Prof. Dr. Jonas Radbruch

Profil

Zusammenfassung

Jonas Radbruch erforscht, wie Anreize, Aufmerksamkeit und soziale Faktoren menschliche Entscheidungen und Leistung beeinflussen – mit Fokus auf Bildungs- und Arbeitsmarktprozesse. Seine Expertise liegt in der experimentellen Analyse von Verhaltenseffekten, etwa wie Anreizstrukturen die Ressourcennutzung verändern oder wie Bewertungsprozesse durch Kontexteffekte verzerrt werden. Diese Erkenntnisse sind für die Gestaltung von Auswahlverfahren, Anreizsystemen und Interventionen in Organisationen praktisch relevant.

Skills

Name

Prof. Dr. Jonas Radbruch

Titel

Prof. Dr.

Fakultät

Wirtschaftswissenschaftliche Fakultät

Institut

Rationalität und Wettbewerb

E-Mail

🔒 nur für eingeloggte sichtbarAnmelden

Telefon

🔒 nur für eingeloggte sichtbarAnmelden

HU-FIS-Profil

Quelle ↗

Zuletzt gescrapt

27.6.2026, 01:12:31

• SFB/TRR 190/3: Ausbildungsentscheidungen, Marktdesign und Bildungsergebnisse (TP A06)

  Quelle ↗

  Förderer: DFG Sonderforschungsbereich Zeitraum: 01/2025 - 12/2028 Projektleitung: Prof. Dr. Jonas Radbruch

🔒 Das System hat 134 mögliche Industrie-Partner gefunden — Firmen, Scores und Begründungen sind nur für eingeloggte Nutzer:innen sichtbar. Anmelden

• Interventions and Cognitive Spillovers

  2021

  The Review of Economic Studies · 42 Zitationen · DOI

  Abstract This article investigates how incentives and behavioural policy interventions affect individuals’ allocation of scarce cognitive resources. Based on experimental evidence, we demonstrate that incentives systematically influence individuals’ allocation of cognitive resources, and their propensity to actively engage with a decision or to stay passive. Policies that steer individuals’ attention to a specific decision lead to more active decision-making and better choices in the targeted choice domain, but induce negative cognitive spillovers on the quality of choices in other domains. In our setting, these two countervailing effects offset each other, such that the overall payoff consequences of the interventions are essentially zero. We further document that cognitive spillovers are especially pronounced for complex choices and for subgroups of the population with a smaller stock of cognitive resources. We discuss implications for the design and evaluation of behavioural policy interventions.

• The Effectiveness of Incentive Schemes in the Presence of Implicit Effort Costs

  2019

  Management Science · 39 Zitationen · DOI

  Agents’ decisions to exert effort depend on the incentives and the potential costs involved. So far, most of the attention has been on the incentive side. However, our laboratory experiments underline that both the incentive and the cost side can be used separately to shape work performance. In our experiment, subjects work on a real-effort slider task. Between treatments, we vary the incentive scheme used for compensating workers. Additionally, by varying the available outside options, we explore the role of implicit costs of effort in determining workers’ performance. We observe that incentive contracts and implicit costs interact in a nontrivial manner. In general, performance decreases as implicit costs increase. Yet the magnitude of the reaction differs across incentive schemes and across the offered outside options, which, in turn, alters estimated output elasticities. In addition, comparisons between incentive schemes crucially depend on the implicit costs. This paper was accepted by Yan Chen, decision analysis.

• Interview Sequences and the Formation of Subjective Assessments

  2024

  The Review of Economic Studies · 4 Zitationen · DOI

  Abstract Interviewing is a decisive stage of most processes that match candidates to firms and organizations. This article studies how and why a candidate’s interview outcome depends on the other candidates interviewed by the same evaluator. We use large-scale data from high-stakes admission and hiring processes, where candidates are quasi-randomly assigned to evaluators and time slots. We find that the individual assessment decreases as the quality of other candidates assigned to the same evaluator increases. The influence of the previous candidate stands out, leading to a negative autocorrelation in evaluators’ votes of up to 40% and distorting final admission and hiring decisions. Our findings are in line with a contrast effect model where evaluators form a benchmark through associative recall. We assess potential changes in the design of interview processes to mitigate contrasting against the previous candidate.

Aus HU-FIS sind keine Kooperationen für diese Person gemeldet.