Abstract
The recruitment and retention of academic staff in business schools is a highly challenging and important process for institutions to maintain their standing in a competitive global environment. As a result, perspective candidates are often provided with a significant amount of latitude during compensation package negotiations. The present study investigated the prevalence of a negotiation wage gap between men and women and the influence of perceived academic supervisory support (PASS) among a sample of management professors from Association to Advance Collegiate Schools of Business (AACSB) accredited business schools located in both the United States and Canada. We found that women were less likely to negotiate and were overall less successful than their male counterparts when they elected to negotiate, particularly on bargaining elements revolving around money (e.g., salary, funding). Further, we noticed that PASS moderates the relationship between gender and negotiation success such that a highly supportive supervisor improved negotiation success for women, but had no impact on men. We discuss the implications of this work and provide institutions with several recommendations to improve negotiation and gender wage parity.
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