This paper experimentally analyzes the role of individual social value orientation (SVO) on honest behavior. We focus on a situation where dishonest behavior pays off at somebody else’s cost. In which case, distributional preferences might matter for the willingness to act honestly. To examine this link we conduct a laboratory experiment where we first elicit SVO to measure distributional preferences. Afterwards, we implement a die rolling game to elicit dishonest behavior at an individual level. We detect a positive correlation between subjects’ SVO angle and honest behavior. Furthermore, the data confirm common gender differences, i.e., women are significantly more honest than men. Additionally, we find that, on average, women have higher SVO angles than men. A mediation analysis reveals that SVO explains the gender effect.
Leaders often face a dilemma between ethical considerations and financial gains. We experimentally study such a dilemma where leaders can benefit their teams at the expense of moral costs. Given the question whether gender diversity in leadership can enhance ethical behavior, our study focuses on examining potential gender differences. Specifically, we analyze the stability of individual dishonesty preferences after subjects assume leadership roles and have to make reporting decisions on behalf of their team. In our lab experiment, we measure, first, individual dishonesty preferences and, second, leaders' reporting decisions for a team by using outcome-reporting games. We focus on an endogenous leadership setting, where subjects can apply for leadership. Women have less pronounced dishonesty preferences than men, but increase dishonesty as leaders. The increase disappears when the promotion procedure changes and leadership is randomly assigned. A follow-up study reveals that women leaders behave dishonestly when they believe their team members prefer dishonesty.
We examine individual-level determinants of interest in STEM and analyze whether a digital web application for elementary-school children can increase children’s interest in STEM with a specific focus on narrowing the gender gap. Coupling a randomized-controlled trial with experimental lab and survey data, we analyze the effect of the digital intervention and shed light on the mechanisms. We confirm the hypothesis that girls demonstrate a lower overall interest in STEM than boys. Moreover, girls are less competitive and exhibit less pronounced math confidence than boys at the baseline. Our treatment increases girls’ interest in STEM and decreases the gender gap via an increase in STEM confidence. Our findings suggest that an easy-to-implement digital intervention has the potential to foster gender equality for young children and can potentially contribute to a reduction of gender inequalities in the labor market such as occupational sorting and the gender wage gap later in life.
K. Grosch, S. Haeckl, Maximiliaan Willem Pierre Thijssen (mimeo): Intergenerational transmission of STEM interests and job values - evaluation of gender differences.
We examine individual-level determinants of interest in STEM and analyze whether a digital web application for elementary-school children can increase children’s interest in STEM with a specific focus on narrowing the gender gap. Coupling a randomized-controlled trial with experimental lab and survey data, we analyze the effect of the digital intervention and shed light on the mechanisms. We confirm the hypothesis that girls demonstrate a lower overall interest in STEM than boys. Moreover, girls are less competitive and exhibit less pronounced math confidence than boys at the baseline. Our treatment increases girls’ interest in STEM and decreases the gender gap via an increase in STEM confidence. Our findings suggest that an easy-to-implement digital intervention has the potential to foster gender equality for young children and can potentially contribute to a reduction of gender inequalities in the labor market such as occupational sorting and the gender wage gap later in life.
Zehnter, M. K., K. Gangl, K. Grosch, and M. K. Ryan (mimeo): How Women Reach Leadership in Men-Dominated Sectors: A Multilevel Analysis of Synergistic Promotion Factors.
Intensifying attacks on diversity, equity, and inclusion (DEI) programs for women, in particular in men-dominated sectors, warrant a better understanding of (1) the factors that promote women in men-dominated sectors and (2) how these factors interact. The latter may be especially important to assess the implications of anti-DEI politics. Drawing on the experiences of 28 women at different career stages—top managers, middle managers, and professional newcomers—in men dominated business firms, this study identified 27 distinct factors that help women to achieve management positions, including (1) governmental and policy interventions, (2) organisational policies, (3) social support, and (4) individual attributes. Importantly, women did not perceive these factors as isolated solutions but believed in their synergy. Emphasizing top-down processes, women believed that governmental and policy interventions stir organisational policies, facilitate interpersonal support, and influence individual attributes. Women further believed that organisational and social support influence individual attributes. As bottom-up process, women saw non-traditional women and men as proponents of change in firms and society. Our findings highlight the importance of women-promoting interventions at different levels, including the highest—governmental—level for progress towards gender equality. We conclude with specific recommendations for men-dominated business firms.