This study examines the motivational crowding effects of a traditional price instrument, mandates, and a relatively new non-price incentive,  a public revelation mechanism, on the conservation of common pool resources. We achieve these purposes by implementing a lab experiment in China. We find that, contrary to much of the previous literature, mandates crowd in intrinsic motivation. This result is robust even among individuals with the lowest initial extraction levels. We also find that mandates' crowd-in effects fall primarily on conditional cooperators, indicating the primary mechanism for the crowd-in effects—the coordination function provided by the mandates, i.e., with mandates constraining others’ extractions, one is more able to act on their intrinsic motivation. Finally, we find that the public revelation mechanism does not induce significant crowding effects on average; however, a specific sub-population, conditional cooperators, are shown to be crowded out. The debriefings suggest one possible reason for the crowd-out effects: while the public revelation mechanism pressures subjects to not over-harvest, it also reveals information of others’ extractions, which crowds out conservation effort  of conditional cooperators if the descriptive norm revealed is high extraction. This informational function of the public revelation mechanism is generally overlooked in previous literature.

This paper examines the impact of US states' COVID-19 policy strictness on the unemployment, job vacancies and tightness in their labor markets. I examine two years of monthly policy stringency and labor market data to estimate the impact of such strictness on outcomes over the medium run using a two-way fixed effects model. Further, I investigate possible heterogeneity in policies' impacts for states that are more dependent on vulnerable industries like leisure and hospitality. I find that increasing policy stringency increases a state's unemployment rate in the medium run, with a stronger effect in 2020 than in 2021. Conversely, there is no evidence that increasing stringency has an effect on job vacancy rates or tightness in the medium run -- increases in tightness did tend to lead to decreases in tightness in 2020, but this relationship inverts in 2021. Further, the more a state depends on the hospitality or leisure industries for employment, the more vulnerable they are to unemployment rate increases when they increase policy stringency. These results reflect the ability of American labor markets to adapt to large policy shocks and provide further insights into how employers and workers respond to rapid policy shifts.

This paper examines the long-run impacts of manufacturing employment decline on the labor market outcomes in Canadian cities between 2001 and 2016. Between the early 2000s and mid-2010s, employment in manufacturing declined by about half a million in Canada (Morissette, 2020). I present the first estimates of the impacts of this decline that account for differential shocks by manufacturing subindustry in the Canadian context. I draw from Canadian census data to estimate the effect of changes in local manufacturing share on changes in employment rates and median wages across several sex-education groups of prime-age workers. To achieve this, I implement two Bartik instrumental variable strategies: one that exploits exogenous variation in manufacturing subindustry employment shares across cities, and another that exploits variation in manufacturing occupation shares. These strategies show that manufacturing decline caused a large decrease in employment rates among males between 2001 and 2011, with transportation equipment and metal manufacturing subindustries driving over half of this effect. However, this effect attenuates considerably during the longer 2001-2016 period. This may suggest that the affected Canadian cities have partially recovered from the Great Recession’s aftermath, unlike their American counterparts.

We have developed an index that ranks regions in five countries by the suitability of their labour forces to the labour demands of the Windsor-Essex region. We incorporated data on the top twenty in-demand occupations in Windsor-Essex from the Workforce WindsorEssex report Attracting and Retaining Talent in Windsor-Essex (Villafuerte, 2020, p. 44) and regional labour supply data from Workforce WindsorEssex’s WEmap talent database to assign index values to 1110 regions across Canada, the United States, Sweden, the United Kingdom and Australia. Then, we investigated the labour supply compositions of the top ranked regions in these countries. Our results can help local governments, businesses and organizations target their talent attraction efforts on particular regions and learn from leading regions’ successes.