Markus Nagler
Assistant Professor of Economics
Fields
Education
Innovation
Labor
Remote Tutoring in Higher Education
Does small-group peer tutoring work in higher education?
Tutoring in (Online) Higher Education
(with David Hardt and Johannes Rincke)
Demand for personalized online tutoring in higher education is growing but there is little research on its effectiveness. We conducted an RCT offering remote peer tutoring in micro- and macroeconomics at a German university teaching online due to the Covid-pandemic. Treated students met in small groups, in alternating weeks with and without a more senior student tutor. The treatment improved study behavior and increased contact to other students. Tutored students achieve around 30% more credits and a one grade level better GPA across treated subjects. Our findings suggest that the program reduced outcome inequality. We find no impacts on mental health.
R&R at Economics of Education Review
Workplace Stress and Earnings
Are workers compensated for workplace stress?
High-Pressure, High-Paying Jobs
(with Erwin Winkler and Johannes Rincke)
Work-related stress has reportedly increased over time. Drawing on detailed German worker-level survey data from 1979 to 2018, we find a corresponding increase in objective measures related to work pressure associated with adverse health outcomes. In line with theories of compensating differentials, we find a sizable wage premium associated with work pressure even within narrowly defined occupations. In placebo regressions, civil servants are not compensated for work pressure. Stated choice experiments show that workers display substantial willingness-to-pay (WTP) to avoid workplace stress. In line with theory, workers who report these disamenities in their jobs have lower WTP to avoid them.
Draft coming soon!
The Amenity Value of Work from Home
How much are workers willing to pay to work from home?
How Much Do Workers Actually Value Working From Home?
(with Erwin Winkler and Johannes Rincke)
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.
Draft coming soon!
