Jens Mazei
Biographic Data
| ID | 1663035 |
|---|---|
| NAME | Jens Mazei |
| GIVEN NAMES | Jens |
| FAMILY NAME | Mazei |
| SIGNATURE | MAZEI J |
| AFFILIATIONS | TU Dortmund University |
| ORCID | 0000-0003-3579-6857 |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 45 |
| AUTHOR COUNT | 12 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2015 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
Men’s gender role discrepancy stress and conservative/right-wing and antifeminist political views.
“When” Versus “Whether” Gender/Sex Differences: Insights From Psychological Research on Negotiation, Risk-Taking, and Leadership
We present a conceptual framework of situational moderators of gender/sex effects in negotiation, risk-taking, and leadership—three masculine-stereotypic domains associated with gender/sex gaps in pay and authority. We propose that greater situational ambiguity and higher relevance and salience of gender/sex increase the likelihood of gender/sex-linked behaviors in these domains. We argue that greater ambiguity increases the extent to which actor…
Gender, Pay Transparency, and Competitiveness: Why Salary Information Sometimes, but Not Always, Mitigates Gender Gaps in Salary Negotiations
When and why do men negotiate assertively? It depends on specific threats to their masculinity and the negotiation topic
Avoiding Backlash or Proving One’s Manhood? Beliefs About Gender Differences in Negotiation
Gender differences in negotiation are typically explained by processes that concern women (e.g., women anticipate backlash for assertive behavior). Research has begun to suggest that processes that concern men (e.g., men want to be seen as “real” men) also help to explain gender differences. However, these 2 approaches typically remain disconnected. Thus, we examined both types of processes in 3 studies examining people’s beliefs about the causes…
Are Strategies for Women in Compensation Negotiations More Appealing When It Is Explained How They Are Meant to Impact Negotiation Outcomes
Women perceive specific strategies developed to support their performance in compensation negotiations as ineffective and are unlikely to use them—suggesting an implementation gap. We examined whether providing theoretical rationales—explaining how specific strategies are meant to work—attenuates this gap. Furthermore, we explored a novel cause of it: women's expectations regarding the perpetuation of gender roles upon using a strategy. In two st…
Together, everyone achieves more—or, less? An interdisciplinary meta-analysis on effort gains and losses in teams
This preregistered meta-analysis theoretically and empirically integrates the two research strands on effort gains and effort losses in teams. Theoretically, we built on Shepperd's (1993) framework of productivity loss in groups and Karau and Williams' (1993) Collective Effort model (CEM) and developed the Team member Effort Expenditure model (TEEM), an extended Expectancy × Value framework with the explicit addition of an individual work baselin…
Like will to like” or “opposites attract”? Management board diversity affects employer attractiveness
Purpose How diversity in management boards affects employer attractiveness has yet to be fully clarified. This paper aims to contrast the two main theoretical rationales – similarity attraction and diversity attraction – and examines whether potential employees are more attracted to an organization with a homogenous board (in terms of gender and ethnicity) or to an organization with a diverse board. Design/methodology/approach Participants (N = 6…
We do not negotiate with terrorists!” But what if we did
Strategies Aimed at Reducing Gender Differences in Negotiation Are Perceived by Women as Ineffective
Reconceptualizing replication as a sequence of different studies: A replication typology
A meta-analysis on gender differences in negotiation outcomes and their moderators
This meta-analysis investigates gender differences in economic negotiation outcomes. As suggested by role congruity theory, we assume that the behaviors that increase economic negotiation outcomes are more congruent with the male as compared with the female gender role, thereby presenting challenges for women's negotiation performance and reducing their outcomes. Importantly, this main effect is predicted to be moderated by person-based, situatio…
Reconceptualizing replication as a sequence of different studies: A replication typology
A meta-analysis on gender differences in negotiation outcomes and their moderators
This meta-analysis investigates gender differences in economic negotiation outcomes. As suggested by role congruity theory, we assume that the behaviors that increase economic negotiation outcomes are more congruent with the male as compared with the female gender role, thereby presenting challenges for women's negotiation performance and reducing their outcomes. Importantly, this main effect is predicted to be moderated by person-based, situatio…
Strategies Aimed at Reducing Gender Differences in Negotiation Are Perceived by Women as Ineffective
