Darden Graduate School of Business.
School of Business.
J Appl Psychol. 2019 Apr;104(4):581-592. doi: 10.1037/apl0000363. Epub 2018 Oct 18.
The influence of race in negotiations has remained relatively underexplored. Across three studies, we theorize and find that Black job seekers are expected to negotiate less than their White counterparts and are penalized in negotiations with lower salary outcomes when this expectation is violated; especially when they negotiate with an evaluator who is more racially biased (i.e., higher in social dominance orientation). Specifically, on the basis of the prescriptive stereotype held by those higher in racial bias-that Black (as compared to White) negotiators deserve lower salaries-we predicted that Black negotiators who behave in counterstereotypical ways encounter greater resistance and more unfavorable outcomes from more biased evaluators. We tested this argument in a stepwise fashion: In Study 1, we found that more biased evaluators expect Black job seekers to negotiate less as compared to White job seekers. When Black negotiators violate those expectations, evaluators award them lower starting salaries (Study 2), which appears to occur because evaluators become more resistant to making concessions to Black than to White job seekers (Study 3). Collectively, our findings demonstrate that racially biased perceptual distortions can be used to justify the provision of smaller monetary awards for Black job seekers in negotiations. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
种族因素在谈判中的影响一直未得到充分研究。通过三项研究，我们提出并发现，黑人求职者的谈判空间比白人求职者小，如果这种预期被打破，他们在谈判中的薪酬结果会更低；尤其是当他们与种族偏见程度更高的评估者（即社会支配倾向更高的评估者）谈判时。具体来说，基于那些种族偏见程度较高的人所持有的规定性刻板印象——黑人（与白人相比）谈判者应得更低的工资——我们预测，表现出反刻板印象行为的黑人谈判者会遇到更大的阻力，并从更有偏见的评估者那里获得更不利的结果。我们以逐步的方式检验了这一论点：在研究 1 中，我们发现，更有偏见的评估者期望黑人求职者的谈判空间比白人求职者小。当黑人谈判者违反这些预期时，评估者会给他们更低的起薪（研究 2），这似乎是因为评估者更不愿意向黑人求职者让步，而不是向白人求职者让步（研究 3）。总的来说，我们的研究结果表明，种族偏见的感知扭曲可以用来为谈判中黑人求职者获得较少的金钱奖励提供正当理由。（APA 心理档案记录（c）2019，保留所有权利）。
