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The authors propose 2 categories of situational moderators of gender in negotiation: situational ambiguity and gender triggers. Reducing the degree of situational ambiguity constrains the influence of gender on negotiation. Gender triggers prompt divergent behavioral responses as a function of gender. Field and lab studies (1 and 2) demonstrated that(More)
Four experiments show that gender differences in the propensity to initiate negotiations may be explained by differential treatment of men and women when they attempt to negotiate. In Experiments 1 and 2, participants evaluated written accounts of candidates who did or did not initiate negotiations for higher compensation. Evaluators penalized female(More)
418 We are very grateful to the helpful comments of Hannah Riley Bowles and Adam Galinsky. We conducted three experiments to examine the relationship between gender and reactions to having one's first offer accepted in negotiations. Building on past research demonstrating that having one's first offer accepted reduces satisfaction through the generation of(More)
PURPOSE To evaluate whether there were differences in acquisition of research grant support between male and female faculty at eight Harvard Medical School-affiliated institutions. METHODS Data were obtained from the participating institutions on all research grant applications submitted by full-time faculty from 2001 through 2003. Data were analyzed by(More)
Bias in the evaluation of workplace misbehavior is hotly debated in courts and corporations, but it has received little empirical attention. Classic sociological literature suggests that deviance by lower-status actors will be evaluated more harshly than deviance by higher-status actors. However, more recent psychological literature suggests that(More)
Negotiation is a process that creates, reinforces, and reduces gender inequality in organizations, yet the study of gender in negotiation has little connection to the study of gender in organizations. We review the literature on gender in job negotiations from psychology and organizational behavior, and propose ways in which this literature could speak more(More)
The behavior of others and the price of giving are two important determinants of contributions to public goods. This paper tests in two field experiments, whether men and women differ in their reaction to either a change in the behavior of the average group behavior or the price of giving, i.e. a matching mechanism. The results of the field experiment show(More)
for generously providing the laboratory, Ze Yu for coordinating the use of laboratory, and Yuqi Zheng for excellent research assistance. All errors are our own. Abstract We study how gradualism-increasing required levels (" thresholds ") of contributions slowly over time rather than requiring a high level of contribution immediately-affects individuals'(More)
Four experiments show that gender diVerences in the propensity to initiate negotiations may be explained by diVerential treatment of men and women when they attempt to negotiate. In Experiments 1 and 2, participants evaluated written accounts of candidates who did or did not initiate negotiations for higher compensation. Evaluators penalized female(More)