Gender and Negotiator Competitiveness: A Meta-analysis

Walters, Amy E.; Stuhlmacher, Alice F.; Meyer, Lia L

doi:10.1006/obhd.1998.2797

Cited by 328 publications

(238 citation statements)

References 53 publications

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“…This is consistent with meta-analytic reviews of gender differences in negotiation-related attitudes and behaviors, which report that there are hardly any gender differences in cooperativeness (Bettencourt & Miller, 1996;Gayle, Preiss, & Allen, 1994;Krone, Allen, & Ludlum, 1994;Stuhlmacher & Walters, 1999;Walters, Stuhlmacher, & Meyer, 1998;Watson, 1994). For example, Walters, Stuhlmacher, and Meyer (1998) examined 62 research reports on the relationship between gender and competitive bargaining behavior and concluded that women bargain more cooperatively than men, but that this difference is very slight.…”

Section: 'Lvfxvvlrqsupporting

confidence: 75%

“…Although there were significant interdepartmental differences in age, employment duration, and gender, these demographic variables were not related to social value orientation, goal concerns, or problem solving. Especially the absence of gender differences is noteworthy, since research has shown gender differences in negotiation-related behavior and attitudes (i.e., females are more cooperative than males), although these differences tend to be very small (Stuhlmacher & Walters, 1999;Walters, Stuhlmacher, & Meyer, 1998; see Table 3). Because none of the demographic variables was related to the variables of interest, there was no need to control for education level, age, employment duration, and gender in further analyses.…”

Section: Preliminary Analysesmentioning

confidence: 99%

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Social value orientation, organizational goal concerns and interdepartmental problem‐solving behavior

2002

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In a study of 11 organizations among 120 manufacturing, planning and sales employees, support was found for the hypothesis that a prosocial value orientation—as a personality trait—increases the likelihood that employees show a high concern for the goals of other departments. This concern, combined with a high concern for own goals, furthermore appeared to increase the likelihood of problem‐solving behavior during interdepartmental negotiations. Measures of goal concerns were attained, firstly, by asking employees how important they found six specific organizational goals and, secondly, by assessing which goals were found most important by members of which department. The results of this study suggest that problem solving can be induced by selecting or developing prosocial employees, because a prosocial value orientation increases the likelihood of having broad role orientations, in which employees not only care for goals characteristic of their own department, but also for goals of other departments. Copyright © 2002 John Wiley & Sons, Ltd.

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Section: 'Lvfxvvlrqsupporting

confidence: 75%

Section: Preliminary Analysesmentioning

confidence: 99%

Social value orientation, organizational goal concerns and interdepartmental problem‐solving behavior

2002

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“…involving a conflict between maximizing personal versus collective interests ("mixed motive" games). Previous reviews examined sex differences in prosocial behaviors such as helping (Eagly, 2009;Eagly & Crowley, 1986) and heroism (S. W. Becker & Eagly, 2004), whereas other reviews have considered sex differences in competitive behaviors such as aggression (Archer, 2004(Archer, , 2009Bettencourt & Miller, 1996;Eagly & Steffen, 1986) and negotiations (Stuhlmacher & Walters, 1999;Walters et al, 1998). Yet, these results do not necessarily generalize to mixed-motive settings such as social dilemmas, which are psychologically unique because there is a tension between personal and collective interests in deciding whether people want to cooperate.…”

Section: Discussionmentioning

confidence: 99%

Sex differences in cooperation: A meta-analytic review of social dilemmas.

Balliet

Macfarlan

et al. 2011

Psychological Bulletin

285

234

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Although it is commonly believed that women are kinder and more cooperative than men, there is conflicting evidence for this assertion. Current theories of sex differences in social behavior suggest that it may be useful to examine in what situations men and women are likely to differ in cooperation. Here, we derive predictions from both sociocultural and evolutionary perspectives on context-specific sex differences in cooperation, and we conduct a unique meta-analytic study of 272 effect sizes-sampled across 50 years of research-on social dilemmas to examine several potential moderators. The overall average effect size is not statistically different from zero (d ϭ -0.05), suggesting that men and women do not differ in their overall amounts of cooperation. However, the association between sex and cooperation is moderated by several key features of the social context: Male-male interactions are more cooperative than female-female interactions (d ϭ 0.16), yet women cooperate more than men in mixed-sex interactions (d ϭ -0.22). In repeated interactions, men are more cooperative than women. Women were more cooperative than men in larger groups and in more recent studies, but these differences disappeared after statistically controlling for several study characteristics. We discuss these results in the context of both sociocultural and evolutionary theories of sex differences, stress the need for an integrated biosocial approach, and outline directions for future research.

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“…Rubin and Brown (1975) documented 21 studies that found men behaved more cooperatively than women in bargaining experiments, 27 studies that concluded women behaved more cooperatively than men, and 20 studies that found no differences among men and women. Other, more recent meta-analyses (Stuhlmacher & Walters, 1999;Walters, Stuhlmacher, & Meyer, 1998) have shown that the magnitude of gender differences tends to be small and that there are situational moderators of gender differences.…”

Section: Gender Differences In Negotiationmentioning

confidence: 99%

Who goes to the bargaining table? The influence of gender and framing on the initiation of negotiation.

Small¹,

Gelfand²,

Babcock³

et al. 2007

Journal of Personality and Social Psychology

343

269

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Unlike typical negotiation experiments, these studies investigated when men and women initiate negotiations in the absence of overt prescriptions to negotiate. Using a new experimental paradigm, the authors showed that the framing of situations is a critical driver of gender differences in initiating negotiations. Drawing on literature on language, power, and politeness, the authors argued that framing situations as opportunities for negotiation is particularly intimidating to women, as this language is inconsistent with norms for politeness among low-power individuals, such as women. By contrast, framing situations as opportunities for asking is much less intimidating to women, as this language is more polite and role-consistent. Consequently, gender differences in initiating negotiations persisted when situations were framed as opportunities for negotiation yet were eliminated when situations were framed as opportunities to ask. Moreover, primed power attenuated gender differences in aversive reactions to the negotiation frame. In all, the studies presented begin to elucidate the reasons for gender differences in initiating negotiations and further illustrate that such effects depend on the situation.

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Gender and Negotiator Competitiveness: A Meta-analysis

Cited by 328 publications

References 53 publications

Social value orientation, organizational goal concerns and interdepartmental problem‐solving behavior

Social value orientation, organizational goal concerns and interdepartmental problem‐solving behavior

Sex differences in cooperation: A meta-analytic review of social dilemmas.

Who goes to the bargaining table? The influence of gender and framing on the initiation of negotiation.

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