Peer Bargaining and Productivity in Teams: Gender and the Inequitable Division of Pay
Published Online:30 Mar 2020https://doi.org/10.1287/msom.2019.0821
References
- (2017) Pay formalization revisited: Considering the effects of manager gender and discretion on closing the gender wage gap. Acad. Management J. 60(1):29–54.Crossref, Google Scholar
- (2017) How stars matter: Recruiting and peer effects in evolutionary biology. Res. Policy 46(4):853–867.Crossref, Google Scholar
- (2016) Impact of delay announcements in call centers: An empirical approach. Oper. Res. 65(1):242–265.Link, Google Scholar
- (2013) Punishing female negotiators for asserting too much… or not enough: Exploring why advocacy moderates backlash against assertive female negotiators. Organ. Behav. Human Decision Processes 120(1):110–122.Crossref, Google Scholar
- (2001) Which is the fair sex? Gender differences in altruism. Quart. J. Econom. 116(1):293–312.Crossref, Google Scholar
- (2015) Accurate emergency department wait time prediction. Manufacturing Service Oper. Management 18(1):141–156.Link, Google Scholar
- (2010) Superstar extinction. Quart. J. Econom. 125(2):549–589.Crossref, Google Scholar
- (2009) Women Don’t Ask: Negotiation and the Gender Divide (Princeton University Press, Princeton, NJ).Google Scholar
- (2017) Gender differences in accepting and receiving requests for tasks with low promotability. Amer. Econom. Rev. 107(3):714–747.Crossref, Google Scholar
- (2009) Team-based reward allocation structures and the helping behaviors of outcome-interdependent team members. J. Managment Psych. 24(4):300–327.Crossref, Google Scholar
- (2005) Social preferences and the response to incentives: Evidence from personnel data. Quart. J. Econom. 120(3):917–962.Google Scholar
- (2007) Incentives for managers and inequality among workers: Evidence from a firm-level experiment. Quart. J. Econom. 122(2):729–773.Crossref, Google Scholar
- (2010) Social incentives in the workplace. Rev. Econom. Stud. 77(2):417–458.Crossref, Google Scholar
- (2006) Incentives and prosocial behavior. Amer. Econom. Rev. 96(5):1652–1678.Crossref, Google Scholar
- (2016) Beyond the holacracy hype. Harvard Bus. Rev. 94(7–8):38–49.Google Scholar
- (2013) The employment relationship and inequality: How and why changes in employment practices are reshaping rewards in organizations. Acad. Management Ann. 7(1):61–121.Crossref, Google Scholar
- (2003) Understanding international differences in the gender pay gap. J. Labor Econom. 21(1):106–144.Crossref, Google Scholar
- (2019) Beliefs about gender. Amer. Econom. Rev. 109(3):739–773.Crossref, Google Scholar
- (2008) Untapped potential in the study of negotiation and gender inequality in organizations. Acad. Management Ann. 2(1):99–132.Crossref, Google Scholar
- (2005) Constraints and triggers: Situational mechanics of gender in negotiation. J. Personality Soc. Psych. 89(6):951–965.Crossref, Google Scholar
- (2017) The morale effects of pay inequality. Quart. J. Econom. 133(2):611–663.Crossref, Google Scholar
- (2016) Creating reciprocal value through operational transparency. Management Sci. 63(6):1673–1695.Link, Google Scholar
- (2016) Social responsibility messages and worker wage requirements: Field experimental evidence from online labor marketplaces. Organ. Sci. 27(4):1010–1028.Link, Google Scholar
- (2006) Wage bargaining with on-the-job search: Theory and evidence. Econometrica . 74(2):323–364.Crossref, Google Scholar
- (2014) Giving vs. giving in. Acad. Management Ann. 8(1):505–533.Crossref, Google Scholar
- (2008) Bootstrap-based improvements for inference with clustered errors. Rev. Econom. Statist. 90(3):414–427.Crossref, Google Scholar
- (2012) Rethinking sustained competitive advantage from human capital. Acad. Management Rev. 37(3):376–395.Crossref, Google Scholar
- (2015) Bargaining, sorting, and the gender wage gap: Quantifying the impact of firms on the relative pay of women. Quart. J. Econom. 131(2):633–686.Crossref, Google Scholar
- (2012) Inequality at work: The effect of peer salaries on job satisfaction. Amer. Econom. Rev. 102(6):2981–3003.Crossref, Google Scholar
- (2008) Gender, race, and meritocracy in organizational careers. Amer. J. Soc. 113(6):1479–1526.Crossref, Google Scholar
- (2015) Accounting for the gap: A firm study manipulating organizational accountability and transparency in pay decisions. Organ. Sci. 26(2):311–333.Link, Google Scholar
- (2010) The paradox of meritocracy in organizations. Admin. Sci. Quart. 55(4):543–676.Crossref, Google Scholar
- (2014a) Compensation and peer effects in competing sales teams. Management Sci. 60(8):1965–1984.Link, Google Scholar
