Current Papers
Current Papers
How Much Do Workers Actually Value Working from Home? (with Erwin Winkler and Markus Nagler) Working from home (WFH) has become ubiquitous around the world. We ask how much workers actually value this job attribute. Using a stated-preference experiment, we show that German employees are willing to give up 7.7% of their earnings for WFH, but they value other job attributes more. For instance, the willingness-to-pay is 13.2% for reducing a commute of 45 to 15 minutes. WFH valuations are heterogeneous across workers and WFH substantially contributes to compensation inequality across education levels. Finally, valuations meaningfully interact with commuting distance and WFH reduces (but does not close) the gender gap in willingness-to-pay to avoid commuting. CESifo Working Paper can be found here. |
Optimal Targeting in Fundraising: A Machine-Learning Approach (with Tobias Cagala, Ulrich Glogowsky and Anthony Strittmatter) Ineffective fundraising lowers the resources charities can use for goods provision. We combine a field experiment and a causal machine-learning approach to increase a charity’s fundraising effectiveness. The approach optimally targets fundraising to individuals whose expected donations exceed solicitation costs. Among past donors, optimal targeting substantially increases donations (net of fundraising costs) relative to bench-marks that target everybody or no one. Instead, individuals who were previously asked but never donated should not be targeted. Further, the charity requires only publicly available geospatial information to realize the gains from targeting. We conclude that charities not engaging in optimal targeting waste resources. CESifo Working Paper can be found here. |
Other Work in Progress
Racial Discrimination in Seeking Advice
(with Vojtech Bartos and Ulrich Glogowsky)
New Evidence on the Determinants of Field of Study Choice
(with Katharina Adler, Fabian Kosse and Markus Nagler)
Homophily in Social Network Formation: The Role of Preferences
(with Celina Högn and Markus Nagler)
Preferences for Gender Diversity in High-Profile Jobs
(with Celina Högn, Lea Mayer and Erwin Winkler)