Salary Negotiations Research Articles

Is Blood Thicker than Water? The Impact of Player Agencies on Player Salaries: Empirical Evidence from Five European Football Leagues

Abstract In this article, we analyze how different representation models of professional football players affect their salaries in salary negotiations. We distinguish between self-representation, representation by relatives and representation by player agencies. Based on the principal agent theory and against the background of asymmetric information, we hypothesize that the self-representation model has the most lucrative effect on salaries. Furthermore, we argue that the number of players represented by an agency has a negative effect on salaries. To test our hypotheses, we use a unique panel dataset containing 3,775 players from the top five European leagues over five collection dates. In addition to market values and salaries, we also include individual and team performance. Furthermore, we use information on the different representation models and, in the case of player agencies, information on the particular agency. In our study, we found no significant effect of the representation model on the salary of professional football players, which challenges the justification of agencies in general.

Analysis of the Application of Reconciling-interests Strategy in Salary Negotiation

Salary negotiation plays an important role in an individual’s financial interests and career development. This study focuses on the application of performance adjustment strategies in salary negotiations and their value to employees and employers. By emphasizing common interests, trust between the parties is established, leading to successful negotiations and long term cooperation. For employees, this strategy can increase the success rate of negotiations, enhance competitiveness, and improve job satisfaction. It can also reflect the common interests of both parties and promote win-win results. In order to use this strategy effectively, individuals must be fully prepared, demonstrate their value, maintain a flexible communication style, and adopt a compromising mentality. These measures ensure a constructive negotiation process and a harmonious salary agreement is reached. In general, the use of performance adjustment strategies contributes to the success and satisfaction of individual salary negotiations and promotes the common interests of employees and employers.

How Salary Comparisons Among Spouses and Social Norms Affect the Salary Negotiations of R&D Workers

How Salary Comparisons Among Spouses and Social Norms Affect the Salary Negotiations of R&D Workers

Lecture-Based Instruction on Salary Negotiation for Professional Athletic Training Students: An Educational Technique

Lecture-Based Instruction on Salary Negotiation for Professional Athletic Training Students: An Educational Technique

Leveraging Sports Analytics and Association Rule Mining to Uncover Recovery and Economic Impacts in NBA Basketball

This study examines the multifaceted field of injuries and their impacts on performance in the National Basketball Association (NBA), leveraging a blend of Data Science, Data Mining, and Sports Analytics. Our research is driven by three pivotal questions: Firstly, we explore how Association Rule Mining can elucidate the complex interplay between players’ salaries, physical attributes, and health conditions and their influence on team performance, including team losses and recovery times. Secondly, we investigate the relationship between players’ recovery times and their teams’ financial performance, probing interdependencies with players’ salaries and career trajectories. Lastly, we examine how insights gleaned from Data Mining and Sports Analytics on player recovery times and financial influence can inform strategic financial management and salary negotiations in basketball. Harnessing extensive datasets detailing player demographics, injuries, and contracts, we employ advanced analytic techniques to categorize injuries and transform contract data into a format conducive to deep analytical scrutiny. Our anomaly detection methodologies, an ensemble combination of DBSCAN, isolation forest, and Z-score algorithms, spotlight patterns and outliers in recovery times, unveiling the intricate dance between player health, performance, and financial outcomes. This nuanced understanding emphasizes the economic stakes of sports injuries. The findings of this study provide a rich, data-driven foundation for teams and stakeholders, advocating for more effective injury management and strategic planning. By addressing these research questions, our work not only contributes to the academic discourse in Sports Analytics but also offers practical frameworks for enhancing player welfare and team financial health, thereby shaping the future of strategic decisions in professional sports.