- (2014b) Learning from peers: Knowledge transfer and sales force productivity growth. Marketing Sci. 33(4):463–484.Link, Google Scholar
- (2010) Norms in mixed sex and mixed race work groups. Acad. Management Ann. 4(1):447–484.Crossref, Google Scholar
- (2008) Dual sales channel management with service competition. Manufacturing Service Oper. Management 10(4):654–675.Link, Google Scholar
- (2016) Xgboost: A scalable tree boosting system. Proc. 22nd ACM SIGKDD Internat. Conf. Knowledge Discovery Data Mining (ACM, New York), 785–794.Google Scholar
- (1997) Human assets and management dilemmas: Coping with hazards on the road to resource-based theory. Acad. Management Rev. 22(2):374–402.Crossref, Google Scholar
- (2018) The gender earnings gap in the gig economy: Evidence from over a million rideshare drivers. NBER Working Paper 24732, National Bureau of Economic Research, Cambridge, MA.Google Scholar
- (2009) Gender differences in preferences. J. Econom. Literature 47(2):448–474.Crossref, Google Scholar
- (2007) Fairness and channel coordination. Management Sci. 53(8):1303–1314.Link, Google Scholar
- (2001) Chivalry and solidarity in ultimatum games. Econom. Inquiry 39(2):171–188.Crossref, Google Scholar
- (2014) Social comparisons and deception across workplace hierarchies: Field and experimental evidence. Organ. Sci. 26(1):78–98.Link, Google Scholar
- (2015) Individual differences in negotiation: A nearly abandoned pursuit revived. Current Directions Psych. Sci. 24(2):131–136.Crossref, Google Scholar
- (1999) A theory of fairness, competition, and cooperation. Quart. J. Econom. 114(3):817–868.Crossref, Google Scholar
- (2009) Cumulative gender disadvantage in contract employment. Amer. J. Soc. 114(4):871–923.Crossref, Google Scholar
- (2004) Social comparisons and pro-social behavior: Testing “conditional cooperation” in a field experiment. Amer. Econom. Rev. 94(5):1717–1722.Crossref, Google Scholar
- (2017) Pay harmony? Social comparison and performance compensation in multibusiness firms. Organ. Sci. 28(1):39–55.Link, Google Scholar
- (2017) Bootstrap quantification of estimation uncertainties in network degree distributions. Sci. Rep. 7(1):5807.Crossref, Google Scholar
- (2002) Culture and egocentric perceptions of fairness in conflict and negotiation. J. Appl. Psych. 87(5):833–845.Crossref, Google Scholar
- (2009) Dishonesty in the name of equity. Psych. Sci. 20(9):1153–1160.Crossref, Google Scholar
- (2010) Robin Hood under the hood: Wealth-based discrimination in illicit customer help. Organ. Sci. 21(6):1176–1194.Link, Google Scholar
- (2016) Motivational spillovers from awards: Crowding out in a multitasking environment. Organ. Sci. 27(2):286–303.Link, Google Scholar
- (2016) The science of culture and negotiation. Current Opinion Psych. 8:78–83.Crossref, Google Scholar
- (2003) Team incentives and worker heterogeneity: An empirical analysis of the impact of teams on productivity and participation. J. Political Econom. 111(3):465–497.Crossref, Google Scholar
- (2014) Ethnic divisions and production in firms. Quart. J. Econom. 129(4):1899–1946.Crossref, Google Scholar
- (2006) The firm specificity of individual performance: Evidence from cardiac surgery. Management Sci. 52(4):473–488.Link, Google Scholar
- (2011) Fluid tasks and fluid teams: The impact of diversity in experience and team familiarity on team performance. Manufacturing Service Oper. Management 13(3):310–328.Link, Google Scholar
- (2009) Team familiarity, role experience, and performance: Evidence from Indian software services. Management Sci. 55(1):85–100.Link, Google Scholar
- (2018) Discretionary task ordering: Queue management in radiological services. Management Sci. 64(9):4389–4407.Link, Google Scholar
- (2014) Cheating more for less: Upward social comparisons motivate the poorly compensated to cheat. Organ. Behav. Human Decision Processes 123(2):101–109.Crossref, Google Scholar
- (2015) When can women close the gap? A meta-analytic test of sex differences in performance and rewards. Acad. Management J. 58(5):1516–1545.Crossref, Google Scholar
- (2017) How do entrepreneurial founding teams allocate task positions? Acad. Management J. 60(1):264–294.Google Scholar
- (2009) Impact of workload on service time and patient safety: An econometric analysis of hospital operations. Management Sci. 55(9):1486–1498.Link, Google Scholar
- . (2013) Learning from my success and from others’ failure: Evidence from minimally invasive cardiac surgery. Management Sci. 59(11):2435–2449.Link, Google Scholar
