Search results

One aspect of attracting new employees that has historically been ignored by recruitment researchers is salary negotiations. In this study, we used a hypothetical scenario design to depict salary negotiation experiences in which we varied the levels of salary offer, the behavior of a company and its representative, and the deadlines for receiving a signing bonus. MBA students served as study participants who read the scenarios and responded to questions about perceived organizational attractiveness and job acceptance decisions—two important recruitment outcomes. As hypothesized, our results indicated that salaries, a company's responsiveness to candidate questions, and a company representative's expression of derogatory comments all impact recruitment outcomes. However, exploding signing bonuses had no significant effects, calling into question the negative connotation practitioners have of exploding compensation schemes. Our justice framework revealed that many of the effects that we found for our manipulations on participants' judgments regarding our recruitment outcomes were mediated by perceptions of organizational justice. Finally, we found some evidence of the frustration effect, as procedures that were considered fair worsened rather than mitigated the negative effects of unfair outcomes on job acceptance decisions.

The purpose of this paper is to report on survey results from a study about librarians’ experience with compensation (salary and benefits) negotiation in the library workplace in order to provide data that will inform professional discourse and practice.

A primarily quantitative survey instrument was administered via Qualtrics Survey Software and distributed through listservs and social media channels representing a range of library types and sub-disciplines. The survey was explicitly addressed to librarians for participation and asked them questions related to their work history and experience with negotiating for salary and benefits.

A total of 1,541 librarians completed the survey. More than half of survey respondents reported not negotiating for their current library position. The majority of those who did negotiate reported positive outcomes, including an increase in salary or total compensation package. Only a very small number of respondents reported threats to rescind or rescinded offers when negotiating for their current positions. Respondents cited prior salary and prior work experience and/or education as the top information sources informing negotiation strategy.

There is minimal discussion of salary and benefits negotiation by individuals in the library literature and prior surveys of librarians’ experience with compensation negotiation do not exist. This is the first paper that tracks negotiating practices and outcomes of librarians in library workplaces of all types.

The purpose of this paper is to examine the salary and promotion negotiation practices of female and male school psychology practitioners and university instructors of school psychology practitioners in order to determine whether salary differences exist between male and female employees in the field of school psychology, which has become a female‐dominated profession.

A total of 191 female and 115 male faculty members and 148 female and 56 male school psychologists completed a survey regarding salary, negotiation practices, and job satisfaction.

Results suggest that females earn less than male colleagues, controlling for years of experience and degree attainment. No gender differences were found regarding faculty participants' willingness to negotiate for increased salary; however, males were more likely to negotiate for promotion. Likewise, no gender differences were evident in practitioners' salary and promotion negotiation attempts, although none were expected, given the salary schedule constraints unique to occupations in the field of education.

The paper is limited to one profession, albeit both university faculty and school psychology practitioners, and was conducted in the USA, so the findings may have limited generalizability to other professions and/or in other countries.

The paper demonstrates that gender pay differences exist despite no differences in males' and females' willingness to negotiate for salary. Consequently, it is likely that pay differences between men and women are due to reasons other than individuals' education levels, years in position, and negotiation practices.

This is the first paper that tracks salaries and the negotiating practices of school psychologist trainers and practitioners. It also finds that male/female salary differences carry over into a female‐dominated profession.

The study tested the effects of gender on negotiation initiation in three topics: salary, work-role and work-home balance; and on employee's perceptions of Covid-19 as inhibiting or enhancing negotiation initiation in these topics.

The authors employed a mixed-methods approach in a sample of 387 Israeli employees (189 female). Analyses of variance tested for gender differences in negotiation initiation and in Covid-19's perceived effects. Participants' additional written explanations, specifying how the pandemic inhibited or enhanced negotiation initiation, were inductively analyzed.

Compared to male, female employees were less inclined to initiate negotiation in all three topics, and more likely to perceive Covid-19 as inhibiting salary and work-role negotiations. Qualitative explanations demonstrated gender-role-consistent motives for avoiding or initiating salary negotiations during Covid-19. They also suggested that the pandemic increased the legitimacy and significance of work-home balance negotiations, across gender.

The study provides new evidence on gender differences in negotiation initiation, particularly over work-role and work-home balance, and is among the first to test these differences in Israel. Moreover, it sheds light on the effects that Covid-19, as a world-wide crisis, had on employees' negotiations in general, and gender equality in employees' negotiations in particular.