Women in Gastroenterology: What Is the Current Situation? Results of an Italian National Survey

BackgroundMany women grow up dreaming of becoming doctors, preferring specialties that allow more focus on time outside the hospital and on family life. Nowadays, specialties, like gastroenterology, have still a significant gender gap.MethodsBased on this known discrepancy, a web-based questionnaire was designed by the Young Component of the Scientific Committee of the Federation of Italian Scientific Societies of Digestive Diseases 2023 (FISMAD) to examine the current situation of female gastroenterologists in Italy. The survey, designed specifically for this study, was sent by email to all female gastroenterologists and residents gastroenterologists, members of the three major Italian societies of Gastroenterology.ResultsA total of 423 female physicians responded to the survey: 325 (76.8%) had full-time employment, and only a few had an academic career (7.2%). The main occupations were outpatient clinics (n = 288, 68%) and diagnostic endoscopy (n = 289, 68.3%); only 175 (41.3%) performed interventional endoscopy. One hundred and forty-seven (34.7%) had the chance to attend a master in advanced or interventional endoscopy, while 133 (31.4%) faced disadvantages that enabled them to attend. Of the 244 (58%) who reported feeling underappreciated, 194 (79.5%) said it was due to gender bias. We found that women doctors considered themselves disadvantaged compared with men doctors due to career opportunities (n = 338), salary negotiations (n = 64), and training opportunities (n = 144).ConclusionsIn conclusion, gastroenterology still has a long way to go before approaching greater gender parity.

Mentoring in Salary Negotiation for Female Sport Management Students

Female professors continue to make less than their male counterparts. In traditionally male dominated fields, such as sport management, the pay gap can be even greater. To gain further insight into the salary negotiation process, the specific role of mentoring was examined utilizing qualitative research, and specifically semi-structured interviews conducted with female sport management professors. Open-ended coding was employed to analyze the data. Female participants reported they had limited mentoring for the salary negotiation process and felt there were barriers that influenced if mentoring took place. Participants did indicate informal mentoring occurred, and some reported the development of meaningful relationships specifically with major advisors who intentionally provided advice and mentoring related to the salary negotiation process. Being cognizant of gender roles and utilizing mentoring strategies is critical to addressing salary and the continued gap in salary amongst female and male professors in sport management.

FACTORS INFLUENCING EMPLOYEE’S TURNOVER AND IDENTIFICATION ON THE METHODS OF RETENTION IN BANGLADESH: A CASE STUDY ON EASTERN TUBES LIMITED (ETL)

This study asses the reasons behind turnover at Eastern Tubes Limited with an objective to identify the factors affecting turnover. Data were gathered from both primary and secondary sources. This research contains summary of employee turnover management at Eastern Tubes Limited (ETL), why does it occur and identify the methods of retention. This research briefly covers various areas where employee retention strategies are implemented namely recruitment, training and development, work culture, salary negotiation, compensation management, rewards and recognition and exit interviews and at the end the research finally highlights various aspects which are to be considered for improvement of employee retention strategies.

"Now You Get to See Me": Black Women Healthcare Professionals' Experiences in Sister Circles During the Double Pandemic.

In 2020, the COVID-19 pandemic impacted the world through the necessity of mask mandates and stay-at-home orders, while marginalized communities continued to grapple with disproportionate outcomes of the pandemic due to systemic racism. Hence, some had to live in a double pandemic, such as minoritized healthcare professionals on the frontlines addressing the uncertainties of the health crisis. Importantly, Black women healthcare professionals relied upon sister circles as a mental health mechanism. Sister circles are support groups for and by Black women and are often informally formed within contexts such as education, work, and recreation. This qualitative study deepens the understanding of how during the double pandemic sister circles in the United States created a space for Black women healthcare professionals to support each other in managing stress, navigating workspaces, and sustaining their personal lives. Fifteen participants across different health professions, including nursing, social work, and therapy, participated in one-time interviews and focus groups to share their experiences as members of a sister circle. Four salient themes were: (1) mental health support, (2) mutual understanding, (3) guidance on how to engage in salary negotiations, and (4) professional knowledge. Additionally, the findings indicate that sister circles provided them a space for mental health support, rooted in mutual understanding, along with offering advice on salary negotiations and advancing their overall professional knowledge.

