Abstract
A long debate in negotiation research concerns the question of whether gender differences in the propensity to initiate negotiations, in behaviors shown during negotiations, and in negotiation performance actually exist. Whereas past negotiation research suggested that women are less likely to initiate negotiations than men, a recent study by Artz et al. (2018) seems to suggest that women are as likely as men to “ask” for higher pay. However, this finding by Artz et al. (2018) was obtained once the number of weekly hours worked was added as a covariate in the statistical analysis. Following extant work, we suggest that the number of weekly hours worked could be—and, from a theoretical stand-point, perhaps should be—considered a mediator of gender differences. Conducting a Monte Carlo analysis based on the results and statistics provided by Artz et al. (2018) also yielded empirical evidence suggesting that weekly hours could be a mediator. Thus, women may be less likely than men to ask for higher pay, among other potential reasons, because they work fewer weekly hours. Based on this alternative conceptualization of the role of weekly hours, our commentary has theoretical implications for the understanding of gender differences in the propensity to initiate negotiations and practical implications for the effective reduction of gender inequalities.
Highlights
Background in BriefTo start, we would like to clarify the terms “sex” and “gender” as used in the current commentary
We suggest that the number of weekly hours worked could be—and, from a theoretical standpoint, perhaps should be—considered a mediator of gender differences
Given that findings were often mixed (Stuhlmacher & Walters, 1999; Walters et al, 1998), and given that research generally has long been characterized by low statistical power (Cohen, 1992; Maxwell, 2004), meta-analysis plays a crucial role in determining whether gender differences exist in behaviors and outcomes related to negotiations
Summary
A long debate in negotiation research concerns the question of whether gender differences in the propensity to initiate negotiations, in behaviors shown during negotiations, and in negotiation performance exist. Doing so suggests an alternative interpretation of the findings by Artz et al (2018), which has markedly different theoretical and practical implications: Women may not ask, among other potential reasons, because they work fewer hours than men (see Bowles & McGinn, 2008; Livingston, 2014; Luekemann & Abendroth, 2018). This alternative interpretation has nuanced theoretical implications, and practical implications for the successful mitigation of gender inequalities
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