Honesty of Online Workers: A Field Experiment shows no Evidence of Self-Selection of Cheaters to a Cheating-enabling Work Environment

Does the choice of an environment where cheating is possible lead to its escalation? We analyzed behavior of employees (N = 284) hired to perform a task online. In the manual reporting (MR), employees could overreport the number of hours worked. In the automatic reporting (AR), the hours were counted automatically, making cheating impossible. Two-thirds of the participants were given a chance to choose the reporting scheme, the rest were assigned to the MR directly. Although we found that people in MR slightly overreported the hours worked, employees who chose MR did not overreport their hours more than those assigned to MR at random. Moreover, participants lower in honesty-humility were not more likely to choose MR; only those higher in emotionality were. The results show that even when enabled to cheat, online workers reported their hours worked honestly and the possibility for cheaters to select cheating enabling environments may not always lead to an increase of dishonesty in organizations.

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Honesty of Online Workers: A Field Experiment shows no Evidence of Self-Selection of Cheaters to a Cheating-enabling Work Environment

Journal of Behavioral and Experimental Economics ◽

10.1016/j.socec.2021.101730 ◽

2021 ◽

pp. 101730

Author(s):

Marek Vranka ◽

Marek Hudík ◽

Nikola Frollová ◽

Štěpán Bahník ◽

Markéta Sýkorová ◽

...

Keyword(s):

Field Experiment ◽

Work Environment ◽

Self Selection ◽

Selection Of

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Self-Selection of Peers and Performance

Management Science ◽

10.1287/mnsc.2021.4267 ◽

2021 ◽

Author(s):

Lukas Kiessling ◽

Jonas Radbruch ◽

Sebastian Schaube

Keyword(s):

Standard Deviation ◽

Field Experiment ◽

Peer Effects ◽

Individual Performance ◽

Random Assignment ◽

Self Selection ◽

Multiple Characteristics ◽

Framed Field Experiment ◽

And Performance ◽

Selection Of

This paper studies how the presence of peers and different peer assignment rules—self-selection versus random assignment—affect individual performance. Using a framed field experiment, we find that the presence of a randomly assigned peer improves performance by 28% of a standard deviation (SD), whereas self-selecting peers induces an additional 15%–18% SD improvement in performance. Our results document peer effects in multiple characteristics and show that self-selection changes these characteristics. However, a decomposition reveals that variations in the peer composition contribute only little to the performance differences across peer assignment rules. Rather, we find that self-selection has a direct effect on performance. This paper was accepted by Yan Chen, decision analysis.

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Fit and Congruency

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000233 ◽

2019 ◽

Vol 18 (3) ◽

pp. 148-156

Author(s):

Mary Hogue ◽

Lee Fox-Cardamone ◽

Deborah Erdos Knapp

Keyword(s):

Role Theory ◽

Social Role ◽

Gender Diversity ◽

Job Fit ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Working Adults ◽

Role Congruity ◽

Self Selection ◽

Selection Of

Abstract. Applicant job pursuit intentions impact the composition of an organization’s applicant pool, thereby influencing selection outcomes. An example is the self-selection of women and men into gender-congruent jobs. Such self-selection contributes to a lack of gender diversity across a variety of occupations. We use person-job fit and the role congruity perspective of social role theory to explore job pursuit intentions. We present research from two cross-sectional survey studies (520 students, 174 working adults) indicating that at different points in their careers women and men choose to pursue gender-congruent jobs. For students, the choice was mediated by value placed on the job’s associated gender-congruent outcomes, but for working adults it was not. We offer suggestions for practitioners and researchers.

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THE FACTORS THAT INFLUENCE THE SELECTION OF CAREER AS PUBLIC ACCOUNTANT AND NON-PUBLIC ACCOUNTANT (Study of Accounting Student University Bengkulu)

Jurnal Akuntansi ◽

10.33369/j.akuntansi.6.2.113-126 ◽

2016 ◽

Vol 6 (2) ◽

pp. 113-126

Author(s):

Madani Hatta ◽

Meli Sartika

Keyword(s):

Work Environment ◽

Professional Training ◽

Social Values ◽

Qualitative Approach ◽

Job Market ◽

Professional Recognition ◽

Spss Software ◽

Training Professional ◽

Selection Of ◽

Public Accountant

The aim of this research is to know and analyzes the factors that influence the selection of career interestas public accountant and non-public accountant in terms of financial award, professional training, professionalrecognition, social values, work environment, job market considerations and personality. This research is empiricalresearch with qualitative approach which involves the use of statistical analysis. This research is using the primarydata. The tool used in this research is logistic regression with SPSS software version 16. The results of this researchshow that the financial award, professional training and social values has an influence on the selection of career aspublic accountant and non-public accountant but for professional recognition, work environment, job marketconsideration and personality doesn’t influence the selection of a career as a public accountant and a non-publicaccounting.Key words: accountant, financial award, professional training, professional recognition, social values, workenvironment, job market consideration and personality.

