Kathleen L. McGinn

Constraints and Triggers: Situational Mechanics of Gender in Negotiation

The authors propose 2 categories of situational moderators of gender in negotiation: situational ambiguity and gender triggers. Reducing the degree of situational ambiguity constrains the influence of gender on negotiation. Gender triggers prompt divergent behavioral responses as a function of gender. Field and lab studies (1 and 2) demonstrated that decreased ambiguity in the economic structure of a negotiation (structural ambiguity) reduces gender effects on negotiation performance. Study 3 showed that representation role (negotiating for self or other) functions as a gender trigger by producing a greater effect on female than male negotiation performance. Study 4 showed that decreased structural ambiguity constrains gender effects of representation role, suggesting that situational ambiguity and gender triggers work in interaction to moderate gender effects on negotiation performance.

Improvisation and the Logic of Exchange in Socially Embedded Transactions

We use a sensemaking lens to illuminate the micro-processes underlying socially embedded transactions, investigating how social ties affect the logic of exchange governing the transaction. In transcripts of 87 two-party negotiations, we find that most pairs quickly coordinate a shared logic of exchange and improvise in accord with its implied rules throughout their interaction. The improvisations take the form of opening up, working together, or haggling. Negotiators turn to three dynamic processes—trust testing, process clarification, and emotional punctuation—when they have difficulty moving the interaction toward a coherent, mutually agreed upon improvisation. We examine in detail the few asymmetric negotiations, which do not involve a shared logic of exchange. Social ties ease coordination within the negotiation and nearly eliminate asymmetry. We explore how an understanding of the micro-processes underlying negotiations reveals the underpinnings of market exchange.

Looking Up and Looking Out: Career Mobility Effects of Demographic Similarity Among Professionals

We investigate the role of workgroup gender and race composition on the career mobility of professionals in “up-or-out” organizations. We develop a nuanced perspective on the potential career mobility effects of workgroup demography by integrating the social identification processes of cohesion, competition, and comparison. Using five years of personnel data from a large law firm, we examine the influence of demographic match with workgroup superiors and workgroup peers on attorneys’ likelihood of turnover and promotion. Survival analyses reveal that higher proportions of same-sex superiors enhance junior professionals’ career mobility. On the flip side, we observe mobility costs accruing to professionals in workgroups with higher proportions of same-sex and same-race peers. Qualitative data offer insights into the social identification processes underlying demographic similarity effects on turnover and promotion in professional service organizations.

How Communication Links Influence Coalition Bargaining: A Laboratory Investigation

Complexity of communication is one of the important factors that distinguishes multilateral negotiation from its bilateral cousin. We investigate how the communication configuration affects a three-person coalition negotiation. Restricting who can communicate with whom strongly influences outcomes, and not always in ways that current theory anticipates. Competitive frictions, including a tendency to communicate offers privately, appear to shape much of what we observe. Our results suggest that parties with weaker alternatives would benefit from a more constrained structure, especially if they can be the conduit of communication, while those endowed with stronger alternatives would do well to work within a more public communication structure that promotes competitive bidding.

Untapped Potential in the Study of Negotiation and Gender Inequality in Organizations

Negotiation is a process that creates, reinforces, and reduces gender inequality in organizations, yet the study of gender in negotiation has little connection to the study of gender in organizations. We review the literature on gender in job negotiations from psychology and organizational behavior, and propose ways in which this literature could speak more directly to gender inequality in organizations by incorporating insights from research on gender in intra-household and collective bargaining. Taken together, these literatures illuminate how negotiations at the individual, household, and collective levels may contribute to the construction and deconstruction of gender inequality in organizations.

Mergers and Acquisitions: An Experimental Analysis of Synergies, Externalities and Dynamics

Mergers and acquisitions improve market efficiency by capturing synergies between firms. But takeovers also impose externalities (both positive and negative) on the remaining firms in the industry. This paper describes a new equilibrium concept designed to explain and predict takeovers in this setting. We experimentally compare the new equilibrium concept to that of competing concepts in situations without and with externalities. Moreover, we examine the predicted dynamics of takeovers and outcome implications of those dynamics. Our experimental results support the predictions of the new equilibrium concept and provide implications for further empirical tests.

