Tuck School of Business, Dartmouth College.
Harvard Business School, Harvard University.
J Appl Psychol. 2021 Nov;106(11):1655-1672. doi: 10.1037/apl0000867. Epub 2021 Jan 7.
A substantial body of prior research documents a gender gap in negotiation performance. Competing accounts suggest that the gap is due either to women's stereotype-congruent behavior in negotiations or to backlash enacted toward women for stereotype-incongruent behavior. In this article, we use a novel data set of over 2,500 individual negotiators to examine how negotiation performance varies as a function of gender and the strength of one's alternative to a negotiated agreement. We find that the gender gap in negotiation outcomes exists only when female negotiators have a strong outside option. Furthermore, our large data set allows us to examine an understudied performance outcome, rate of impasse. We find that negotiations in which at least one negotiator is a woman with a strong alternative disproportionately end in impasse, a performance outcome that leaves considerable potential value unallocated. In addition, we find that these gender differences in negotiation performance are not due to gender differences in aspirations, reservation values, or first offers. Overall, these findings are consistent with a backlash account, whereby counterparts are less likely to come to an agreement and therefore reach a potentially worse outcome when one party is a female negotiator empowered by a strong alternative. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
大量先前的研究文献证明了谈判表现上的性别差距。有竞争性的解释认为，这种差距要么是由于女性在谈判中符合刻板印象的行为，要么是由于不符合刻板印象的行为对女性实施的报复。在本文中，我们使用了一个由超过 2500 名个体谈判者组成的新数据集，来研究谈判表现如何随着性别和一个人对谈判协议的替代方案的强度而变化。我们发现，只有当女性谈判者有一个强有力的外部选择时，谈判结果才会出现性别差距。此外，我们的大数据集使我们能够研究一个研究不足的表现结果，即僵局的比例。我们发现，至少有一名谈判者是具有强大替代方案的女性的谈判，不成比例地以僵局结束，这种表现结果导致大量潜在价值未被分配。此外，我们发现这些谈判表现上的性别差异不是由于性别差异的愿望、保留价值或首次报价造成的。总的来说，这些发现与一种报复性解释一致，即当一方是由强大的替代方案赋予权力的女性谈判者时，对方就不太可能达成协议，因此可能会达成一个更糟糕的结果。
