Negotiating the Gender Divide: Lessons From the Negotiation and Organizational Behavior Literatures

作者：Kulik Carol T^*; Olekalns Mara

来源：Journal of Management, 2012, 38(4): 1387-1415.

DOI：10.1177/0149206311431307

• gender
• stereotyping
• fairness/justice
• negotiation

Employment relationships are increasingly personalized, with more employment conditions open to negotiation. Unfortunately, personalization may disadvantage members of some demographic groups. Women, in particular, routinely negotiate less desirable employment terms than men do. The gender gap in employment outcomes is frequently attributed to differences in the ways that men and women negotiate. The authors review the negotiation research demonstrating that women are disadvantaged in negotiations and the organizational behavior research examining the backlash experienced by agentic women. They use the stereotype content model and expectancy violation theory to explain why "best practice" negotiation behaviors benefit male negotiators but backfire for female negotiators. Gender-counternormative behaviors create negative expectancy violations for women, generating backlash and negatively affecting women's outcomes. The authors' integration suggests two distinct avenues for enhancing women's negotiation outcomes. The first strategy set ensures that agentic negotiation behaviors stay below a negotiation partner's threshold for perceiving negative violations; the second strategy set ensures that behaviors signaling warmth and likeability exceed a partner's threshold for perceiving positive violations.

• 出版日期2012-7