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We study the impact of audits on water conservation, distinguishing between the information and technological components. We observe water consumption for up to 18 months for 10,000 households in the South East of England who received the visit of a so-called Green Doctor. We find that water-saving devices decrease water consumption by 2-4%, with an effect that is persistent over 18 months. Devices reducing water pressure are particularly effective, while shower timers are ineffective. The information component of the water audit has a large initial impact, but this gradually fades to a drop in consumption of 2% after 12 months. Technology appears to be more cost-effective than information provision and this can help in the design of policy interventions.

There is consensus that meters are necessary for the promotion of efficient water usage. However, available evidence on the benefits and costs of metering is scant, and often based on small samples. We use data from the first large-scale compulsory metering programme in England to study its impact on consumption, social efficiency and distributional outcomes. We find a decrease in consumption of 22% following meter installation, a considerably higher value than assumed as a policy target. This result implies that, overall, the benefits of metering outweigh its costs. We also document a large heterogeneity in reaction, with many households showing low sensitivity to the new tariff. This novel finding suggests that selective metering, where only more price-sensitive households receive meters, would deliver even higher social welfare. Looking at distributional effects, we find similar reduction in consumption across income groups, although only high-income households gain financially from the new tariff.

Women's labour market outcomes have improved substantially in the past decades, both in absolute terms and relative to men, in the United States and Western European countries as well as in several other countries around the world. Specifically, gender gaps have narrowed considerably (and in several cases disappeared) in human capital accumulation (educational attainment), labour force participation, hours of work and occupation. Claudia Goldin referred to this phenomenon as a 'grand gender convergence' (Goldin 2014). Yet, gender gaps in earnings and leadership still persist. Women earn substantially less than men and are under-represented in leadership positions in firms and organisations more broadly. The presence and persistence of gender gaps in earnings and leadership is cause for great concern for both reasons of social justice and efficiency, to the extent that the gender imbalances reflect a sub-optimal allocation of human capital in firms and in the economy. In this article, we focus on the causes and consequences of female-male gaps in earnings and representation at the top of organisations. Gender gaps in wages and leadership are one of the most researched topics in labour economics and beyond. Rather than attempting to summarise the vast literature on these subjects, we present a selective discussion of recent empirical work in an attempt to highlight recent findings on causes and consequences of gender gaps in the labour market and to discuss the main knowledge gaps and what we believe are some of the most promising areas for future research.1 Most of the papers we focus on refer to the United States, but the trends and patterns described are likely to apply more broadly.

Personal data lie at the forefront of different business models and constitute the main source of revenue of several online companies. In many cases, consumers have incomplete information about the digital transactions of their data. This paper investigates whether highlighting positive or negative aspects of online privacy, thereby mitigating the informational problem, can affect consumers’ privacy actions and attitudes. Results of two online survey experiments indicate that participants adopt a more conservative stance on disclosing identifiable information, such as name and email, even when they are informed about positive attitudes of companies towards their privacy. On the other hand, they do not change their attitudes and social actions towards privacy. These findings suggest that privacy concerns are dormant and may manifest when consumers are asked to think about privacy; and that privacy behavior is not necessarily sensitive to exposure to objective threats or benefits of disclosing personal information.

Welfare benefits in the Nordic countries are often tied to employment. We argue that this is one of the factors behind the success of the Nordic model, where a comprehensive welfare state is associated with high employment. In a general equilibrium setting, the underlining mechanism works through wage moderation and job creation. The benefits make it more important to hold a job, thus lower wages will be accepted, and more jobs created. Moreover, we show that the incentive to acquire higher education improves, further boosting employment in the long run. These positive effects help in counteracting the negative impact of taxation. Through numerical simulations, we show how this mechanism can contribute to explain the better labor market performance and more equitable income distribution of Nordic countries compared to Continental European ones.

