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When Does Gender Matter in Negotiation?

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  • Bowles, Hannah Riley

    (Harvard U)

  • McGinn, Kathleen L.

    (Harvard U)

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    Abstract

    We propose that two situational dimensions moderate gender effects in negotiation. Structural ambiguity refers to potential variation in a party’s perception of the bargaining range and appropriate standards for agreement. Gender triggers are situational factors that make gender salient and relevant to behavior or expectations. Based on a review of field and experimental data and social psychological theory on individual difference, we explain how structural ambiguity and gender triggers make negotiations ripe for gender effects.

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    Bibliographic Info

    Paper provided by Harvard University, John F. Kennedy School of Government in its series Working Paper Series with number rwp02-036.

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    Date of creation: Sep 2002
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    Handle: RePEc:ecl:harjfk:rwp02-036

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    1. Eckel, Catherine C. & Grossman, Philip J., 2008. "Differences in the Economic Decisions of Men and Women: Experimental Evidence," Handbook of Experimental Economics Results, Elsevier.
    2. Solnick, Sara J, 2001. "Gender Differences in the Ultimatum Game," Economic Inquiry, Western Economic Association International, vol. 39(2), pages 189-200, April.
    3. Elliott, Catherine S. & Hayward, Donald M. & Canon, Sebastian, 1998. "Institutional framing: Some experimental evidence," Journal of Economic Behavior & Organization, Elsevier, vol. 35(4), pages 455-464, May.
    4. Mason, Charles F. & Phillips, Owen R. & Redington, Douglas B., 1991. "The role of gender in a non-cooperative game," Journal of Economic Behavior & Organization, Elsevier, vol. 15(2), pages 215-235, March.
    5. Roth, Alvin E & Murnighan, J Keith, 1982. "The Role of Information in Bargaining: An Experimental Study," Econometrica, Econometric Society, vol. 50(5), pages 1123-42, September.
    6. Nancy Buchan & Rachel Croson, 1999. "Gender and Culture: International Experimental Evidence from Trust Games," American Economic Review, American Economic Association, vol. 89(2), pages 386-391, May.
    7. Thompson, Leigh & Loewenstein, George, 1992. "Egocentric interpretations of fairness and interpersonal conflict," Organizational Behavior and Human Decision Processes, Elsevier, vol. 51(2), pages 176-197, March.
    8. Arulampalam, W. & Robin A. Naylor & Jeremy P. Smith, 2002. "University of Warwick," Royal Economic Society Annual Conference 2002 9, Royal Economic Society.
    9. Linda Babcock & George Loewenstein, 1997. "Explaining Bargaining Impasse: The Role of Self-Serving Biases," Journal of Economic Perspectives, American Economic Association, vol. 11(1), pages 109-126, Winter.
    10. Walters, Amy E. & Stuhlmacher, Alice F. & Meyer, Lia L., 1998. "Gender and Negotiator Competitiveness: A Meta-analysis," Organizational Behavior and Human Decision Processes, Elsevier, vol. 76(1), pages 1-29, October.
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    As found by EconAcademics.org, the blog aggregator for Economics research:
    1. Gender, identity and competition
      by chris dillow in Stumbling and Mumbling on 2011-09-01 13:51:46
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    Cited by:
    1. Rafael Lalive & Alois Stutzer, . "Approval of Equal Rights and Gender Differences in Well-Being," IEW - Working Papers 194, Institute for Empirical Research in Economics - University of Zurich.

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