In all industrialised societies, the relative size of the public sector has expanded over several decades. The UK and the FRG have differing industrial relations arrangements but both have experienced an expansion of the public sector.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Gender differences in instigating workplace negotiations are cited as a cause of gender inequality. Prevailing influence of established gender roles ensure that men are likelier than women to initiate negotiations for different work-related issues. Appropriate training and development initiatives could be effective in increasing self advocacy of women and closing the gender gap in areas like pay levels and leadership representation.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Considers internal employability factors such as management skills, computer skills, communication and organizational skills. Covers external employability and salary factors such as geography, the economy and chosen industry. Introduces the occupational outlook handbook published by the Bureau of Labour statistics and its uses. Concludes that the calculation of your worth is time consuming but worthwhile when in a position of negotiation.

Face threat sensitivity (FTS) has been found to influence objective negotiated outcomes when the threat to face is activated. The purpose of this study is to extend that research by testing whether FTS – which is defined as a propensity to act – is associated with the outcomes of negotiators when the threat has not been specifically activated. Face theory specifies that face threats can cause individuals to take proactive steps to avoid threats before they might occur.

Drawing on face theory and social role theory, the authors conduct a negotiation experiment and use hierarchical regression to test hypotheses concerning the relationship between FTS for sellers and buyers on negotiated outcomes in both distributive and integrative negotiations. The authors also use moderated regression to test if gender moderates the relationship between buyer and seller FTS and negotiation outcomes.

Results show that, when the threat is not activated, high FTS buyers pay more than low FTS buyers. Consistent with face theory and social role theory, this effect is moderated by gender, with the association being stronger for women buyers than for men buyers.

This paper exhibits that FTS can influence negotiator behavior even when FTS is not activated. This is valuable to negotiation scholars and practitioners who are interested in the role that individual characteristics play in negotiation behavior.

The purpose of this paper is to use agent-based modeling to simulate the negotiation and cooperation between agents working on tasks in an organization and to study the effects that gender differences might have on the outcome of the process.

The model used herein allows for idiosyncratic differences in terms of the propensity to negotiate/cooperate. The model also allows for multi-round negotiations/cooperation and incorporates subjective value into the negotiation process. The model is implemented in NetLogo.

The results clearly show that it is always beneficial to negotiate, even when backlash might result from the request. The study then extends this analysis by allowing for gender differences in both negotiation and cooperation. The results provide strong support for the hypothesis that agentic characteristics are beneficial for negotiators, while communal characteristics can be detrimental.

Like all models, the model used herein made some simplifying assumptions about the negotiation and cooperation processes. In addition, the utilized model assumes that agents work individually on tasks and that negotiation takes place between two individual agents, even though negotiation can be a team-based endeavor in many cases.

The results of this study indicate that individuals need to adopt characteristics that are more agentic; this finding is particularly true for females who aim to be on a level playing field with their male counterparts. The results also indicate that negotiation is beneficial whether there is an abundance of resources or not, while cooperation is only beneficial when resources are abundant.

While past negotiation research has used simple choice games, laboratory studies and field studies, this study provides computational support for the hypothesis that higher levels of negotiation are beneficial to individuals. Additionally, unlike recent agent-based studies that have studied negotiation as a taken-for-granted automated computational process that is done by software on behalf of individuals, the present study simulates agents that have yet to decide whether they will engage in negotiation or not.

Postdocs make up a significant portion of the biomedical workforce. However, data about the postdoctoral position are generally scarce, and no systematic study of the landscape of individual postdoc salaries in the USA has previously been carried out. The purpose of this study was to assess actual salaries for postdocs using data gathered from US public institutions; determine how these salaries may vary with postdoc title, institutional funding and geographic region; and reflect on which institutional and federal policy measures may have the greatest impact on salaries nationally.

Freedom of Information Act Requests were submitted to US public universities or university systems containing campuses with at least 300 science, engineering and health postdocs, according to the 2015 National Science Foundation’s Survey of Graduate Students and Postdoctorates in Science and Engineering. Salaries and job titles of postdocs as of December 1, 2016, were requested.

Salaries and job titles for nearly 14,000 postdocs at 52 US institutions around December 1, 2016, were received. Individual postdoc names were also received for approximately 7,000 postdocs, and departmental affiliations were received for 4,000 postdocs. This exploratory study shows evidence of a postdoc gender pay gap, a significant influence of job title on postdoc salary and a complex relationship between salaries and the level of institutional National Institutes of Health/NSF funding.

These results provide insights into the ability of institutions to collate and report out annualized salary data on their postdocs, highlighting difficulties faced in tracking and reporting data on this population by institutional administration. Ultimately, these types of efforts, aimed at increasing transparency regarding the postdoctoral position, may lead to improved support for postdocs at all US institutions and allow greater agency for postdocs making decisions based on financial concerns.