Publications

Résumé This short paper provides U.S. state-level evidence regarding the effects of trade policy uncertainty on the labor market. We show that a higher exposure to trade policy uncertainty generates a contraction in total hours worked at the state level. The extensive margins of labor is the primary margin of employment adjustment. State-level employment is more strongly impacted by trade policy uncertainty in goods-producing industries, and more particularly in the durable goods industry. States which are more specialized in goods industries, when they face higher uncertainty, tends to postpone hiring by more, which explains the drop in total employment.>
Mots clés Uncertainty shocks, Tariffs, Labor Market
Publication HAL Google Scholar
Résumé Allowing risk preferences to depend on the correlation between lottery outcomes can explain behavioral anomalies, while empirical evidence is limited and mixed. Using the framework of correlation sensitivity, we classify preferences into three types and adapt a choice task to categorize subjects. Experiments show that aggregate choices exhibit correlation sensitivity opposite to regret and salience theory predictions. Clustering analysis reveals that a correlation-sensitive minority drives these patterns, while most subjects display no sensitivity. We further disentangle deliberate within-state comparisons from incidental payoff comparisons, finding that both contribute to correlation sensitivity, with deliberate comparisons exerting slightly stronger effects.
Mots clés Regret theory, Salience theory, Experiment, Correlation effects, Choice under risk
Publication HAL Google Scholar
Résumé Lack of high-quality value per statistical life (VSL) studies in low- and middle-income countries have been recognized by scholars and analysts in the benefit-cost analysis field for decades. However, progress has been slow in addressing it. We estimated VSL in China using a stated-preference survey in the context of reducing mortality risks associated with COVID-19. The survey was administered in seven cities across China in 2022 with a purposive sampling approach, and consistency checks at different levels of stringency regarding willingness to pay (WTP) for mortality risk reductions of different magnitudes were used to screen respondents. The estimated VSL ranges from 8.0 million to 10.3 million Chinese Yuan, which is higher than previous estimates. Also previous studies found much higher VSL estimates from a subsample obtained with more stringent consistency check requiring that WTP be approximately proportional to the magnitude of mortality risk reduction, we did not find such a difference with our dataset. In addition, based on our anlaysis, respondents in first-tier cities such as Beijing, Shanghai and Guangzhou have higher VSL than those in second-tier cities such as Changchun, Chengdu, Wuhan and Xi’an; the VSL-age relationship shows a U-shaped pattern; and the collective experience of city lockdown has a negative impact on VSL. Other factors which were found to influence VSL include education, sector of work, health status, risk perception, behaviors (physical exercises, wearing face masks, getting vaccinated), knowledge, political identity, and trust in government.
Mots clés Willingness to pay, Mortality risk reductions, Value per statistical life VSL, Value per statistical life, Vsl, COVID-19
Publication HAL Google Scholar
Résumé Many studies suggest that employees of social enterprises experience greater job satisfaction than employees of for‐profit organizations, although their pay and employment contracts are usually less favorable. Based on linked employer–employee data from a French survey on employment characteristics and industrial relations and using a decomposition method developed by Gelbach (2016), this paper aims to explain this somewhat paradoxical result. Focusing on work organization variables, we show that the specific work organization of social enterprises explains a large part of the observed job satisfaction differential both in general and more specifically, in terms of satisfaction with access to training and working conditions. By detailing the components of work organization, the higher job satisfaction reported by employees in social enterprises stems from their greater autonomy and better access to information. In contrast to earlier studies, however, our results show that these work organization variables do not have more value for social enterprise employees than for for‐profit organization employees in the case of overall job satisfaction. This result casts doubt on the widespread hypothesis that social enterprise employees attach more weight to the nonmonetary advantages of their work than their counterparts in for‐profit organizations.
Publication HAL Google Scholar