|
on Human Capital and Human Resource Management |
| By: | Yanyou Chen; Mitchell Hoffman; Huilan Xu; Zhe Yuan |
| Abstract: | Can AI improve workplace outcomes for workers with disabilities? We examine the relative performance of deaf or hard of hearing (DHH) workers on one of China's largest food-delivery platforms. Pre-AI, DHH workers are slower than non-disabled workers and have worse customer ratings, although they supply more hours to the platform and are less likely to quit. Midway through our data, the platform suddenly introduces an AI-based intelligent outbound calling system designed to improve customer communication for DHH workers. Using a difference-in-differences design comparing DHH and non-disabled workers before and after the AI tool, we find that AI increases the speed and productivity of DHH workers, especially on tasks involving customer interaction; substantially reduces negative customer ratings; and increases labor supply and retention. AI eliminates one-third of the disability hourly pay gap and significantly increases the profitability of DHH workers for the platform. |
| JEL: | J14 M50 |
| Date: | 2026–06 |
| URL: | https://d.repec.org/n?u=RePEc:nbr:nberwo:35372 |
| By: | Folke, Olle; Hanson, Torbjørn; Johnsen, Åshild; Kotsadam, Andreas; Rickne, Johanna |
| Abstract: | We develop an information-based intervention against sexual harassment and test it in a randomized control trial across small groups of military recruits in the boot camp of the Norwegian military. The intervention seeks to bridge two knowledge gaps with implications for sexual harassment prevalence. We tell some recruits about their peers’ beliefs that “telling sexualized jokes can be labeled sexual harassment†and about women soldiers’ equal performance on military skill tests. This treatment gives lasting improvements in knowledge about what sexual harassment is and about women’s job performance. The impact on sexual harassment prevalence is directionally negative but statistically insignificant. We discuss measurement error and use survey responses about a harassment scenario to argue that the intervention likely affected behavior. Our study provides the first field experiment to evaluate whether a prevention method against sexual harassment reduces prevalence in a work setting. We use insights from our research process to identify methodological pitfalls and provide guidance for future field experiments in this area. |
| Keywords: | Sexual harassment; Randomized controlled trial; Information provision experiment |
| JEL: | C93 M54 |
| Date: | 2026–05 |
| URL: | https://d.repec.org/n?u=RePEc:cpr:ceprdp:21475 |
| By: | Calsamiglia, Caterina; Fawaz, Yarine; Fernandez-Kranz, Daniel; Lee, Junhee |
| Abstract: | Prior research has found that boys often outperform girls in high-stakes math exams, affecting access to selective university programs and later careers. Using administrative and survey data linked to a lottery-based school assignment system, we show that this gender gap is substantially reduced in single-sex schools. Girls randomly assigned to single-sex schools exert more effort, narrow the math performance gap with boys in high-stakes exams, and are more likely to enroll in STEM degrees excluding biology. These gains come at a cost to well-being, reflected in higher stress and worse mental health. The effects are not explained by teacher gender, school resources, or differential selection into science tracks. Our findings are consistent with theories emphasizing the social costs of norm violation: single-sex schools may reduce peer pressures that discourage academic ambition in competitive and male-dominated domains. |
| Keywords: | Gender; Korea |
| JEL: | I21 J16 I24 D91 J24 I28 |
| Date: | 2026–05 |
| URL: | https://d.repec.org/n?u=RePEc:cpr:ceprdp:21477 |
| By: | Kecht, Valentin; Lizzeri, Alessandro; Saidi, Farzad |
| Abstract: | This paper documents that the age at which CEOs are appointed has risen sharply over the past several decades. Using newly assembled data covering a wide set of firms, we show that this increase is concentrated outside the largest listed firms and driven primarily by longer and more diverse external career paths prior to CEO appointment. These patterns are difficult to reconcile with explanations based on demographics, schooling, or tenure, and are instead consistent with a matching framework in which rising demand for generalist human capital leads firms to trade off peak ability for accumulated experience. We investigate the forces behind this shift. Using variation in consulting networks, we establish that firms place greater weight on diversified managerial experience as operating environments have become increasingly uncertain and complex. We also provide evidence for a supply-side response in which prospective CEOs broaden their skill portfolio as demand for generalist skills rises. |
