Gender differences in anticipated pay negotiation strategies and outcomes
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Business students were asked to indicate their pay expectations and anticipated negotiation strategies for a specific management trainee job. They also indicated expectations for their and the recruiter's target and resistance points for the negotiation process. Men, compared to women, indicated higher pay expectations, a higher likelihood of active negotiation, less likelihood of using traditional self-promotion strategies, and more opportunity for legitimate negotiations. Significant correlations were found between pay expectations and negotiation strategies. Intervention strategies for changing women's pay outcome and negotiation expectations are discussed, as well as the need for a better understanding of effective negotiation behaviors.
This research was supported by the Colorado State University College of Business Summer Research Grant Program. An abbreviated version of this article was presented at the 50th Annual meeting of the Academy of Management, Women in Management Division, August 13, 1990, San Francisco, California.
We gratefully acknowledge the critical comments of Kevin R. Murphy, Jeanette N. Cleveland, and Russell Cropanzano on an earlier draft of this article.
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- Gender differences in anticipated pay negotiation strategies and outcomes
Journal of Business and Psychology
Volume 9, Issue 2 , pp 183-197
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