- (2015) Compensation and Employee Misconduct: The Inseparability of Productive and Counterproductive Behavior in Firms (Cambridge University Press, Cambridge, UK), 1–27.Google Scholar
- (2012) The psychological costs of pay-for-performance: Implications for the strategic compensation of employees. Strategic Management J. 33(10):1194–1214.Crossref, Google Scholar
- (2008) Psychological influence in negotiation: An introduction long overdue. J. Management 34(3):509–531.Crossref, Google Scholar
- (2009) Peers at work. Amer. Econom. Rev. 99(1):112–145.Crossref, Google Scholar
- (2018) Missing women in tech: The labor market for highly skilled software engineers. Working paper, Stanford University, Stanford, CA.Google Scholar
- (2008) Envy, comparison costs, and the economic theory of the firm. Strategic Management J. 29(13):1429–1449.Crossref, Google Scholar
- (2017) Organization design, proximity, and productivity responses to upward social comparison. Organ. Sci. 28(1):1–18.Link, Google Scholar
- (2012) Reconceptualizing stars: Scientist helpfulness and peer performance. Management Sci. 58(6):1122–1140.Link, Google Scholar
- (2008) Ethical spillovers in firms: Evidence from vehicle emissions testing. Management Sci. 54(11):1891–1903.Link, Google Scholar
- (1999) The provision of incentives in firms. J. Econom. Literature 37(1):7–63.Crossref, Google Scholar
- (1993) Incorporating fairness into game theory and economics. Amer. Econom. Rev. 83(5):1281–1302.Google Scholar
- (2013) Optimal design of social comparison effects: Setting reference groups and reference points. Management Sci. 60(3):606–627.Link, Google Scholar
- (2017) Recognition for group work: Gender differences in academia. Amer. Econom. Rev. 107(5):141–145.Crossref, Google Scholar
- (2001) Team reward attitude: Construct development and initial validation. J. Organ. Behav. 22(8):903–917.Crossref, Google Scholar
- (2007) Who goes to the bargaining table? the influence of gender and framing on the initiation of negotiation. J. Personality Soc. Psych. 93(4):600–613.Crossref, Google Scholar
- (2018) Cohort turnover and operational performance: The July phenomenon in teaching hospitals. Working paper, University of Pennsylvania, Philadelphia..Google Scholar
- (2015) The diseconomies of queue pooling: An empirical investigation of emergency department length of stay. Management Sci. 61(12):3032–3053.Link, Google Scholar
- (2017) Closing the productivity gap: Improving worker productivity through public relative performance feedback and validation of best practices. Management Sci. 64(6):2628–2649.Link, Google Scholar
- (2016) Motivating process compliance through individual electronic monitoring: An empirical examination of hand hygiene in healthcare. Management Sci. 63(5):1563–1585.Link, Google Scholar
- (2018) Once in the door: Gender, tryouts, and the initial salaries of managers. Management Sci. 64(11):5444–5460.Link, Google Scholar
- (2006) Bargaining in the shadow of the law: Divorce laws and family distress. Quart. J. Econom. 121(1):267–288.Crossref, Google Scholar
- (2007) Bias in random forest variable importance measures: Illustrations, sources and a solution. BMC Bioinformatics 8(1):25.Crossref, Google Scholar
- (2018) At your service on the table: Impact of tabletop technology on restaurant performance. Working paper, Southern Methodist University, Dallas.Google Scholar
- (2019) When you work with a superman, will you also fly? an empirical study of the impact of coworkers on performance. Management Sci. 65(8):3495–3517.Link, Google Scholar
- (2019) Behavioral drivers of routing decisions: Evidence from restaurant table assignment. Working paper, Southern Methodist University, Dallas.Google Scholar
- (2001) Managing workplace conflict in the United States and Hong Kong. Organ. Behav. Human Decision Processes 85(2):360–381.Crossref, Google Scholar
- (1998) Negotiating in the United States and Hong Kong. J. Internat. Bus. Stud. 29(4):711–727.Crossref, Google Scholar
- (2008) Managing the impact of employee turnover on performance: The role of process conformance. Organ. Sci. 19(1):56–68.Link, Google Scholar
- (2005) A meta-analysis of the international gender wage gap. J. Econom. Surveys 19(3):479–511.Crossref, Google Scholar
- (2007) The increasing dominance of teams in production of knowledge. Science 316(5827):1036–1039.Crossref, Google Scholar
- (2016) How do delay announcements shape customer behavior? An empirical study. Management Sci. 63(1):1–20.Link, Google Scholar
- (1992) Why do employers only reward extreme performance? examining the relationships among performance, pay, and turnover. Admin. Sci. Quart. 37(2):198–219.Crossref, Google Scholar

