Happy New Year everyone 🥳. As most of you know already, I have been trying to keep an up-to-date list of recent papers on motivated beliefs. So if you published a paper or preprint on this topic in 2023, make sure it's on this list 😊⬇️.

RT @sof_andis: Our paper with Marco Lambrecht and Yilong Xu is part of the March issue of this year in Management Science. #Econtwitter. h….

RT @katy_milkman: Today, the world lost Gene Hackman, who will be remembered for many legacies. But by behavioral economists, he will be be….

Our work might be of interest to @kai_barron @tilmanfries @SandroAmbuehl @VerrinaEugenio @KatrinGoedker @OdaSund @VBurdea @page_eco @eugen_dimant @rustamromaniuc @ndreaguido @_FabioGaleotti_ @hopfensitz.

Check out the full article here 👉

Our findings have important managerial implications as they:.📌reveal that tournament schemes are not immune to narratives;.📌highlight the potential for strategic self-promotion;.📌emphasize the value of rewarding accurate performance reports

We found that:.✅ 👷👷‍♀️ with persuasion motives favored narratives portraying failures as resulting more often from bad luck than poor performance;.✅ These narratives effectively influenced the 👩‍💼👨‍💼’s bonus allocation decisions;.✅ Adding accuracy incentives reduced this tendency

Managers (👩‍💼👨‍💼) faced pairs of 👷👷‍♀️ & had to decide to which 👷👷‍♀️ to allocate a bonus to. They were incentivized to allocate the bonus to the best performing 👷👷‍♀️ in the pair. To help them make their decision, they were presented with both 👷👷‍♀️ feedback & selected narrative.

We allocated workers to 3 different treatments:.👥 In *Control*, 👷👷‍♀️ were incentivized to find the true narrative;.👥 In *Strategic*, 👷👷‍♀️ were incentivized to persuade a manager of their quality;.👥 In *TradeOff*, 👷👷‍♀️ faced both accuracy & persuasion incentives.

We designed an experiment in which 450 workers (👷👷‍♀️) performed a task and received noisy feedback about their performance. They were then presented with 4 narratives (of which only one was true) showing the respective role of luck & performance in explaining the feedback.

In many employer-employee 🧑‍💼👷 relationships, employees’ effort is not always observable, making performance appraisal difficult by managers. In this context, narratives may play an important role in shaping beliefs and decisions, possibly leading to biases in review processes.

🚨New Working Paper 🚨. @mc_villeval and I investigated whether employees use narratives to influence reviews. The answer is YES: Workers facing a human manager favored narratives portraying failures as resulting more often from bad luck than poor performance. Thread below 👇

PS: the international junior team member is in fact *not* the PhD student of the former tutor.

Spending all summer working on a grant application and reaching out to experts in the field because you have to propose a team of both internal and external members just to be told it was probably the senior researchers' idea all along. 🙃. How's your day going?

RT @RDMetcalfe: 3. Revealing IAP changes behavior. When households were randomly shown real-time data on their IAP, pollution dropped by 1….

RT @paulnovosad: Big kudos to this team for doing the work of uncovering what looks like large-scale research malpractice. Some highlights….

RT @I4Replication: After being alerted about possible misconduct, the I4R are reproducing published papers that use data from a specific NG….

RT @MilosFisar: 🚨Save the date: September 3 - 6, 2025.I'm happy to announce the 2025 European Meeting of @EcScienceAssoc to be held at @Mas….

So it's that time of the year again. #HappyGrantApplicationRejectionDay

RT @Sudiptahere: An experiment on RUMORS in NETWORKS. We find even for messages with no emotional or political content (Heads or Tail), peo….

RT @Econ_4_Everyone: I have noticed that the right side of an argument does not always win. The relative value of time of each person plays….