When and why do men negotiate assertively? It depends on specific threats to their masculinity and the negotiation topic
Are Strategies for Women in Compensation Negotiations More Appealing When It Is Explained How They Are Meant to Impact Negotiation Outcomes
Women perceive specific strategies developed to support their performance in compensation negotiations as ineffective and are unlikely to use them—suggesting an implementation gap. We examined whether providing theoretical rationales—explaining how specific strategies are meant to work—attenuates this gap. Furthermore, we explored a novel cause of it: women's expectations regarding the perpetuation of gender roles upon using a strategy. In two st…
We do not negotiate with terrorists!” But what if we did
A meta-analysis on gender differences in negotiation outcomes and their moderators
This meta-analysis investigates gender differences in economic negotiation outcomes. As suggested by role congruity theory, we assume that the behaviors that increase economic negotiation outcomes are more congruent with the male as compared with the female gender role, thereby presenting challenges for women's negotiation performance and reducing their outcomes. Importantly, this main effect is predicted to be moderated by person-based, situatio…
Reconceptualizing replication as a sequence of different studies: A replication typology
We do not negotiate with terrorists!” But what if we did
Strategies Aimed at Reducing Gender Differences in Negotiation Are Perceived by Women as Ineffective
Together, everyone achieves more—or, less? An interdisciplinary meta-analysis on effort gains and losses in teams
This preregistered meta-analysis theoretically and empirically integrates the two research strands on effort gains and effort losses in teams. Theoretically, we built on Shepperd's (1993) framework of productivity loss in groups and Karau and Williams' (1993) Collective Effort model (CEM) and developed the Team member Effort Expenditure model (TEEM), an extended Expectancy × Value framework with the explicit addition of an individual work baselin…
Like will to like” or “opposites attract”? Management board diversity affects employer attractiveness
Purpose How diversity in management boards affects employer attractiveness has yet to be fully clarified. This paper aims to contrast the two main theoretical rationales – similarity attraction and diversity attraction – and examines whether potential employees are more attracted to an organization with a homogenous board (in terms of gender and ethnicity) or to an organization with a diverse board. Design/methodology/approach Participants (N = 6…
Avoiding Backlash or Proving One’s Manhood? Beliefs About Gender Differences in Negotiation
Gender differences in negotiation are typically explained by processes that concern women (e.g., women anticipate backlash for assertive behavior). Research has begun to suggest that processes that concern men (e.g., men want to be seen as “real” men) also help to explain gender differences. However, these 2 approaches typically remain disconnected. Thus, we examined both types of processes in 3 studies examining people’s beliefs about the causes…
Are Strategies for Women in Compensation Negotiations More Appealing When It Is Explained How They Are Meant to Impact Negotiation Outcomes
Women perceive specific strategies developed to support their performance in compensation negotiations as ineffective and are unlikely to use them—suggesting an implementation gap. We examined whether providing theoretical rationales—explaining how specific strategies are meant to work—attenuates this gap. Furthermore, we explored a novel cause of it: women's expectations regarding the perpetuation of gender roles upon using a strategy. In two st…
Gender, Pay Transparency, and Competitiveness: Why Salary Information Sometimes, but Not Always, Mitigates Gender Gaps in Salary Negotiations
When and why do men negotiate assertively? It depends on specific threats to their masculinity and the negotiation topic
“When” Versus “Whether” Gender/Sex Differences: Insights From Psychological Research on Negotiation, Risk-Taking, and Leadership
We present a conceptual framework of situational moderators of gender/sex effects in negotiation, risk-taking, and leadership—three masculine-stereotypic domains associated with gender/sex gaps in pay and authority. We propose that greater situational ambiguity and higher relevance and salience of gender/sex increase the likelihood of gender/sex-linked behaviors in these domains. We argue that greater ambiguity increases the extent to which actor…
Men’s gender role discrepancy stress and conservative/right-wing and antifeminist political views.
Psychology (11 works) · Social Psychology (10 works) · Gender Diversity and Inequality (8 works) · Negotiation (8 works) · Political science (8 works) · Conflict Management and Negotiation (6 works) · Social Psychology (5 works) · Sociology (4 works) · Assertiveness (3 works) · Business (3 works)