劳动经济学研讨会          （总第52期）      
   
 
【时间】2018年6月21日（周四）14：00－15：30  
【地点】明德主楼729会议室  
【主题】Gender Differences in the Initiation of Salary Negotiation: Evidence from Behavioral Experiments  
【主讲人】修琳（明尼苏达大学德卢斯分校副教授）  
【主持人】孙文凯（365体育官方唯一入口副教授）  
【Abstract】 The gender pay gap in the United States has narrowed since 1970s (from 59% in 1974 to 79% in 2014), but progress has stalled in recent years. College educated women who turned 43 in 2013 were less likely to work than women who turned 43 in 2003 (Goldin, 2014). How to deal with the challenges that are "holding women back. It is imperative not only for women but also for our economy and society as a whole (WSJ, September 30, 2015). Previous research has shown that the gender difference in salary negotiation is an important factor that leads to the gender pay gap in the workplace. Women tend to behave more conservatively than men in salary negotiations and are less likely than men to initiate negotiations (e.g. Bowles et al., 2007). In this study, we extend the discussion by testing whether gender differences in coping with peer pressure and dealing with competition could help in explaining the gender differences in salary negotiation. Using the approach of experimental economics, this study aims to show that (1) there is no difference between men and women in initiating salary negotiations when peer pressure and competitive environment are being controlled; (2) women are less likely to initiate salary negotiation when having to face peer pressure (knowing everyone else knows she is asking for a higher pay); (3) women are less likely to initiate salary negotiation when they have to compete with their male peers for the salary increase. To our knowledge, this is the first study that considers the impacts of peer pressure on gender difference in one’s tendency to initiate salary negotiation. The project also contributes to the literature on the relationship between the gender gap in competitiveness and in negotiations.  
 
   
 
主讲人简介：Dr. Lin Xiu is an Associate Professor at University of Minnesota at Duluth. Dr. Xiu received her doctoral degree in Industrial Relations and Human Resources from the University of Toronto in 2010. Dr. Xiu’s research inquiry has been within and across the fields of workplace diversity, work-life balance, compensation management, and strategic HR issues in the context of globalization. She has initiated or co-initiated more than 20 research projects, a majority of which have led to peer-reviewed publications or manu1111s in progress. Her work has been published in top journals in the fields of Industrial Relations and Human Resource Management such as British Journal of Industrial Relations, International Journal of Manpower, Labour, and Personnel Review.