The DOI matches its Crossref record; 29 of the 29 references it cites were found in a registry or an index.
Do Women Avoid Salary Negotiations? Evidence from a Large-Scale Natural Field Experiment
Open accessAbstract
One explanation advanced for the persistent gender pay differences in labor markets is that women avoid salary negotiations. By using a natural field experiment that randomizes nearly 2,500 job seekers into jobs that vary important details of the labor contract, we are able to observe both the extent of salary negotiations and the nature of sorting. We find that when there is no explicit statement that wages are negotiable, men are more likely to negotiate for a higher wage, whereas women are more likely to signal their willingness to work for a lower wage. However, when we explicitly mention the possibility that wages are negotiable, these differences disappear completely. In terms of sorting, we find that men, in contrast to women, prefer job environments where the “rules of wage determination” are ambiguous. This leads to the gender gap being much more pronounced in jobs that leave negotiation of wage ambiguous. This paper was accepted by Gérard P. Cachon, behavioral economics.
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Cites
A threat in the air: How stereotypes shape intellectual identity and performance
Steele, C. M. (1997) · American Psychologist · doi:10.1037/0003-066x.52.6.613 · Cited by 6,770
Gender Differences in Preferences
Croson, R., & Gneezy, U. (2009) · Journal of Economic Literature · doi:10.1257/jel.47.2.448 · Cited by 5,694
Stereotype Threat and Women's Math Performance
Spencer, S. J., Steele, C. M., & Quinn, D. M. (1999) · Journal of Experimental Social Psychology · doi:10.1006/jesp.1998.1373 · Cited by 3,435
Do Women Shy Away From Competition? Do Men Compete Too Much?
Niederle, M., & Vesterlund, L. (2007) · The Quarterly Journal of Economics · doi:10.1162/qjec.122.3.1067 · Cited by 3,186
Performance in competitive environments: gender differences
Gneezy, U., Niederle, M., & Rustichini, A. (2003) · The Quarterly Journal of Economics · doi:10.1162/00335530360698496 · Cited by 1,997
Orchestrating Impartiality: The Impact of “Blind” Auditions on Female Musicians
Goldin, C., & Rouse, C. (2000) · American Economic Review · doi:10.1257/aer.90.4.715 · Cited by 1,754
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Strong Evidence for Gender Differences in Risk Taking
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Gender and the labor market: What have we learned from field and lab experiments?
Azmat, G., & Petrongolo, B. (2014) · Labour Economics · doi:10.1016/j.labeco.2014.06.005 · Cited by 314
O’Meara, K., Kuvaeva, A., Nyunt, G., Waugaman, C., & Jackson, R. (2017) · American Educational Research Journal · doi:10.3102/0002831217716767 · Cited by 292
Gender differences in how scientists present the importance of their research: observational study
Lerchenmueller, M. J., Sorenson, O., & Jena, A. B. (2019) · BMJ · doi:10.1136/bmj.l6573 · Cited by 211
Fairness and Bias in Algorithmic Hiring: A Multidisciplinary Survey
Fabris, A., Baranowska, N., Dennis, M. J., Graus, D., Hacker, P., Saldivar, J., Zuiderveen Borgesius, F., & Biega, A. J. (2025) · ACM Transactions on Intelligent Systems and Technology · doi:10.1145/3696457 · Cited by 117
Leibbrandt, A., & List, J. (2018) · doi:10.3386/w25035 · Cited by 43
Self-citation
Metadata
- Authors
- Leibbrandt, A., & List, J. A.
- Venue
- Management Science
- Published
- 2015-09
- Volume
- 61
- Issue
- 9
- Pages
- 2016-2024
- ISSN
- 0025-1909 (ISSN-L)
- 1526-5501
- OpenAlex
- W2265773967
- Cited by
- 328
- References
- 29
- FWCI
- 38.80
- Type
- journal article
- Language
- en
- Open access
- green
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