From Sexualized Media Consumption to Salary Negotiation: The Relation Between Chronic Self-Objectification Processes and Women’s Negotiation Intentions

ABSTRACT Despite the advancement in women’s conditions in the past fifty years, women are still the targets of forms of oppression that span from sexual objectification to gender economic inequality, which, among other factors, is linked to challenges that women may face with wage negotiation. Bridging these two research areas, in the present correlational study (N = 552), we took the female target perspective and investigated whether everyday sexualized media consumption may be indirectly linked with Italian women’s negotiation intentions in a working scenario (i.e. salary request, negotiation probability, salary raise negotiation). We hypothesized that this association would be mediated by internalization of mainstream beauty ideals, chronic self-objectification, and subsequent lower self-attribution of the fundamental social dimensions of competence, agency, and morality. Path analyses supported the indirect path model on all the negotiation behaviors via self-attribution of competence; a significant indirect path via self-attribution of morality was also found on women’s negotiation probability. Implications for gender economic inequality as well as possible interventions are discussed.

Beliefs About the Gender Gap in Salary Negotiations

Beliefs About the Gender Gap in Salary Negotiations

Athletic Trainers' Experiences With and Perceptions of Salary Negotiation Decision-Making During the Hiring Process.

Appropriate salaries for athletic trainers (ATs) have been a contentious topic for decades. Although professional advocacy efforts to increase ATs' salaries have gained traction, little is known about ATs' experiences with negotiation during the hiring process. To explore the reasons, influences, and factors influencing ATs' negotiation decisions. Qualitative study. Individual video interviews. Twenty-eight ATs who participated in a previous study and indicated a willingness to participate in the qualitative follow-up were interviewed (17 women, 10 men, 1 nonbinary individual; age = 37.8 ± 8.9 years, athletic training experience = 15.1 ± 8.3 years). Of the 28 participants, 18 did negotiate, whereas 10 did not. An individual video conference interview was conducted with each participant. After transcription, data were analyzed into themes and categories following the consensual qualitative research tradition. To ensure trustworthiness of the findings, we confirmed accuracy through member checks, triangulated the data using multianalyst research teams, and confirmed representativeness by including an external auditor. Four parallel themes emerged during data analysis: factors for determining salary negotiation, reasons for negotiating/not negotiating, negotiation influencers/deterrents, and experiences with negotiation/impact of not negotiating. Negotiators used a variety of data sources to support their requests, and their decisions were motivated by their own known value, the area's cost of living, and their current financial or employment situations. Negotiators relied on previous experiences to guide negotiations and provided successes and regrets from their negotiation experience. Nonnegotiators also used a variety of data types but were deterred by fear of not knowing how to negotiate, of losing the offer, or of offending those involved. Nonnegotiators highlighted a lack of confidence in their ability to negotiate and provided the financial consequences and personal regrets from not negotiating. More training, education, and publicly available data are needed to assist ATs in future negotiation attempts.

Avoid These Salary Negotiation Slip‐Ups

Avoid These Salary Negotiation Slip‐Ups

Salary Negotiations: Gender Differences in Attitudes, Priorities, and Behaviors of Ophthalmologists

To investigate attitudes, priorities, and behaviors of ophthalmologists in salary negotiations. Cross-sectional study. A Qualtrics survey was disseminated to U.S.-based practicing ophthalmologists between November 1, 2021 and March 31, 2022 and assessed attitudes, behaviors, and priorities surrounding salary negotiation during the respondents' first negotiation as a practicing physician and currently. Optional case-based scenarios were also included. Of 424 respondents, 155 (36.5%) identified as male (M) and 269 (63.3%) identified as female (F). Men were more likely to negotiate salary for their first position as an independent ophthalmologist (M 78.3%, F 68.2%; P=.04). Respondents of both genders assessed their success similarly; 85.0% of men and 75.7% of women (P=.07) felt that their negotiation was very successful or somewhat successful. Women were more likely to select "flexibility in clinic/OR schedule for personal commitments" as a priority during salary negation for their first position (M 14.8%, F 23.1%; P=.04). Women ophthalmologists reported feeling more uncomfortable (M 36.1%, F 49.1%; P=.01), intimidated (M 20.0%, F 43.5%; P < .01), and were less likely to feel well-trained (M 24.5%, F 13.0%; P < .01). Most respondents never received formal training in negotiation. We found significant gender differences among ophthalmologists in attitudes, priorities and behaviors surrounding salary negotiation. There were low reported levels of formal negotiation training, which appears to disadvantage women more than men. These gender disparities suggest that incorporating education about negotiation skills and career development early in training may be impactful.

