A Meta-Analysis on Gender Differences in Negotiation Outcomes and Their Moderators
A Meta-Analysis on Gender Differences in Negotiation Outcomes and Their Moderators
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DOI：
10.1037/a0038184
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发表时间：
2015-01-01
影响因子：
22.4
通讯作者：
Hertel, Guido
中科院分区：
文献类型：
--
作者：
Mazei, Jens;Hueffmeier, Joachim;Hertel, Guido
本荟萃分析探讨了经济谈判结果中的性别差异。根据角色一致性理论，我们假设与女性性别角色相比，增加经济谈判结果的行为与男性更一致，从而对女性的谈判绩效提出挑战并降低其结果。重要的是，这一主要影响预计将被基于个人的，基于情境的，基于任务的影响，使有效的谈判行为更符合女性性别角色，这反过来又会减少甚至扭转谈判结果的性别差异。使用多水平建模方法，该荟萃分析包括123个效应量（总N = 10，888，包括本科生和研究生以及企业家）。研究纳入时，他们能够计算的影响大小，反映性别差异，在实现经济谈判的成果。正如预测的那样，男性平均比女性取得了更好的经济成果，但性别差异强烈依赖于上下文：主持人分析显示，当谈判者有谈判经验时，当他们收到有关讨价还价范围的信息时，当他们代表另一个人谈判时，有利于男性的性别差异会减少。此外，性别差异被逆转的条件下，最低的预测角色不协调的妇女。最后，谈判中的性别差异受到环境的约束，可能会发生变化。未来的研究需要调查当前研究中揭示的新调节剂的潜在机制（例如，经验）。性别差异的谈判结果的理论解释，在工作场所的性别不平等，并为未来的研究的影响进行了讨论。
This meta-analysis investigates gender differences in economic negotiation outcomes. As suggested by role congruity theory, we assume that the behaviors that increase economic negotiation outcomes are more congruent with the male as compared with the female gender role, thereby presenting challenges for women's negotiation performance and reducing their outcomes. Importantly, this main effect is predicted to be moderated by person-based, situation-based, and task-based influences that make effective negotiation behavior more congruent with the female gender role, which should in turn reduce or even reverse gender differences in negotiation outcomes. Using a multilevel modeling approach, this meta-analysis includes 123 effect sizes (overall N = 10,888, including undergraduate and graduate students as well as businesspeople). Studies were included when they enabled the calculation of an effect size reflecting gender differences in achieved economic negotiation outcomes. As predicted, men achieved better economic outcomes than women on average, but gender differences strongly depended on the context: Moderator analysis revealed that gender differences favoring men were reduced when negotiators had negotiation experience, when they received information about the bargaining range, and when they negotiated on behalf of another individual. Moreover, gender differences were reversed under conditions of the lowest predicted role incongruity for women. In conclusion, gender differences in negotiations are contextually bound and can be subject to change. Future research is needed that investigates the underlying mechanisms of new moderators revealed in the current research (e.g., experience). Implications for theoretical explanations of gender differences in negotiation outcomes, for gender inequalities in the workplace, and for future research are discussed.