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Selection by Leisure: A Quasi-Field Experiment on Self-Selection into Lab Experiments by Competitive Attitude

SSRN Electronic Journal ◽

10.2139/ssrn.2209390 ◽

2013 ◽

Author(s):

David Ong ◽

Zhuoqiong (Charlie) Chen

Keyword(s):

Field Experiment ◽

Self Selection ◽

Lab Experiments

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Analysis of the Most Valued Organization to Work for in Spain, According to Nationality and Location

Technology Transfer and Entrepreneurship ◽

10.2174/2213809906666181214125420 ◽

2019 ◽

Vol 5 (2) ◽

pp. 83-99

Author(s):

Francisco Jesús Ferreiro Seoane ◽

Manuel Octavio Del Campo Villares

Keyword(s):

Work Environment ◽

Talent Management ◽

Point Of View ◽

Added Value ◽

Quantitative Character ◽

Autonomous Communities ◽

Professional Performance ◽

Significant Relationships ◽

Pearson Correlations ◽

Selection Of

Background: The objective of this article is to analyse if there are significant relationships between the most valuable companies operating in Spain regarding professional performance, according to nationality and location within their Autonomous Communities or any superior aggrupation. To do that, a sample of 100 companies has been selected. Methods: The methodology followed is based on the selection of the 100 highestvalued companies from the point of view of Human Resources’ policy for the period 2013-2016 and through the measurement of six factors: Talent Management, Retribution, Work environment, CSR, Training and Employees’ perception, and classified by nationality and location. The study was based on 12 hypotheses, using the Unifactorial Variance’s Analysis, Pearson correlations and regressions. One limitation could be the fact that this study refers to a particular period, focusing on Spain and the variables mentioned, based on questionnaires. The added value of this work lies on the newness as it has a quantitative character, and on the fact that most of the hypotheses do not comply. Results and Conclusion: This allows to deny certain beliefs that affirm that European and American companies operating in Spain are more attractive than the Spanish or the Mediterranean ones.

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Self Selection of Diet

Journal of Nutrition ◽

10.1093/jn/41.2.187 ◽

1950 ◽

Vol 41 (2) ◽

pp. 187-201 ◽

Cited By ~ 23

Author(s):

E. M. Scott ◽

Ethel L. Verney ◽

Patricia D. Morissey

Keyword(s):

Self Selection ◽

Selection Of

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THE HOURS WORKED–PRODUCTIVITY PUZZLE: IDENTIFICATION IN A FRACTIONAL INTEGRATION SETTING

Macroeconomic Dynamics ◽

10.1017/s1365100514000029 ◽

2014 ◽

Vol 19 (7) ◽

pp. 1593-1621 ◽

Cited By ~ 5

Author(s):

Yuliya Lovcha ◽

Alejandro Perez-Laborda

Keyword(s):

Business Cycle ◽

Fractional Integration ◽

Real Business Cycle ◽

Data Sets ◽

Sampling Uncertainty ◽

Hours Worked ◽

Long Run ◽

The Hours ◽

Short Run ◽

Technology Shock

A recent finding of the SVAR literature is that the response of hours worked to a (positive) technology shock depends on the assumed order of integration of the hours. In this work we relax this assumption, allowing fractional integration in hours and productivity. We find that the sign and magnitude of the estimated responses depend crucially on the identification assumptions employed. Although the responses of hours recovered with short-run (SR) restrictions are positive in all data sets, long-run (LR) identification results in negative, although sometimes not significant responses. We check the validity of these assumptions with the Sims procedure, concluding that both LR and SR are appropriate to recover responses in a fractionally integrated VAR. However, the application of the LR scheme always results in an increase in sampling uncertainty. Results also show that even the negative responses found in the data could still be compatible with real business cycle models.

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