薪资范围透明度对工作申请偏好和谈判的影响
Alice J Lee1, Tae-Youn Park2, Sungyong Chang3
1School of Industrial and Labor Relations, Cornell University.
The Journal of applied psychology
|February 17, 2026
概括
薪酬范围透明度法律可能会扩大性别薪酬差距. 由于厌恶风险,女性更喜欢更窄的工资范围,导致谈判不那么自信,使工资差距持续存在.
科学领域:
- 劳动经济学 劳动经济学
- 行为经济学是一种行为经济学.
- 组织心理学 组织心理学
背景情况:
- 薪酬范围透明度法律旨在通过增加获得薪酬信息来减少性别薪酬差距.
- 披露的薪酬范围的宽度可能无意中维持或加剧工资差距.
- 现有的政策为雇主提供了在设定薪酬范围宽度方面的灵活性,影响了公平.
研究的目的:
- 研究工资范围的宽度如何影响男女的求职和谈判行为.
- 探索澄清薪酬结果是否可以减轻薪酬透明度的意外后果.
- 了解风险厌恶在薪酬范围宽度的性别偏好中的作用.
主要方法:
- 对大型档案数据集的分析 (研究1).
- 与求职者进行的调查和实地实验 (研究2和3).
- 一个实验性干预来测试缓解策略 (研究4).
主要成果:
- 女性比男性更倾向于收窄的薪酬范围,这与更高的风险厌恶有关.
- 较窄的薪酬范围与较不自信的谈判行为相关.
- 薪酬范围披露可能使性别工资差距延续,而不是缩小.
结论:
- 提供关于典型起薪和报价标准的明确信息可以减少性别影响.
- 组织可以实施战略,以确保薪酬透明度促进公平的结果.
- 为立法者和雇主提供政策见解,以有效缩小性别工资差距.
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