Avoid These Salary Negotiation Slip-Ups

2016 ◽  
Vol 21 (3) ◽  
pp. 4-4
Keyword(s):  
Salary Negotiation

How do interviewers respond to applicants’ initiation of salary negotiation? An exploratory study on the role of gender and personality

2015 ◽  
Vol 3 (2) ◽  
pp. 145-158 ◽  
Author(s):  
Gerui (Grace) Kang ◽  
Lin Xiu ◽  
Alan C. Roline
Keyword(s):  
Decision Making ◽  
Undergraduate Students ◽  
Gender Discrimination ◽  
Human Resources Management ◽  
Order Effect ◽  
Joint Effect ◽  
Final Decision ◽  
Job Interview ◽  
Content Type ◽  
Salary Negotiation

Purpose – The purpose of this paper is to examine whether women encounter more social resistance than men do when they attempt to negotiate for higher compensation, and whether the gender and personality of the interviewer moderates that resistance. Design/methodology/approach – The authors conducted an experiment to explore how gender and personality jointly influence interviewers’ decision making in job negotiations. Findings – The authors found that: first, female interviewees who initiate negotiations in a job interview are penalized by both male and female interviewers; second, more agreeable interviewers are “nicer” than less agreeable ones to interviewees who ask for more pay, even after controlling for the interviewers’ gender; and third, more extraverted interviewers are “tougher” than less extraverted interviewers toward interviewees who initiate salary negotiation. These phenomena are more pronounced when interviewees are male as opposed to female. Research limitations/implications – Some limitations need to be brought to the reader’s attention. First, the participants of this study are undergraduate students. While most of them have job interview experience as an interviewee, few have any experience as an interviewer. In order to minimize this effect, we used human resources management students who previously had a course on hiring and selection in this experiment. Second, the order of the interviewees evaluated by participants, acting as interviewers, could cause an “order effect.” Practical implications – This study contributes to the gender, personality, and negotiations literature, and “fills the gap” on the joint effect of gender, personality, and hiring decision making. Gender discrimination during job interviews suggests that business needs to address discrimination and diversity issues earlier. It may be wise for management to consider the potential bias of an interviewer’s gender and personality on their hiring decisions before the organization makes a final decision on which interviewee should be hired and how much salary should be offered. Originality/value – To the best of the knowledge of the authors, no prior studies have explored the joint effect of gender and personality on negotiation behavior in a job interview setting from an interviewer’s perspective.

scholarly journals Career Goals, Salary Expectations, and Salary Negotiation Among Male and Female General Surgery Residents

JAMA Surgery ◽  
2019 ◽  
Vol 154 (11) ◽  
pp. 1023 ◽  
Author(s):  
Kelsey Gray ◽  
Angela Neville ◽  
Amy H. Kaji ◽  
Mary Wolfe ◽  
Kristine Calhoun ◽  
...  
Keyword(s):  
General Surgery ◽  
Career Goals ◽  
Male And Female ◽  
Salary Negotiation ◽  
Salary Expectations

scholarly journals Salary negotiation: Get what you seek

Nature ◽  
2017 ◽  
Vol 546 (7658) ◽  
pp. 441-442
Author(s):  
Eryn Brown
Keyword(s):  
Salary Negotiation

Pay/Salary/Wage and Benefits

2017 ◽  
pp. 170-190
Keyword(s):  
Millennial Generation ◽  
Equity Theory ◽  
Salary Structure ◽  
Salary Negotiation

After you read this chapter, you will be able to understand the importance of pay/salary/wage and benefits for employees, realize the approaches to propose the salary negotiation, realize the approaches to design a salary structure, apply the equity theory to understand the thoughts of the employees for the salary and benefits, and understand the focus and perceptions about salary and benefits of Millennial Generation workers.

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