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Joseph Price

Brigham Young University and NBER, USA, and IZA, Germany

I am excited for this work to be featured by IZA World of Labor. Workers that bring out the best in others can be a real key for success in any organization. I hope the work described in this article can help organizations better appreciate the productivity spillovers that workers have and look for ways to measure and reward this characteristic

IZA World of Labor role

Author

Current position

Associate Professor, Department of Economics, Brigham Young University, USA

Research interest

Family, education, health, and behavioral economics

Website

https://economics.byu.edu/directory/joseph-p-price

Past positions

Assistant Professor, Department of Economics, Brigham Young University, USA (2007–2013)

Qualifications

PhD Economics, Cornell University, 2007

Selected publications

  • "Productivity spillovers in team production: Evidence from professional basketball." Journal of Labor Economics 35:1 (2016): 191–225 (with P. Arcidiacono and J. Kinsler).

  • "Habit formation in children: Evidence from incentives for healthy eating." Journal of Health Economics 45 (2016): 47–54 (G. Loewenstein and K. Volpp).

  • "Lunch, recess and nutrition: Responding to time incentives in the cafeteria." Preventive Medicine 71 (2015): 27–30 (with D. R. Just).

  • "Sticking with what (barely) worked: A test of outcome bias." Management Science 61:5 (2014): 1121–1136 (with L. Lefgren and B. Platt).

  • "The role of risk preferences in pay-to-bid auctions." Management Science 59:9 (2013): 2117–2134 (with B. Platt and H. Tappen).

article(s)

  • Production spillovers: Are they valued?

    Spillovers can contribute to team success, although workers are not compensated for them

    Joseph Price, August 2017
    Workers can contribute to total firm production directly through their own output or indirectly through their influence on the output of co-workers. Workers with positive productivity spillover effects cause individuals around them to perform better and increase overall team production. In contrast to the “peer effects” literature, workers with positive productivity spillovers may not be the workers with the highest levels of personal output. Such productivity spillovers are important for team success even though they play only a minor role in determining worker pay.
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