O. P. Hauser, M. I. Norton (2017). (Mis)perceptions of inequality. Current Opinion in Psychology 18, 21-25. [PDF]
O. P. Hauser, M. Luca (2015). How to Design (and Analyze) a Business Experiment. Harvard Business Review. [Online article]
19. M. R. Jordan, W. Dickens, O. P. Hauser, D. G. Rand. Rethinking microloan defaults. Forthcoming in Behavioural Public Policy.
18. J. M. Jachimowicz*, O. P. Hauser*, J. O’Brien, E. Sherman, A. Galinsky (2019). People Use Less Energy When They Think Their Neighbors Care About the Environment. Harvard Business Review. [Online article]
17. O. P. Hauser, G. Kraft-Todd, D. G. Rand, M. A. Nowak, M. I. Norton (2019). Invisible Inequality Leads to Punishing the Poor and Rewarding the Rich. Behavioural Public Policy. [PDF]
16. P. Satterstrom, J. T. Polzer, L. B. Kwan, O. P. Hauser, W. Wiruchnipawan, M. Burke (2019). Thin Slices of Workgroups. Organizational Behavior and Human Decision Processes 151, 104-117. [PDF]
15. O. P. Hauser, F. Gino, M. I. Norton (2019). Budging Beliefs, Nudging Behaviour. Mind & Society 17 (1), 15-26. [PDF]
14. J. M. Jachimowicz*, O. P. Hauser*, J. O’Brien, E. Sherman, A. Galinsky (2018). The Critical Role of Second-Order Normative Beliefs in Predicting Energy Conservation. Nature Human Behaviour. [PDF]
13. Z. Rahwan, O. P. Hauser, E. Kochanowska, B. Fasolo (2018). High stakes: A little more cheating, a lot less charity. Journal of Economic Behavior & Organization 152, 276-295. [PDF]
12. O. P. Hauser (2018). Running out of time. Nature Sustainability 1, 162-163. [PDF]
11. O. P. Hauser, E. Linos, T. Rogers (2017). From field studies to field experiments: Studying organizational behaviors in actual organizations. Research in Organizational Behavior. [PDF]
10. O. P. Hauser, M. I. Norton (2017). (Mis)perceptions of inequality. Current Opinion in Psychology 18, 21-25. [PDF]
9. S. Kettle, M. Hernandez, M. Sanders, O. P. Hauser, S. Ruda (2017). Failure to CAPTCHA Attention: Null Results from an Honesty Priming Experiment in Guatemala. Behavioral Sciences 7 (2), 28. [PDF]
7. O. P. Hauser, A. Hendriks, D. G. Rand*, M. A. Nowak* (2016). Think global, act local: Preserving the global commons. Scientific Reports 6. [PDF]
6. M. Luca, O. P. Hauser (2016). Good Communication Requires Experimenting with Your Language. Harvard Business Review. [Online article]
5. O. P. Hauser, M. Luca (2015). Your Company is Full of Good Experiments (You Just Have to Recognize Them). Harvard Business Review. [Online article]
4. O. P. Hauser, M. Luca (2015). How to Design (and Analyze) a Business Experiment. Harvard Business Review. [Online article]
Reprinted in HBR Guide to Data Analytics Basics for Managers (2016, 2018).
Selected for Nature News & Views commentary: Louis Putterman (Brown University): “Behavioural economics: A caring majority secures the future.” [Online]
Selected for a Nature Video production: “Handing on a sustainable future” Video available on YouTube.
Independent replication by Camerer et al. Nature Human Behaviour (2018) [PDF]:
Full replication of our effect, including the original effect size
Prediction market traded our study as the most likely to be replicated
2. O. P. Hauser, M. A. Nowak, D. G. Rand (2014). Punishment does not promote cooperation under exploration dynamics if anti-social punishment is possible. Journal of Theoretical Biology 360, 163-171. [PDF]
1. O. P. Hauser, A. Traulsen, M. A. Nowak (2014). Heterogeneity in background fitness acts as a suppressor of selection. Journal of Theoretical Biology 343, 178–185. [PDF]
(Email email@example.com for most recent drafts.)
O. P. Hauser, M. Greene, K. DeCelles, M. I. Norton, F. Gino. Minority Report: A Modern Perspective on Reducing Unethical Behavior in Organizations.
Winner of the Wharton People Analytics Research Paper Competition.
J. Jachimowicz*, O. P. Hauser*, C. To*, E. Frey, A. Galinsky. Team Salary Inequality Increases Employee Withdrawal Behaviors (in Large Teams) by Reducing Job Control. [PsyArXiv Working Paper]
E. Frey, J. M. Jachimowicz*, C. To*, O. P. Hauser*. Catching the Upward Drift: Increased Hierarchical Differentiation Only Promotes Individual Performance When Workgroups Have Higher Upward Mobility.
O. P. Hauser. Tipping for an audience: Observability and prosocial behavior.
A. Wilson, O. P. Hauser, L. John. Proportional (versus absolute) charitable giving is perceived as more generous but not more impactful.