Show simple item record

dc.contributor.authorGerhart, Barry A.
dc.contributor.authorRynes, Sara L.
dc.date.accessioned2020-11-25T14:54:16Z
dc.date.available2020-11-25T14:54:16Z
dc.date.issued1989-12-01
dc.identifier.other187119
dc.identifier.urihttps://hdl.handle.net/1813/77292
dc.description.abstractAlthough it has been suggested that women negotiate over salaries less frequently than men, there is little empirical evidence on this point. Moreover, outside of laboratory settings, there are no investigations of whether, or to what extent, such negotiations actually payoff in higher salary outcomes for either men or women. Using a power and dependence theoretical framework, the present research investigated the salary negotiating behaviors and starting salary outcomes of 205 graduating MBA students. Results did not support the notion that women negotiate less than men. However, women did obtain lower monetary returns to negotiation (4.3% starting salary increment for men versus 2.7% for women). Over the course of a career, the accumulation of such differences may be substantial. Implications and suggestions for future research are discussed.
dc.language.isoen_US
dc.subjectCAHRS
dc.subjectILR
dc.subjectcenter
dc.subjecthuman resource
dc.subjectjob
dc.subjectworker
dc.subjectadvanced
dc.subjectlabor market
dc.subjectsatisfaction
dc.subjectemployee
dc.subjectwork
dc.subjectsalaries
dc.subjectwomen
dc.subjectmen
dc.subjectmale
dc.subjectfemale
dc.subjectsalary
dc.subjectMBA
dc.subjectstudent
dc.titleDeterminants and Consequences of Salary Negotiations by Graduating Male and Female MBAs
dc.typepreprint
dc.description.legacydownloads89_16_Determinants_and_consequences.pdf: 3190 downloads, before Oct. 1, 2020.
local.authorAffiliationGerhart, Barry A.: Cornell University
local.authorAffiliationRynes, Sara L.: Cornell University


Files in this item

Thumbnail

This item appears in the following Collection(s)

Show simple item record

Statistics