On the cultural basis of gender differences in negotiation

Knowing When to Ask: The Cost of Leaning In

“…The general consensus -including recent observational evidence (Card, Cardoso and Kline, 2016), laboratory studies (Dittrich, Knabe and Leipold, 2014) and field experiments (Leibbrandt and List, 2015) -is that women enter negotiations less often and/or fare worse when they do negotiate. 5 However, many factors have been documented to influence if and to what extent the gender gap exists, including the sex of negotiating partners (Eckel and Grossman, 2001;Solnick, 2001;Bowles, Babcock and Lai, 2007;Sutter et al, 2009;Hernandez-Arenaz and Iriberri, 2016), the activation of stereotypes (Kray, Thompson and Galinsky, 2001), the availability of information on what others do or what is recommended (Bowles, Babcock and McGinn, 2005;Rigdon, 2012), the beneficiaries of the negotiation (Bowles, Babcock and McGinn, 2005), the extent to which the possibility for a negotiation is known (Small et al, 2007;Leibbrandt and List, 2015), the fear of backlash (Bowles, Babcock and Lai, 2007), the framing of the situation as a negotiation or ask (Small et al, 2007), the cultural context of the negotiations (Andersen et al, 2013), the relative positional power in a negotiation (Andersen et al, 2013;Dittrich, Knabe and Leipold, 2014;Greenberg and Petrie, 2015), the communication strategies or mode (Bowles and Babcock, 2013;Greenberg and Petrie, 2015), and the ability to signal valuations or experience (Castillo et al, 2013;Busse, Israeli and Zettelmeyer, 2016). Gender differences in implicit or explicit preferences, such as risk aversion or fairness concerns, may also contribute to differences in negotiation outcomes for men and women.…”

“…In addition, prior literature -see for instanceAndersen et al (2013) and Dittrich, Knabe and Leipold (2014) -suggests that this lack of gender differences among firms may be more expected than the lack of differences among workers; gender differences are often more likely among parties with lower (appearing) bargaining power. The gender of the firm, even when conditioning on the gender of the worker, also does not influence the returns from negotiations for the workers.…”

Uso De Vieses Cognitivos Em Ativações De Merchandising E O Efeito Nas Vendas Nos Supermercados

“…A field experiment allows the researcher to observe significant behaviors; moreover, its structure and results are typically easier to explain to a wider audience (Samson, 2014). This also enables an examination of cause-and-effect relationships, which allows companies to better understand the relationship between a change in strategy and their customers' behavioral reactions (Andersen, Ertac, Gneezy, List, & Maximiano, 2013;Davenport, 2009). On the one hand, a recent article published in the Journal of Marketing Research (Gneezy, 2017) Figure 2.…”

What Drives Gender Differences in Trust and Trustworthiness?

“…The previous studies that are close to mine are Gneezy, Leonard, and List (2009), Andersen et al (2008Andersen et al ( , 2018, and Gong, Yan, and Yang (2015). Gneezy, Leonard, and List (2009) observe that while patrilineal Maasai men of Tanzania are more competitive than Maasai women, this result is reversed among the matrilineal Khasi society of Meghalaya in India, where women choose to compete more than men.…”

“…They conclude that this result is driven by the higher contribution of the Khasi men. Andersen et al (2018) show that female sellers extract more of the bargaining surplus than males in the matrilineal Khasi society while male sellers extract more of it in the neighboring patrilineal Karbi (Kharbi) society. The closest study to mine is perhaps Gong, Yan, and Yang (2015), who conduct a dictator game experiment with the matrilineal Mosuo society and the neighboring patrilineal Yi society in China.…”