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Quitting and Peer Effects at Work

  • Julie Rosaz

    (LAMETA - Laboratoire Montpelliérain d'Économie Théorique et Appliquée - Montpellier SupAgro - Centre international d'études supérieures en sciences agronomiques - UM3 - Université Paul-Valéry - Montpellier 3 - INRA Montpellier - Institut national de la recherche agronomique [Montpellier] - UM - Université de Montpellier - CNRS - Centre National de la Recherche Scientifique)

  • Robert Slonim

    (University of Sydney, School of economics - University of Sydney)

  • Marie Claire Villeval

    ()

    (GATE Lyon Saint-Étienne - Groupe d'analyse et de théorie économique - ENS Lyon - École normale supérieure - Lyon - UL2 - Université Lumière - Lyon 2 - UCBL - Université Claude Bernard Lyon 1 - Université Jean Monnet - Saint-Etienne - PRES Université de Lyon - CNRS - Centre National de la Recherche Scientifique)

This paper studies the influence of peers on the extensive margin of effort at work by means of a real-effort experiment in which subjects have to decide on the intensity of effort and when to stop working. Participants perform a task alone or in the presence of a peer. The feedback on the co-worker’s output is manipulated and we vary whether the two workers can communicate. We find that when communication is allowed, the average productivity per unit of time and the quitting time are not increased but the presence of a peer causes workers to stay longer and to quit at more similar times. Peer effects on the extensive margin of effort derive more from a sociability effect, i.e. a reduction of the social distance between co-workers that could make the other’s presence more valuable, than from performance or quitting time comparisons

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Date of creation: 22 Dec 2015
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Handle: RePEc:hal:wpaper:halshs-00684812
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  1. repec:kap:expeco:v:11:y:2008:i:2:p:134-153 is not listed on IDEAS
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