Firm Behavior Under Conditions of Final Offer Arbitration: An Empirical Analysis of Major League Baseball’s Salary Negotiation Structure

Abstract: This paper explores the use of final offer interest arbitration (FOA) in Major League Baseball (MLB) and whether arbitrated salaries differ meaningfully from private settlements. MLB provides an excellent environment to analyze FOA because it is common practice for eligible players and their teams to announce official intended arbitration figures well in advance of hearings but ultimately privately negotiate a contract in the interim. This allows for consideration of the bounded arbitrated salary environment even when a hearing is avoided. Results reaffirm the findings of Burgess and Marburger (1993), which suggested that arbitrated salaries are of “low quality” in that the distribution range is wider for arbitration compared to private negotiation. Second, this paper contributes to existing literature by expanding analysis to including quantile regression, which indicates that not only is contract length positively correlated with players’ salaries but also statistically significant differences in this effect exist throughout the distribution.

Correction to: Gender, Pay Transparency, and Competitiveness: Why Salary Information Sometimes, but Not Always, Mitigates Gender Gaps in Salary Negotiations

Correction to: Gender, Pay Transparency, and Competitiveness: Why Salary Information Sometimes, but Not Always, Mitigates Gender Gaps in Salary Negotiations

The promise (and peril) in approaching gender parity: Preregistered survey experiments addressing gender inequality in negotiations

Despite repeated calls to reduce gender inequalities arising in negotiations, few solutions have emerged that effectively address the fact that women often ask—and even intend to ask—for less than men in negotiations. In this paper, we focus on intentions prior to a negotiation. We explore how a simple reminder of women’s inferior position in salary negotiations—showing either a stable or closing gender gap in salary requests—can help combat gender inequality by tapping into psychological motivations inherent to status competition. In two preregistered survey experiments of business school students and gig workers (n=4337), we show that any reminder of the gender gap in requested salaries leads women to intend to request more compared to the control groups in both samples. Showing a stable gap without female progress caused men in a business school, but not gig workers, to request less than men in a control condition. Yet, men in the same context request relatively more when shown a closing gap compared to the stable gap condition. Our work thus points both to the promise of simple interventions designed to reduce gender gaps in intended salary requests, as well as the perils arising from competitive dynamics as women actually approach parity.

Gender, Pay Transparency, and Competitiveness: Why Salary Information Sometimes, but Not Always, Mitigates Gender Gaps in Salary Negotiations

Gender, Pay Transparency, and Competitiveness: Why Salary Information Sometimes, but Not Always, Mitigates Gender Gaps in Salary Negotiations

Anchoring Effect and Salary Negotiation

The anchoring effect is now frequently used in wage negotiations. This review article aims to discover the potential impact of the anchoring effect in wage negotiations. In the main body, we will analyze the potential impact of anchoring effects in three areas: anchoring strategies in wage negotiations, the impact of anchoring on wage differentials, and mitigating anchoring effects in wage negotiations. After the analysis, we will find that the anchoring effect stealthily has many potential impacts on wage negotiations.

Predicting elite NBA lineups using individual player order statistics

Abstract NBA team managers and owners try to acquire high-performing players. An important consideration in these decisions is how well the new players will perform in combination with their teammates. Our objective is to identify elite five-person lineups, which we define as those having a positive plus-minus per minute (PMM). Using individual player order statistics, our model can identify an elite lineup even if the five players in the lineup have never played together, which can inform player acquisition decisions, salary negotiations, and real-time coaching decisions. We combine seven classification tools into a unanimous consent classifier (all-or-nothing classifier, or ANC) in which a lineup is predicted to be elite only if all seven classifiers predict it to be elite. In this way, we achieve high positive predictive value (i.e., precision), the likelihood that a lineup classified as elite will indeed have a positive PMM. We train and test the model on individual player and lineup data from the 2017–18 season and use the model to predict the performance of lineups drawn from all 30 NBA teams’ 2018–19 regular season rosters. Although the ANC is conservative and misses some high-performing lineups, it achieves high precision and recommends positionally balanced lineups.