Strategies Aimed at Reducing Gender Differences in Negotiation Are Perceived by Women as Ineffective

Mazei, Jens; Mertes, Marc; Hüffmeier, Joachim

doi:10.1007/s11199-020-01130-4

Cited by 12 publications

(35 citation statements)

References 46 publications

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“…Confidence has proven to be crucial to negotiation, hence the findings support the predicted value of teaching Strategic Empathy to overcome the lack of confidence that is hindering women's negotiation success [12,43,47]. In doing so, this study contributes to the knowledge gap on effective strategies to enhance women's self-efficacy in salary negotiation [26,30]. As such, it complements the existing body of research on this topic, as limited studies have investigated the effect of perspective-taking on a negotiator's confidence.…”

Section: Discussionsupporting

confidence: 63%

The need for a female perspective in designing agent-based negotiation support

Bouman

Lefter

Rook

et al. 2022

Proceedings of the 22nd ACM International Conference on Intelligent Virtual Agents

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This study investigates whether an agent-based Negotiation Training System (NTS) can teach women Strategic Empathy -a recently introduced negotiation strategy based on perspective taking -and whether this can improve their negotiation performance. Developed and tested through an interaction-based real-time experiment was a NTS that integrated instructions on how to utilize Strategic Empathy. Women in the experimental group showed significantly higher levels of perspective-taking compared to the control group, and their understanding and use of Strategic Empathy increased over time. Also, a significant positive effect was found of Strategic Empathy on women's self-efficacy. No significant positive effect was found of Strategic Empathy on persistence. The high cognitive load of the experiment and a lack of intrinsic motivation may have caused this finding. Overall, this work demonstrates the applicability of using NTS to teach Strategic Empathy, and its effectiveness for enhancing women's self-efficacy in salary negotiations.

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Section: Discussionsupporting

confidence: 63%

The need for a female perspective in designing agent-based negotiation support

Bouman

Lefter

Rook

et al. 2022

Proceedings of the 22nd ACM International Conference on Intelligent Virtual Agents

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“…To tackle the gender gap in salaries, employers should also be aware that young women value salary and security above their male colleagues but have lower initial expectations, curtailing their already less effective negotiation abilities (Mazei et al 2020). This may determine differences in salaries both at the beginning of their careers and in the future (Fernandes et al 2021;Schweitzer et al 2014).…”

Section: Discussionmentioning

confidence: 99%

The Work Values of Portuguese Generation Z in the Higher Education-to-Work Transition Phase

Silva¹,

Carvalho²

2021

Social Sciences

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The cohort of young people born with or after the Internet has been dubbed Generation Z (Gen Z, or post-millennials). They are now entering the higher education-to-work transition phase, although this is yet to be studied. Previous studies have found that work values and work preferences vary across generations and national cultures, justifying regular and localised examination. However, very little is known to date about the work values of Portuguese Gen Zs. In this study, we describe the work values of Portuguese university students in the higher education-to-work transition phase and examine their influence on salient work-related preferences. We surveyed over 3000 students attending university degrees from eight main Portuguese universities. We find that Portuguese Gen Zs value social values above all, followed by intrinsic and then extrinsic work values, potentially configuring a unique profile. Work values partially explain work preferences such as employer size and salary expectations. Gender differences mark our results, with women expressing higher work values in all three dimensions and lower entry salary expectations. These results can be useful for employers seeking to attract the best university graduates, facilitate their integration and promote their development.

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“…In the current research, we compared the specific strategies to assertiveness and yielding (cf. Mazei et al, 2020; Stuhlmacher & Linnabery, 2013). Assertiveness and yielding are standard strategies that can be located at the ends of a “gendered” spectrum of behaviors in negotiations, ranging from fully incongruent to fully congruent with women's gender role.…”

Section: Causes and Extent Of The Implementation Gapmentioning

confidence: 99%

“…Gender differences in negotiations can lead women to earn less and become leaders less often than men (e.g., England et al, 2020; Lyness & Grotto, 2018). In light of this, researchers designed specific strategies to support women's negotiation performance (e.g., Bowles & Babcock, 2013; Kray et al, 2012), but Mazei et al (2020) observed for several specific strategies an implementation gap , which denotes an insufficient application of the strategies in people's professional life. As the implementation gap is a hurdle to the achievement of gender equality, we examined the provision of theoretical rationales for the specific strategies as a first key means to reduce it.…”

mentioning

confidence: 99%

Are Strategies for Women in Compensation Negotiations More Appealing When It Is Explained How They Are Meant to Impact Negotiation Outcomes?

Lietz

Mazei

Mertes

et al. 2022

Psychology of Women Quarterly

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Women perceive specific strategies developed to support their performance in compensation negotiations as ineffective and are unlikely to use them—suggesting an implementation gap. We examined whether providing theoretical rationales—explaining how specific strategies are meant to work—attenuates this gap. Furthermore, we explored a novel cause of it: women's expectations regarding the perpetuation of gender roles upon using a strategy. In two studies ( N = 1,254), we observed that regardless of the provision of the rationales, women expected all examined specific strategies to be less economically effective and most of them to perpetuate gender roles more than regular assertiveness. Moreover, especially women's expectations regarding economic outcomes decreased their intentions to use most specific strategies. Women also expected most specific strategies to lead to less favorable social evaluations than yielding, which again led to their lower intentions to use them. Altogether, negotiation trainers and educators should consider that explaining how specific strategies are meant to work is not enough to close the implementation gap and to reduce gender inequality in negotiations. To attenuate the implementation gap, they may need to enable women to more fully experience how using specific strategies can improve their negotiation performance. Additional online materials for this article are available on PWQ's website at http://journals.sagepub.com/doi/suppl/10.1177/03616843221128484 .

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Strategies Aimed at Reducing Gender Differences in Negotiation Are Perceived by Women as Ineffective

Cited by 12 publications

References 46 publications

The need for a female perspective in designing agent-based negotiation support

The need for a female perspective in designing agent-based negotiation support

The Work Values of Portuguese Generation Z in the Higher Education-to-Work Transition Phase

Are Strategies for Women in Compensation Negotiations More Appealing When It Is Explained How They Are Meant to Impact Negotiation Outcomes?

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