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I-O Psychology Has an Important Role to Play in Gender Differences in Negotiation

Published online by Cambridge University Press:  20 September 2018

Chelsea D. Hightower
Affiliation:
Department of Psychology, Louisiana State University
John-Luke McCord
Affiliation:
Department of Psychology, Louisiana State University
Michael Hay
Affiliation:
Department of Psychology, Louisiana State University
Brian G. Doyle
Affiliation:
Department of Psychology, Louisiana State University
Jason L. Harman*
Affiliation:
Department of Psychology, Louisiana State University
*
Correspondence concerning this article should be addressed to Jason L. Harman, Department of Psychology, Louisiana State University, College of Humanities and Social Sciences, 236 Audubon Hall, Baton Rouge, LA 70803. E-mail: jharman@lsu.edu

Extract

A major goal of Gardner, Ryan, and Snoeyink (2018) was to determine what steps are needed moving forward in examining gender representation in industrial and organizational (I-O) psychology. Specifically, on the topic of pay differences, we highlight that gender differences in pay are in part due to differences in negotiation behaviors and/or experiences. Prior research demonstrates that female negotiators receive greater backlash than male negotiators—a possible explanation to why men tend to negotiate more often and more successfully than women (Bowles, Babcock, & Lai, 2007). Based on this evidence, one next step in moving forward should involve providing resources and knowledge to improve negotiation skills and practices specifically aimed at eliminating differences between women and men in both propensity to negotiate and the evaluation/consequences of negotiating.

Type
Commentaries
Copyright
Copyright © Society for Industrial and Organizational Psychology 2018 

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