| Keywords: | Ceos; Aging; Uncertainty |
| JEL: | D22 J21 J24 M12 M51 |
| Date: | 2026–04 |
| URL: | https://d.repec.org/n?u=RePEc:cpr:ceprdp:21397 |
| By: | Cullen, Julie Berry; Dahl, Gordon; De Thorpe, Richard |
| Abstract: | How does being over- or underqualified at the beginning of a worker's career affect skill acquisition, retention, and promotion? Despite the importance of mismatch for the labor market, self-selection into jobs has made estimating these effects difficult. We overcome endogeneity concerns in the context of the US Air Force, which allocates new enlistees to over 130 different jobs based, in part, on test scores. Using these test scores, we create simulated job assignments based on factors outside of an individual's control: the available slots in upcoming training programs and the quality of other recruits entering at the same time. These factors create quasi-random variation in job assignment and hence how cognitively demanding an individual's job is relative to their own ability. We find that being overqualified for a job causes higher attrition, both during technical training and afterward when individuals are working in their assigned jobs. It also results in more behavioral problems, worse performance evaluations, and lower scores on general knowledge tests about the military taken by all workers. On the other hand, overqualification results in better performance relative to others in the same job: job-specific test scores rise both during technical training and while on the job, and these individuals are more likely to be promoted. Combined, these patterns suggest that overqualified individuals are less motivated, but still outperform others in their same job. Underqualification results in a polar opposite set of findings, suggesting these individuals are motivated to put forth more effort, but still struggle to compete when judged relative to others. Consistent with differential incentives, individuals who are overqualified are in jobs which are less valuable in terms of outside earnings potential, while the reverse is true for those who are underqualified. |
| JEL: | J24 |
| Date: | 2026–04 |
| URL: | https://d.repec.org/n?u=RePEc:cpr:ceprdp:21375 |
| By: | Baslandze, Salomé; Edwards, Zachary; Graham, John; McClure, Ty; Sparks, Michael; Meyer, Brent; Waddell, Sonya; Weitz, Daniel |
| Abstract: | We use novel data from a survey of nearly 750 corporate executives to study the effects of artificial intelligence (AI) on productivity and the workforce. We document substantial heterogeneity in AI adoption across firms, with more than half having already invested, though many smaller firms are only beginning to do so. Labor productivity gains are positive, vary across sectors, and are expected to strengthen in 2026, with the largest effects concentrated in high-skill services and finance. These gains are not primarily driven by firms’ capital deepening but instead reflect increases in revenue-based total factor productivity, closely associated with innovation- and demand-oriented channels. We document a productivity paradox, in which perceived productivity gains are larger than measured productivity gains, likely reflecting a delay in revenue realizations. In labor markets, we find little evidence of near-term aggregate employment declines due to AI, though larger companies anticipate AI-driven workforce reductions, while smaller firms expect modest gains. We also find evidence of compositional reallocation of labor both within and across firms, with routine clerical roles declining and a relative demand for skilled technical roles increasing. We develop an index that ranks job functions most negatively affected by AI. |
| Keywords: | Artificial intelligence; Productivity; Technological change; Labor markets; Occupations |
| JEL: | O33 D22 J24 |
| Date: | 2026–03 |
| URL: | https://d.repec.org/n?u=RePEc:cpr:ceprdp:21313 |
| By: | Paul M. Gorny; Petra Nieken; Martin Trenkle |
| Abstract: | Recruitment signals shape applicant pools. Across three studies, we examine whether genderfair (vs. generic masculine) German job titles affect application behavior and job seekers' beliefs about organizational culture. In a large-scale pre-registered field experiment, gender-fair titles increase female applications and clicks in Business & Management where priors are flexible by about 50 %. There is no average effect in categories with less flexible priors consistent with a signaling model. Eye-tracking evidence shows effects reflect belief updating, not visual salience, and an online study supports gender-fair language as a credible equality signal. We find no male backlash. |
| Keywords: | gender, labor, signaling, recruitment, bias, discrimination, gender-fair language |
| JEL: | C93 J16 J20 |
| Date: | 2026 |
| URL: | https://d.repec.org/n?u=RePEc:ces:ceswps:_12721 |