This paper presents results from a modified dictator experiment aimed at distinguishing and quantifying the two intrinsic motivations for giving: warm glow and pure altruism. In particular, we implemented a within-subject experimental design with three treatments: (i) one, where the recipient is the experimenters, which measures altruistic feelings towards the experimenters (T1), (ii) the Crumpler and Grossman (2008) design in which the recipient is a charity, and the dictator's donation crowds out one-for-one a donation by the experimenters, which aims at measuring warm glow giving (T2), (iii) a third one, with a charity recipient and no crowding out, which elicits both types of altruism (T3). We use T1 to assess to what extent altruistic feelings towards the experimenters are a potential confound for measuring warm glow in T2. We find giving in T1 not to be significantly different from T2, suggesting that the Crumpler and Grossman test is an upper bound estimate of warm glow giving. We provide a lower bound estimate based on the behavior of subjects whose estimate of warm glow giving in T2 is not confounded, that is, those who do not display altruistic feelings towards the experimenters in T1. We use these two estimates to decompose giving in T3 into warm glow and pure altruism and find them to be almost equally important. We also propose a new method of detecting warm glow motivation based on the idea that in a random-lottery incentive (RLI) scheme, such as the one employed here, warm glow benefits accumulate and may lead to satiation, whereas purely altruistic motivation does not. Keywords; dictator game, warm glow, pure altruism, charitable giving

The paper investigates the role of the minimum wage in a competi- tive economy in which there is underreporting of earnings by employed labour. The minimum wage induces higher compliance by some low- productivity workers and transforms a nominally neutral .scal system into a regressive one. A spike in the wage distribution at the mini- mum wage level appears and a positive correlation between the size of the spike and the size of the informal economy is predicted and documented using cross-country data for Europe. A further result is that employees whose officially declared earnings appear to be boosted by a minimum wage hike actually experience a decline in their true income. This prediction finds support in an empirical test using the massive increase in the minimum wage that took place in Hungary in 2001 as a quasi-natural experiment.

This paper presents evidence from a field experiment, which aims to identify the two sources of workers’ pro-social motivation that have been considered in the literature: action-oriented altruism and output-oriented altruism. To this end we employ an experimental design that first measures the level of effort exerted by student workers on a data entry task in an environment that elicits purely selfish behavior and we compare it to effort exerted in an environment that also induces action-oriented altruism. We then compare the latter to effort exerted in an environment where both types of altruistic preferences are elicited. We find that action-oriented altruism accounts for a significant increase in effort, while there is no additional impact due to output-oriented altruism. We also find significant gender-related differences in the treatment effect: women are very responsive to the treatment condition eliciting action-oriented altruism, while men’s behavior is not affected by any of the treatments

Based on Eurostat data on wage employment for the period 1999–2006, this article investigates the dynamics of job tenure across the European Union. The authors’ analysis shows no generalized decline in job tenure, but a trend towards shorter tenure among young workers (aged 15–24 years) in many European countries. Their regression results indicate that this trend is associated with the weakening of employment protection provided by law and by trade unions. Given young workers’ weak individual bargaining power, the trend towards individualization of the employment relationship may thus affect them disproportionately.

The public sector employs a large share of the labor force to execute important functions (e.g. regulation and public good provision) in an environment beset by severe agency problems. Attracting workers who are motivated to serve the public interest is important to mitigate these problems. We investigate whether public and private sector employees differ in terms of their public service motivation, as measured by their propensity to volunteer, using a representative sample of elderly workers from 12 European countries. To overcome potential identification difficulties related to unobservable differences in working conditions (e.g. working time, required effort, job security, career incentives), we also look at retired workers. We find that public sector workers, both those currently employed and those already retired, are significantly more prosocial; however, the difference in prosociality is explained by differences in the composition of the workforce across the two sectors, in terms of (former) workers' education and occupation. Looking across industries and within occupations, we find that former public sector workers in education are more motivated, while there are no differences across the two sectors when considering broad occupational categories. We also investigate other dimensions and find no differences in terms of trust, while there is evidence of some differences in risk aversion, political preferences, life and job satisfaction.