Unexpected discoveries
High external validity more generalizable results
Cost-effective
Cons
Less control over variables
Potential for confounding (outside) variables
Ethical considerations (e.g., lack of informed consent)
Field Experiments with a Focus on Correspondence Tests
I came to learn more about field experiments through my advanced research design class at The University of Tennessee at Chattanooga. Each student was given a research design to present to the class that we would also potentially use for our master's thesis. Initially, I thought I would be conducting a field experiment using a correspondence test to understand how age and gender intersect to create barriers or opportunities within the hiring process (i.e., receiving an interview or a call back).
Correspondence tests are a field experiment used to identify discriminatory practices in initial stages of the hiring process. Researchers will create matching pairs of fake applicants with similar qualifications. Based on what they are interested in studying, the researcher may manipulate one of the applicant’s names on a resume, years of experience, or create a fake LinkedIn profile (independent variable(s). Then researchers will submit fake applications in response to an open job position and observe the employer’s response (dependent variable - interview invite or call back). Correspondence tests allow researchers to detect discrimination based upon demographic characteristics (e.g., race, ethnicity, age, gender, sexual orientation, disability) and increase awareness of recruiters' or employers' behaviors. The results of correspondence tests can be used to inform human resource professionals to reevaluate hiring procedures or policies to prevent hiring discrimination.
A study that really sparked my interest was a correspondence test conducted by Neumark and colleagues (2019). The researchers submitted 40,000 job applications, varying the age and gender of the fictitious applicants. They found evidence of gendered age discrimination in hiring, in which older applicants were less likely in general to be invited for an interview. However, older women were more impacted than older men. In another study by Lahey (2005), younger women candidates (35-years-old) had a 40% greater chance of receiving a call back compared to older candidates (62- years-old). Additionally, Zchrint and Ruedin (2016) found that minority candidates, on average, write 50% more applications than equally qualified majority candidates.
Becker and colleagues (2019) conducted a correspondence test across Germany, Switzerland, and Austria, where they sent out 9,000 fictitious applications to detect hiring discrimination in female-friendly occupations and explore differences in employer responses based on family-friendly applicant profiles. The researchers manipulated marriage status, number of children, and personal characteristics and applications were sent to both part- and full-time positions. They found that for part-time jobs, married women with older children, who likely have completed their childbearing years, were at an advantage to be hired compared to other groups of women. On the other hand, married but childless applicants, who may have a higher likelihood of becoming pregnant, faced a disadvantage compared to single, childless applicants for part-time positions. Interestingly, these effects were not observed for full-time positions, which suggests that applying for full-time roles, women signal that they have made arrangements for external childcare. These results demonstrate that in female-friendly occupations, discrimination in hiring practices exists based on marital status and the presence of children. This study conducted outside of the U.S. provided additional insights, as marital status and number of children are not questions typically being asked on U.S. applications.
Advantages of Correspondence Tests
Reveals discrimination at beginning of recruitment process.
Larger sample sizes
Apply to online job listings (thousands of job applications to listed openings)
Detect hiring discrimination based upon race, ethnicity, gender, sexual orientation, age, disability, religion, or beliefs.
Attempts to measures the attitudes and behaviors of recruiters and employers.
Observe how discrimination varies by occupation (e.g., female dominated, male dominated, white-collar, blue-collar) and region (North vs South, East vs West)
Experiment across different countries
Cost-effective
High ecological validity if more occupations are included (more representative picture of labor market).
U.S. & UK courts allow parties to file legal claims of discrimination based on findings.
Overcoming Weaknesses and Limitations of Correspondence Tests
Deception to recruiter/employers/company
Edley (1993) states, “it is necessary to obtain information regarding socially harmful practice of discrimination.”
Hiring is not an entirely private matter and discrimination in public fields is unlawful.
There is no intent of “harming, intimidating, threating or defrauding another person.”
Reduce confounds by collecting data over a longer period and controlling for changes in job market or societal attitudes.
Declining callbacks/interviews immediately to not inconvenience employers.
Concerns for impersonation
Fictitious applicants in correspondence tests do not exist in real life, therefore, they are not an impersonation of an actual person. There are also scientific databases of photos of people where consent has been given of use for research purposes.
Despite challenges, field experiments are essential tools for researchers seeking practical insights into complex real-world phenomena across various industries. This research method provides valuable, applicable findings, making them crucial for understanding and addressing real-world problems. I hope you learned a new research methodology that you can share with others!!
About the Author
About the Author
Hello there! My name is Ciara Carl, and I am in my last semester of graduate school at UTC where I have been working towards my masters degree in Psychological Science. Throughout my academic career, I have worked as a research assistant, at both the graduate and undergraduate level. I have worked on a variety of projects where I have gained experience in both qualitative and quantitative methods. On top of managing a full course load with a 4.0 GPA, I am a Graduate Teaching Assistant where I instruct an upper division psychology course, Modern Psychological Studies, and serve as the Editor-in-Chief of the Modern Psychological Studies Journal. I have been able to refine my skill sets (e.g., peer review, content creation, data analyzation, effective verbal and written communication, professional development to name a few) throughout these experiences and have learned a lot about myself and what I am capable of.
My ultimate goal? To have a career centered around research, where I can use my knowledge, skills, and experiences to address a wide range of questions and make a positive impact on individuals and society through education. I am passionate about conducting research because it allows me to explore issues within the real-world, find answers to pressing questions, and propose solutions. I firmly believe that one of the greatest responsibilities of a researcher is to ensure that scientific findings are accessible to all, regardless of background or expertise. That's where this blog comes in – it's a platform for me to share my experiences and insights in a way that resonates with a broad audience.
Thank you for joining me on this journey! I hope you find value in reading my weekly posts and that you can benefit from the content provided on this platform. Together, let's strive to make a difference, one blog at a time :)
Warm regards,
Ciara Carl
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