We explore the relationship between norm-uncertainty and lying. Lies are ubiquitous, and people often lie for their own benefit or for the benefit of others. Research in environments in which social norms are clearly defined and communicated finds that social norms influence personal decisions, even when they are not in our own self-interest. We deviate from this approach and study lying under norm uncertainty with scope for opportunistic interpretation of the norm. We introduce variation along three dimensions: salience of different types of norm-uncertainty (normative/empirical), the beneficiary of the lie (self/other), and ex-ante knowledge about the opportunity to tell a lie in order to tease out potential belief-distortion mechanisms. We also find compelling evidence that individuals engage in self-serving belief distortion to increase lying overall. However, we observe this only when uncertainty about what others do (empirical uncertainty), but not when uncertainty about what others approve of (normative uncertainty) is made salient. We also observe conditional liars, but only when the lie is self-serving rather than to the benefit of a third party. We discuss policy implications to improve the effectiveness of norm-based interventions.

We present a model of intergenerational transmission of pro-social values in which parents have information about relevant characteristics of society that is not directly available to their children. Differently from existing models of cultural transmission of values

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The glass ceiling is one of the most controversial and emotive aspects of employment in organisations. This paper provides a model of the glass ceiling that exhibits the following features that are frequently thought to characterise the problem: (i) there is a lower number of female employees in higher positions, (ii) women have to work harder than men to obtain equivalent jobs, (iii) women are then paid less than men when promoted, and (iv) some organisations are more female friendly than others. These features emerge as an equilibrium phenomenon, when identical firms compete in "Bertrand-like" fashion. Furthermore, they also occur even when offering women the same contract as men in higher positions would be sufficient to ensure that women in those positions would always prefer permanent career over non-market alternatives.

We present a model of intergenerational transmission of pro-social values in which parents have information about relevant characteristics of society that is not directly available to their children. Differently from existing models of cultural transmission of values