Perspective---Open to Negotiation: Phenomenological Assumptions and Knowledge Dissemination

Phenomenological assumptions---assumptions about the fundamental qualities of the phenomenon being studied and how it relates to the environment in which it occurs---affect the dissemination of knowledge from subfields to the broader field of study. Micro-process research in organizational studies rests on implicit phenomenological assumptions that vary in the extent to which micro-processes are viewed as parts of larger systems. We suggest that phenomenological assumptions linking micro-processes to organizational contexts highlight the relevance of micro-process research findings to broader organizational questions and therefore increase the likelihood that the findings will disseminate to the larger field of organizational research. We test this assertion by analyzing studies of negotiation published in top peer-reviewed management, psychology, sociology, and industrial relations journals from 1990 to 2005. Our findings reveal a continuum of open systems to closed systems phenomenological assumptions in negotiation research. Analysis of the citation rates of the articles in our data set by non-negotiation organizational research indicates that more open systems assumptions increase the likelihood that a negotiation article will be cited in organizational studies, after controlling for other, previously identified effects on citation rates. Our findings suggest that subfields can increase the impact they have on the broader intellectual discourse by situating their phenomena in rich contexts that illuminate the connections between their findings and questions of interest to the broader field.

Open to Negotiation: Phenomenological Assumptions and Knowledge Dissemination

Phenomenological assumptions — assumptions about the fundamental qualities of the phenomenon being studied and how it relates to the environment in which it occurs — affect the dissemination of knowledge from subfields to the broader field of study. Micro-process research in organizational studies rests on implicit phenomenological assumptions that vary in the extent to which micro-processes are viewed as parts of larger systems. We suggest that phenomenological assumptions linking micro-processes to organizational contexts highlight the relevance of micro-process research findings to broader organizational questions, and therefore increase the likelihood that the findings will disseminate to the larger field of organizational research. We test this assertion by analyzing studies of negotiation published in top peer-reviewed management, psychology, sociology, and industrial relations journals from 1990 to 2005. Our findings reveal a continuum of open systems to closed systems phenomenological assumptions in negotiation research. Analysis of the citation rates of the articles in our data set by non-negotiation organizational research indicates that more open systems assumptions increase the likelihood that a negotiation article will be cited in organizational studies, after controlling for other, previously identified effects on citation rates. Our findings suggest that subfields can increase the impact they have on the broader intellectual discourse by situating their phenomena in rich contexts that illuminate the connections between their findings and questions of interest to the broader field.

Gender, Social Class, and Women's Employment

People in low-power positions, whether due to gender or class, tend to exhibit other-oriented rather than self-oriented behavior. Womens experiences at work and at home are shaped by social class, heightening identification with gender for relatively upper class women and identification with class for relatively lower class women, potentially mitigating, or even reversing, class-based differences documented in past research. Gender-class differences are reflected in womens employment beliefs and behaviors. Research integrating social class with gendered experiences in homes and workplaces deepens our understanding of the complex interplay between sources of power and status in society.

Learning from Mum: Cross-National Evidence Linking Maternal Employment and Adult Children’s Outcomes:

Analyses relying on two international surveys from over 100,000 men and women across 29 countries explore the relationship between maternal employment and adult daughters’ and sons’ employment and domestic outcomes. In the employment sphere, adult daughters, but not sons, of employed mothers are more likely to be employed and, if employed, are more likely to hold supervisory responsibility, work more hours and earn higher incomes than their peers whose mothers were not employed. In the domestic sphere, sons raised by employed mothers spend more time caring for family members and daughters spend less time on housework. Analyses provide evidence for two mechanisms: gender attitudes and social learning. Finally, findings show contextual influences at the family and societal levels: family-of-origin social class moderates effects of maternal employment and childhood exposure to female employment within society can substitute for the influence of maternal employment on daughters and reinforce its influence on sons.