Abstract |
Negotiation researchers have shown that women suffer higher social costs than men in compensation negotiations (Bowles, Babcock, & Lai, 2007), but there is little empirical evidence to suggest what women can do about it. Motivated by literature on overcoming the social costs for women of counterstereotypical self-presentation and on accounting for one’s behavior more generally, we test a range of negotiation strategies in terms of their effects on the willingness to work with employees (social outcomes) and the willingness to grant pay requests (economic prospects).
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