Beyond Gender and Negotiation to Gendered Negotiations

Kolb, Deborah M.; McGinn, Kathleen L.

doi:10.1111/j.1750-4716.2008.00024.x

Cited by 80 publications

(30 citation statements)

References 46 publications

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“…Workplace structures, policies, and practices, that appear unbiased, generally reflect the values and the life situations of men who have dominated the public domain of work. As such they constitute a gendered “negotiated order,” that has implications for the types of issues that are negotiated and the relative power and influence of negotiators to raise and bargain over them (Kolb & McGinn, 2009).…”

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confidence: 99%

“…Gendered negotiated orders imply that negotiators are differentially positioned to raise issues and negotiate about them, women for some issues, men for others (Kolb & McGinn, 2009). Positioning means the ways negotiators construct legitimate social roles and identities for themselves, subject to the expectations and constraints of the social structures in which they are operating (Davies & Harre, 1990).…”

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confidence: 99%

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Are We Becoming Part of the Problem? Gender Stereotypes in Negotiation Research

Kolb

2012

Negotiation Conflict Man Res

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The study of gender and negotiation has come a long way since the basic sex difference research carried out in the infancy of the field More recent study of contextual factors (roles, styles, gender composition of the dyad) often have the effect of reinforcing gender stereotypes. By expanding the diversity of populations studied, by selecting more gender neutral contexts, by considering purpose in choice of style and roles, and by locating our studies of how gender plays out in negotiation in different organizational contexts, we will be in a better position to move beyond the stereotypes that dominate so much of the current work.

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confidence: 99%

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Are We Becoming Part of the Problem? Gender Stereotypes in Negotiation Research

Kolb

2012

Negotiation Conflict Man Res

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“…Laboratory experiments and observational studies also point toward the importance of gender differences in preferences and attitudes related to, for example, competitiveness and the willingness to negotiate (Bertrand, 2011, provides an overview (Kolb and McGinn, 2008).…”

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confidence: 99%

Manager Impartiality: Worker-Firm Matching and the Gender Wage Gap

Hensvik¹

2014

ILR Review

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Using a rich matched employer-employee data set from Sweden, the author examines whether female managers in a firm narrow the gender pay gap. The study's main contribution is its ability to account for unobserved heterogeneity among both workers and firms that is potentially correlated with manager gender. The results show a substantial negative association between the representation of female managers and the establishment's gender wage gap. Estimates that account for sorting on unobserved worker skills, however, do not support the conclusion that managers favor same-sex workers in wage setting. Additional results show that organizations with more female managers recruit more nonmanagerial, high-wage women. Together these findings suggest that associations between manager gender and male-female wage gaps should be interpreted with caution, as worker sorting seems to be a crucial component behind this relationship.

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“…How women negotiate their career paths is arguably a more important determinant of lifetime earnings (e.g., occupations, promotions, years in the workforce, hours per week employed) than pay negotiations at organizational entry and promotion points. More research should be done into the role of negotiation in how women navigate their career trajectories [18] and manage intensive stages of work-family demands [6].…”

Section: Research On Gender In Career Negotiationsmentioning

confidence: 99%